Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include annual written performance appraisals for permanent employees. Such performance appraisals may be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving. In the absence of any current annual performance appraisal, or performance evaluation material to the contrary, the employee's performance shall be deemed satisfactory.
B. An employee may grieve the content of his/her performance appraisal through the department level of the grievance procedure when he/she receives a substandard rating in either a majority of the performance factors or an overall substandard rating.
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include annual written performance appraisals for permanent employees. Such annual performance appraisals may be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving.
B. Each employee shall have the right to prepare a written rebuttal to his/her performance appraisal and such rebuttal shall be included in his/her personnel file.
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include annual written performance appraisals for permanent employees. Such performance appraisals may be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving. In the absence of any current annual performance appraisal, or performance evaluation material to the contrary, the employee's performance shall be deemed satisfactory.
B. An employee may grieve the content of his/her performance appraisal through the third step of the grievance procedure when he/she receives a substandard rating in either a majority of the performance factors or an overall substandard rating.
C. In the event that a Unit 3 civil service employee who provides classroom instruction receives an "Improvement Needed" rating regarding teaching ability from a non-teacher supervisor on their performance appraisal summary, the Unit 3 civil service employee may request the rating be reviewed by a credentialed supervisor or a supervisor with a teaching background designated by the department head or designee. This section is not to be construed as a limitation on supervisory personnel responsibility for the overall evaluation of employees.
D. This section shall also apply to the exempt staff of the Special School of the Department of Education.
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include annual written performance appraisals for permanent employees. Such performance appraisals may be completed at least once each 12 calendar months after an employee completes the probationary period for the class in which her/she is serving.
B. Any Unit 20 employee may grieve the content of his/her Individual Development Plan through the fourth step grievance procedure when he/she receives a substandard rating in two (2) or more of the performance factors, or negative comments that are inconsistent with the actual ratings received. When a grievance is granted on this subject, the Individual Development Plan will be modified to reflect the outcome of the grievance procedure.
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include annual written performance appraisals for permanent employees. Such performance appraisals may be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving.
B. In the absence of a current annual performance appraisal, the employee’s performance shall be deemed satisfactory.
C. Meetings between employees and management concerning unsatisfactory work performance or work related shall be held in private and in a location sufficiently removed from the hearing range of other persons.
D. A Unit 14 employee may grieve the content of his/her performance appraisal to the Departmental Director level of review when he/she receives a substandard rating in either a majority of the performance factors or an overall substandard rating.
E. It is not the intent of the parties to arbitrate performance appraisal grievances that lack merit or are absent any evidence to support the disputed review. Towards that end, the parties agree that a performance appraisal grievance shall only be arbitrated when it can be demonstrated that such a performance appraisal has been used to harass or discipline an employee.
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include annual written performance appraisals for permanent employees. Such performance appraisals may be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving.
B. While in the process of completing the annual performance report, the supervisor shall personally meet with the employee to review the report and any notes and documents in the official personnel file pertaining to the report.
C. At the time an employee signs his/her annual performance appraisal, a copy will be provided to the employee.
D. Any Unit 17 employee may grieve the content of his/her annual performance appraisal through the third (DPA) step: (1) when he/she receives a substandard rating of the performance factors, or (2) when negative comments are inconsistent with the actual ratings received, or (3) when rating factors are not used and the narrative evaluation includes negative comments. DPA shall sustain the evaluation except where supported by substantial evidence to the contrary. When a grievance is granted on this subject, the annual performance appraisal will be modified to reflect the outcome of the grievance procedure and the original performance appraisal will be removed from the file.
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include an annual written performance appraisal and an individual development plan for permanent employees. Such performance appraisals may be completed at least once each 12 calendar months after an employee completes the probationary period for the class in which he/she is serving.
B. When a Unit 21 civil service employee receives substandard ratings in a majority of the performance factors, the employee may grieve the content of his/her performance appraisal through the fourth step of the grievance procedure which shall be the final step of appeal.
C. When a department intends to establish a new performance appraisal system or make major modifications in their existing performance appraisal system, the Union will be notified and given the opportunity to meet and confer over the impact of the change(s) pursuant to Article 23.1 (Entire Agreement).
Performance Appraisal of Permanent Employees. A. The performance appraisal system of each department may include an annual written performance appraisal and an individual development plan for permanent employees. Such performance appraisals may be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving.
B. In general, in the absence of any current annual performance appraisal or performance evaluation material to the contrary, the employee’s performance shall be deemed to be satisfactory.
C. When a Unit 21 civil service employee receives substandard ratings in a majority of the performance factors, the employee may grieve the content of his/her performance appraisal through the third step of the grievance procedure which shall be the final step of appeal.
D. When a department intends to establish a new performance appraisal system or make major modifications in their existing performance appraisal system, the Union will be notified and given the opportunity to meet and confer over the impact of the change(s) pursuant to Article 24.1 (Entire Agreement).
