PERFORMANCE APPRAISAL SYSTEM. Section 1 The Employer's Performance Appraisal System is the systematic process by which the Employer involves a permanent employee in maximizing his/her contribution to the accomplishment of Agency mission and goals. It encourages communication between an employee and his/her supervisor, provides a mechanism to evaluate employee performance, identifies an employee's strengths and weaknesses, and provides a mechanism to address unacceptable performance effectively.
A. The Employer will establish a performance evaluation plan (Plan) for each employee. The Plan will consist of critical elements, which are aspects of the employee's work where acceptable performance is essential to his/her position. In accordance with Section 2.B., each element will have a performance standard that, at a minimum, states the expectations or requirements established by the Employer that must be met by the employee in order for his/her performance to be rated as acceptable in that element. An employee's performance will be rated in each element of his/her Plan. If an employee's performance is unacceptable in any one critical element, the overall rating will be unacceptable.
B. Elements and standards must be reasonably related to the duties set forth in the employee's position description. Pursuant to 5 U.S.C. 4302(b)(1), the Employer will establish performance standards which will, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position under the performance appraisal system. Written performance appraisals will be based on a comparison of the employee's performance on his/her work throughout the entire rating period for the employee to the elements and standards of his/her position. An employee should discuss in a timely manner with his/her supervisor the factors the employee believes have affected his/her performance, such as the use of approved official time for representational functions, the authorized performance of collateral duties, lack of customary training, or unavailability of required resources. The Employer will take into account any mitigating impact of such factors when evaluating the employee's performance.
C. Prior to making changes to any performance plans, the Union will be provided at least fourteen (14) calendar days to comment on the proposed plans before they are finalized by the Employer. The NTEU also retains the right to negotiate ove...
PERFORMANCE APPRAISAL SYSTEM. The parties acknowledge the Performance Appraisal System currently contained in BPA’s official issuance system and agree to fully negotiate any Management-proposed changes.
PERFORMANCE APPRAISAL SYSTEM. Section 1: Purpose
PERFORMANCE APPRAISAL SYSTEM. A. It is the policy of the Department that the performance appraisal system will, in conformance with 5 U.S.C. Section 4302 and related Office of Personnel Management (OPM) rules and regulations:
1. Provide for periodic appraisals of job performance of employees;
2. Encourage employee participation in establishing performance standards; and,
3. Use the results of performance appraisals as a basis for training, rewarding, reassigning, promoting, reducing in grade, retaining, and removing employees.
B. The Union and Employer agree that, in addition to the formal steps in the performance appraisal process described below, it is essential for supervisors to provide employees prior to implementation of the performance plan with the benchmarks associated with measures in the performance plan. The supervisor will also provide employees with regular feedback on how they are meeting the benchmarks in their performance appraisal plans. Supervisors and employees are expected to engage in on-going discussions concerning employee performance and progress in meeting established benchmarks associated with results and standards set out in the performance plan.
C. The Employer will not limit the number or proportion of employees who can obtain a particular rating. Each employee's performance will be judged solely against his/her performance standards.
PERFORMANCE APPRAISAL SYSTEM. A formal performance appraisal will be conducted for temporary/casual staff prior to the end of their employment period. The assessment will be conducted by both Beach Services Supervisors and the results will determine the employees salary band/level for subsequent employment and determine potential offers for re-employment. The results of the performance appraisal will also assist in the development of appropriate training objectives for individuals and Beach Services.
PERFORMANCE APPRAISAL SYSTEM. (a) The parties agree that a performance appraisal system will be implemented for all Process Operators. All employees will participate in good faith in an appraisal system which will indicate items such as performance standards, punctuality, absenteeism, compliance with Occupational Health and Safety etc. This appraisal system will also be used to develop employees through the designated career paths and promotabilities. This will not be used as a disciplinary tool.
(b) Training will be provided for Team Coordinators who will conduct the appraisal sessions in conjunction with their Team Leader and/or the appropriate manager.
PERFORMANCE APPRAISAL SYSTEM. Section 1. The Performance Appraisal System will be administered in accordance with
Section 2. Appraisals of bargaining unit employees' job performance will be made at least annually, in writing. The results of performance appraisals will be used as a basis for training, rewarding, reassigning, promoting, reduction in grade, retaining and removing employees. The use of appraisal results will be in accordance with applicable regulations. No final rating of record will be based on a period of less than 90 days of supervision under a single supervisor of record.
Section 3. The Employer will ensure that adequate duty time is provided to properly prepare and discuss Performance Plans, progress reviews, and performance ratings with each bargaining unit employee. Informal discussion, including reviews of performance to determine progress and problems should occur regularly throughout the appraisal period. Supervisors are strongly encouraged to provide ongoing feedback in addition to the scheduled progress reviews.
Section 4. The employee's Performance Plan will identify the critical performance
Section 5. The supervising official will meet each subordinate bargaining unit employee at the start of each appraisal period to discuss the contents of the employees' Performance Plan. Prior to finalizing and issuing Performance Plans, employees will be encouraged to participate and provide feedback in the establishment and/or substantial revision of
Section 6. The supervising official will conduct at least one progress review at approximately the mid• point of the appraisal period for the purpose of reviewing the employee's work progress during the appraisal period. Should updating of the Performance Plan, i.e. modification of performance objectives, be needed at any point during the appraisal period the supervisor will discuss changes with the affected employees and encourage their feedback in the modification of performance objectives.
Section 7. When management identifies a pattern of performance below the fully successful level, the job training, formal training, counseling, etc. When an employee is deemed to be performing at an unacceptable performance, what action must be taken to improve his/her performance to an acceptable level, and what assistance will be provided by the Employer to help the employee improve performance (e.g. counseling, training, closer supervision, periodic reviews of work). The employee will be advised that if performance does not improve to...
PERFORMANCE APPRAISAL SYSTEM. 36.1. Performance Appraisal focuses on improving capabilities and productivity of individuals and teams. The development, implementation and/or continuous improvement of performance management systems will be an ongoing collaboration ad consultation between management, employees and the Unions.
36.2. RCC will introduce a common date approach to performance appraisals in which all performance appraisals will occur across RCC during the month of March. This will assist with the planning and budgeting cycles at RCC.
PERFORMANCE APPRAISAL SYSTEM a. The NAF Performance Rating form will be used for annual appraisal and rating of regular part-time and regular full-time Employees. Additional reviews may be given as the supervisor deems appropriate or quarterly upon Employee request.
b. The Employee's signature on the appraisal does not indicate agreement with the rating.
c. Upon Employee request, the supervisor will provide and define performance standards and/or provide informal, verbal quarterly performance reviews.
