Common use of Non-Probationary Employees Clause in Contracts

Non-Probationary Employees. a. The work performance of an employee shall be evaluated at least biennially, using Secretary and Paraprofessional Performance Appraisal (SPPA) (Appendix F). It is mutually agreed and understood that evaluations may occur as frequently as needed in the judgment of the supervisor, consistent with other contract provisions as applicable. b. Evaluation shall be conducted by a management supervisor designated by the Human Resources Office who is knowledgeable about the position and the employee's performance in it. The person conducting the evaluation shall not be a member of the bargaining unit. c. Before an employee’s job performance is rated Unsatisfactory on a Summative Assessment, the supervisor shall meet with the individual at least one (1) month prior to such a rating being submitted in order to put the employee on notice that the employee’s job performance is not satisfactory and to discuss means of improvement. A completed Formative Assessment will be used to put the employee on such notice. d. If the employee’s job performance is rated Unsatisfactory at the Summative Assessment review, the supervisor will counsel the employee as to how to improve and how to proceed to strengthen the weakness. The evaluation form will contain the program specifically stating the weakness and the plan of assistance for overcoming the deficiency. If the nature of the weakness in the employee’s job performance requires a re- evaluation prior to the next review, it will be so stated in the plan of assistance. If such re-evaluation will take place, it will not be sooner than after a thirty (30) workday period of time has passed to allow time for improvement. If a deficiency stated in one evaluation is absent from the following evaluation, the employee will be presumed to be performing in a satisfactory manner in that area. e. Changes in the evaluation criteria and forms are subject to the negotiations process.

Non-Probationary Employees. a. The work performance of an employee shall be evaluated at least biennially, using Secretary and Paraprofessional Performance Appraisal (SPPA) (Appendix FE). It is mutually agreed and understood that evaluations may occur as frequently as needed in the judgment of the supervisor, consistent with other contract provisions as applicable. b. Evaluation shall be conducted by a management supervisor designated by the Human Resources Office who is knowledgeable about the position and the employee's performance in it. The person conducting the evaluation shall not be a member of the bargaining unit. c. Before an employee’s job performance is rated Unsatisfactory on a Summative Assessment, the supervisor shall meet with the individual at least one (1) month prior to such a rating being submitted in order to put the employee on notice that the employee’s job performance is not satisfactory and to discuss means of improvement. A completed Formative Assessment will be used to put the employee on such notice. d. If the employee’s job performance is rated Unsatisfactory at the Summative Assessment review, the supervisor will counsel the employee as to how to improve and how to proceed to strengthen the weakness. The evaluation form will contain the program specifically stating the weakness and the plan of assistance for overcoming the deficiency. If the nature of the weakness in the employee’s job performance requires a re- evaluation prior to the next review, it will be so stated in the plan of assistance. If such re-evaluation will take place, it will not be sooner than after a thirty (30) workday period of time has passed to allow time for improvement. If a deficiency stated in one evaluation is absent from the following evaluation, the employee will be presumed to be performing in a satisfactory manner in that area. e. Changes in the evaluation criteria and forms are subject to the negotiations process.

Non-Probationary Employees. a. The work performance of an Each non-probationary employee shall be evaluated at least bienniallyannually. If such an employee is not evaluated during any evaluation year, using Secretary his/her employment performance shall be considered satisfactory for that evaluation year. The evaluation process will commence with a pre-evaluation meeting with the evaluating supervisor and Paraprofessional Performance Appraisal (SPPA) (Appendix F). It is mutually agreed the employee being evaluated and understood that evaluations may occur as frequently as needed in the judgment will include a discussion of the supervisor, consistent with other contract provisions as applicable. b. Evaluation shall be conducted by a management supervisor designated by the Human Resources Office who is knowledgeable about the position and the employee's performance in it. The person conducting the evaluation shall not be a member of the bargaining unit. c. Before an employee’s strengths and weaknesses in his/her job performance, past performance is rated Unsatisfactory on a Summative Assessmentand previous evaluations, goal-setting, professional development, growth, and training needs, and such other matters relevant to the supervisor shall meet with the individual at least one (1) month prior to such a rating being submitted in order to put the employee on notice that improvement of the employee’s job performance is not satisfactory and performance. Information relevant to discuss means the evaluation of improvement. A completed Formative Assessment an employee will be used to put the employee on such notice. d. If collected through formal observations, informal observations, walk-throughs, a review of the employee’s job performance is rated Unsatisfactory at adherence to workplace rules, information provided by the Summative Assessment reviewemployee, and other methods of assessment and measurement of the employee’s work performance. After the collection of information relevant to the employee’s performance, the evaluating supervisor will counsel complete the evaluation instrument on a preliminary basis and meet with the employee as to how discuss the evaluation outcome, Thereafter, the evaluating supervisor will finalize the employee’s evaluation and provide a copy of it to improve and how to proceed to strengthen the weaknessemployee. The final evaluation form will contain report shall be completed prior to the program specifically stating end of the weakness evaluation year, signed by both parties, and sent to the plan of assistance for overcoming the deficiencySuperintendent. If the nature an employee fails or is unable to attend any of the weakness meetings described in this section, the evaluating supervisor will nonetheless complete the employee’s evaluation. The employee shall have the right to make a written response to the evaluation and to have it attached to the evaluation report to be placed in the employee's personnel file. An employee shall be entitled to Association representation at any conference held during this process. The Employer shall endeavor to keep inaccurate information from becoming part of an employee’s job performance requires a re- evaluation prior to the next review, it will be so stated in the plan of assistance. If such re-evaluation will take place, it will not be sooner than after a thirty (30) workday period of time has passed to allow time for improvement. If a deficiency stated in one evaluation is absent from the following evaluation, the employee will be presumed to be performing in a satisfactory manner in that area. e. Changes in the evaluation criteria and forms are subject to the negotiations process.