Common use of Non-Probationary Employees Clause in Contracts

Non-Probationary Employees. ‌ Employees who are not on probation shall receive an annual performance appraisal. If an annual performance appraisal is not received within 30 working days of employee's annual appraisal date it shall be deemed completed for that year. The Employer shall keep a record of the appraisal dates of all employees and each employee shall be made aware of their appraisal date. To establish the appraisal date, the Employer shall use the anniversary of the last appraisal completed or the anniversary of the employee's position confirmation date, whichever is mutually agreed upon. The purpose of the appraisal is to provide information to the employee about performance in carrying out job duties, relationships with supervisors and co-workers, and attitude. The appraisal will indicate strengths and will specify any areas which need improvement. Specific performance, behaviour or training objectives for the next evaluation period will be outlined and the extent to which they were met will be assessed in the next performance appraisal. The performance appraisal is not a disciplinary document although it may make reference to disciplinary action taken during the appraisal period. Subsequent disciplinary action may also refer to the performance appraisal when relevant.

Non-Probationary Employees. ‌ Employees who are not on probation shall receive an annual performance appraisal. If an annual performance appraisal is not received within 30 thirty (30) working days of employee's ’s annual appraisal date it shall be deemed completed for that year. The Employer shall keep a record of the appraisal dates of all employees and each employee shall be made aware of their appraisal date. To establish the appraisal date, the Employer shall use the anniversary of the last appraisal completed or the anniversary of the employee's ’s position confirmation date, whichever is mutually agreed upon. The purpose of the appraisal is to provide information to the employee about performance in carrying out job duties, relationships with supervisors and co-workers, and attitude. The appraisal will indicate strengths and will specify any areas which need improvement. Specific performance, behaviour or training objectives for the next evaluation period will be outlined and the extent to which they were met will be assessed in the next performance appraisal. The performance appraisal is not a disciplinary document although it may make reference to disciplinary action taken during the appraisal period. Subsequent disciplinary action may also refer to the performance appraisal when relevant.

Non-Probationary Employees. ‌ Employees who are not on probation shall receive an annual performance appraisal. If an annual performance appraisal is not received within 30 thirty (30) working days of employee's annual appraisal date it shall be deemed completed for that year. The Employer shall keep a record of the appraisal dates of all employees and each employee shall be made aware of their appraisal date. To establish the appraisal date, the Employer shall use the anniversary of the last appraisal completed or the anniversary of the employee's position confirmation date, whichever is mutually agreed upon. The purpose of the appraisal is to provide information to the employee about performance in carrying out job duties, relationships with supervisors and co-workers, and attitude. The appraisal will indicate strengths and will specify any areas which need improvement. Specific performance, behaviour or training objectives for the next evaluation period will be outlined and the extent to which they were met will be assessed in the next performance appraisal. The performance appraisal is not a disciplinary document although it may make reference to disciplinary action taken during the appraisal period. Subsequent disciplinary action may also refer to the performance appraisal when relevant.

Non-Probationary Employees. ‌ Employees who are not on probation shall receive an annual performance appraisal. If an annual performance appraisal is not received within 30 working days of employee's annual appraisal date it shall be deemed completed for that year. The Employer shall keep a record of the appraisal dates of all employees and each employee shall be made aware of their appraisal date. To establish the appraisal date, the Employer shall use the anniversary of the last appraisal completed or the anniversary of the employee's position confirmation date, whichever is mutually agreed upon. The purpose of the appraisal is to provide information to the employee about performance in carrying out job duties, relationships with supervisors and co-workers, and attitude. The appraisal will indicate strengths and will specify any areas which need improvement. Specific performance, behaviour or training objectives for the next evaluation period will be outlined and the extent to which they were met will be assessed in the next performance appraisal. The performance appraisal is not a disciplinary document although it may make reference to disciplinary action taken during the appraisal period. Subsequent disciplinary action may also refer to the performance appraisal when relevant.