Common use of Performance Appraisal Clause in Contracts

Performance Appraisal. a. The performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall 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. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. A. The performance appraisal is a system of each department shall include communication between the employee and his/her supervisors which has as its purposes the communication of job expectations, the development of goals, the recognition of good performance as well as the provision of assistance with improvement of performance, feedback on goal attainment and measurement of overall job performance. The employee shall, if mandated by regulatory and/or accreditation body, participate in performance appraisal by doing an annual self-assessment, and by providing feedback on areas of supervisory support needed. B. Newly-hired probationary employees will receive a performance appraisal within one hundred sixty days of hire date. Employees with a probationary period of one hundred twenty days will receive a performance appraisal within 60 days of hire date for the position. Non-probationary employees shall receive at least one written 85 performance appraisal for permanent employeeseach of their first three years of employment and one performance appraisal every two years thereafter. Such annual performance Performance appraisals shall be completed at least once each twelve (12) calendar months after an signed by the employee completes and his/her supervisor(s). Performance appraisals shall be reviewed and discussed with the probationary period for employee in a conference that includes the class in which he/she is servingemployee and any administrator or supervisor who has contributed to the appraisal. An Any administrator who reviews the appraisal will also sign. The employee shall sign the performance appraisal as evidence that such review was conducted and shall receive a copy. The employee may submit a written response to the performance appraisal which shall be given a copy of attached to the annual written performance appraisal and retained in the personnel file. C. Immediate supervisors shall participate in the performance appraisal process for all employees and shall sign written performance appraisals. To the extent practicable, there will be personal observation of the employee’s work by the immediate supervisor and other supervisors participating in the appraisal process. Anyone who provides appraisal input may attend a meeting with the employee. Anyone who reviews appraisals is not required to attend. D. Employees shall be provided made aware of any problems or deficiencies on a continuing basis. This may be accomplished by counseling or corrective action. Supervisors will work with employees to develop specific approaches to improve performance as well as to encourage professional growth. E. If a non-probationary employee receives an overall rating of unsatisfactory or unacceptable, a plan to remedy performance shall be developed by the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss and his/her annual supervisors. A follow up performance appraisal with the designated reviewing officer, should shall occur within 120 work days (unless the employee wish is removed as a result of disciplinary action). The CCBDD and the Union agree that non-probationary employees should be given at least ninety days to do socorrect work performance deficiencies prior to disciplinary action (not including written warnings) being taken. However, discipline may be taken for specific acts or omissions during that ninety day period in accordance with Article 12. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. F. A Unit 18 non-probationary employee may grieve the content of his/her performance appraisal through the second step of the file a grievance procedure when if he/she receives a substandard rating in either a majority of the performance factors or appraisal with an overall substandard rating of unsatisfactory or when an employee presents evidence that a substandard rating is not based on factual informationunacceptable. When No other performance appraisals may be the subject of a grievance is granted in relation to this unless the grievance involves a procedural matter. G. Employees not satisfied with their performance appraisal, the Individual Developmental Plan will be modified permitted to reflect meet and discuss the outcome performance appraisal with the Director of the grievance settlementtheir department. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should H. Attendance shall continue to be held a factor in privatedetermining overall performance. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. A. The performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall 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. Each annual performance appraisal shall be completed in the employee’s birth month. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. 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. B. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three (3) months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. C. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. Substandard ratings must be supported by documentation. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan Performance Appraisal will be modified to reflect the outcome of the grievance settlement. d. D. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should shall be held in private. e. E. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If management fails to issue a probationary performance report for each interval, as noted on the employee’s Notice of Personnel Action (NOPA), then the employee’s probationary report for that interval period shall be marked standard. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. F. Each employee shall be given a copy of the written appraisal or probationary report covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. G. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may shall not refer to clinical-based appraisal reports. If a clinical-based appraisal is referred to in the employee’s performance appraisal in a negative manner, the employee may file a grievance up to the Facility/Institution level.

Performance Appraisal. a. A. The performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall 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. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. 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. B. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three (3) months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. C. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. D. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. E. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If management fails to issue a probationary performance report for each interval, as noted on the employee’s Notice of Personnel Action (NOPA), then the employee’s performance shall be considered satisfactory for that reporting interval. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. F. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. G. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports. If a clinical-based appraisal is referred to in the employee’s performance appraisal in a negative manner, the employee may file a grievance up to the Facility/Institution level.

Performance Appraisal. a. The 1. A supervisor who determines that an EOF Counselor is not satisfactorily performing one or more aspects of his/her job will communicate the deficiencies to the Counselor in a timely manner and will restate the supervisor’s expectations for satisfactory performance appraisal system of each department shall include an annual in those areas. 2. Annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once conducted not later than April 1 of each twelve (12) calendar months after an employee completes fiscal year on the probationary Counselor’s performance during the preceding 12- month period on the form in Appendix C. The rating in the section entitled “overall evaluation” shall be used as the basis for the class award of performance based salary increases and/or performance based bonuses during the following fiscal year. 3. An EOF Counselor whose performance is appraised in which the overall evaluation section as unsatisfactory performance may seek a review when the procedure in Section A.1, or A.2, above, were not followed; or there was a demonstrable factual inconsistency; or he/she is serving. An employee shall be given a copy of was not evaluated according to the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss standards for his/her annual job. The Counselor who seeks a review shall utilize the Review Process described in Section B, below, except that for the life of this Agreement, the Union, on behalf of the Counselor who seeks a review, may choose to process the Counselor’s claim through Article 5 – Grievance Procedure, Section 3, Grievances Other Than Discipline instead of utilizing the Review Process. 4. An EOF Counselor whose performance appraisal with is appraised in the designated reviewing officeroverall evaluation section as unsatisfactory performance because of performance deficiencies, should but who cannot seek a review using the employee wish process described in Section B, shall be re- evaluated on, or about, the following June 30. a. If the Counselor sufficiently improves his/her performance by the June re-evaluation to do sothe extent that the overall evaluation is changed from unsatisfactory performance to satisfactory performance, the Counselor shall be eligible to receive the performance based salary increases and/or performance based bonuses appropriate for the satisfactory overall rating during the next fiscal year, beginning July 1. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of Counselor does not sufficiently improve his/her performance appraisal through by the second step of June re-evaluation, and the grievance procedure when he/she receives a substandard rating in either a majority of the performance factors or an overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisalevaluation remains unsatisfactory, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance Counselor shall be made to re-evaluated on or about the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the jobfollowing September 30. If the employee is rejected during Counselor sufficiently improves his/her performance from unsatisfactory performance to satisfactory performance, the probationary period, a final report may Counselor shall be filed eligible to receive the performance based salary increases and/or performance based bonuses appropriate for the period not covered by previous reportssatisfactory overall rating effective on or about October 1. No retroactivity will apply. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. The 1. A supervisor who determines that an EOF Counselor is not satisfactorily performing one or more aspects of his/her job will communicate the deficiencies to the Counselor in a timely manner and will restate the supervisor’s expectations for satisfactory performance appraisal system of each department shall include an annual in those areas. 2. Annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once initiated no later than March 10 and concluded by no later than April 30 of each twelve (fiscal year on the Counselor’s performance during the preceding 12) calendar months after an employee completes -month period on the probationary period form in Appendix C. The rating in the section entitled “overall evaluation” shall be used as the basis for the class award of performance based salary increases and/or performance based bonuses during the following fiscal year. 3. An EOF Counselor whose performance is appraised in which the overall evaluation section as unsatisfactory performance may seek a review when: − the procedure in Section A.1. or A.2. above, were not followed; or − there was a demonstrable factual inconsistency; or − he/she is serving. An employee shall be given a copy of was not evaluated according to the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss standards for his/her annual performance appraisal with job. The Counselor who seeks a review shall utilize the designated reviewing officerReview Process described in Section B, should below, except that for the employee wish life of this Agreement, the Union, on behalf of the Counselor who seeks a review, may choose to do soprocess the Counselor’s claim through Article 5 – Grievance Procedure, Section 3, Grievances Other Than Discipline instead of utilizing the Review Process. b. If an employee 4. An EOF Counselor whose performance is performing appraised in less than the overall evaluation section as unsatisfactory performance because of performance deficiencies, but who cannot seek a satisfactory mannerreview using the process described in Section B, shall be re-evaluated on, or about, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needsfollowing June 30. c. A Unit 18 employee may grieve 5. If the content of Counselor sufficiently improves his/her performance appraisal through by the second step of June re- evaluation to the grievance procedure when he/she receives a substandard rating in either a majority of extent that the overall evaluation is changed from unsatisfactory performance to satisfactory performance, the Counselor shall be eligible to receive the performance factors or an based salary increases and/or performance based bonuses appropriate for the satisfactory overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisalduring the next fiscal year, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlementbeginning July 1. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job6. If the employee is rejected during Counselor does not sufficiently improve his/her performance by the probationary periodJune re-evaluation, a final report may and the overall evaluation remains unsatisfactory, the Counselor shall be filed re-evaluated on or about the following September 30. If the Counselor sufficiently improves his/her performance from unsatisfactory performance to satisfactory performance, the Counselor shall be eligible to receive the performance based salary increases and/or performance based bonuses appropriate for the period not covered by previous reportssatisfactory overall rating effective on or about October 1. No retroactivity will apply. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. A. The performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall 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. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. 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. B. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. C. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. D. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. E. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. If management fails to issue a probationary performance report each quarterly interval, then the employee’s performance shall be considered satisfactory for that reporting interval. f. F. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. G. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports. If a clinical-based appraisal is referred to in the employee’s performance appraisal in a negative manner, the employee may file a grievance up to the Facility/Institution level.

Performance Appraisal. a. ‌ A. The primary purpose for the faculty performance appraisal process at LBCC is for professional growth and development. The performance appraisal is based upon the premise that each person is capable of improving his or her performance when a carefully planned appraisal system is fairly and consistently administered. The primary goal is the pursuit of each department shall include professional excellence in a multidimensional educational institution which supports student learning. Secondarily, administrators at the College will obtain better information with which to make personnel decisions. B. Appraisal for faculty will be based upon job elements and activities of individual faculty=s responsibilities described in Article 8A. Appraisals will be completed to analyze a faculty member's performance as measured against standards set by the Administration. Trial service faculty will be appraised in writing on an annual written 85 basis utilizing methods listed in Section C below. After satisfactory completion of trial service, a faculty member will be appraised on a biennial basis through year nine with the College. Starting with year ten, the appraisal process will be completed once every three years. Following trial service, exceptions to these time periods may be made by either the administrator or faculty member. Appraisals will be based upon performance over the entire appraisal period. C. Appraisals will use a variety of methodology that will include student evaluation whenever appropriate and self-evaluation; and will include, but not be limited to, some of the following: 1. Written appraisal by supervisor 2. Self-appraisal 3. Customer appraisal 4. Classroom visitation 5. Discussion between supervisor and faculty member 6. Peer appraisal 7. Stated objectives, achievement 8. Video tape replay D. Appraisals will not be conducted or applied in a capricious or arbitrary manner. Before a faculty member is disciplined for job performance, the appropriate appraisals will be completed by the Administration. E. Student evaluations of faculty shall be distributed and collected no later than two weeks before the end of the term. F. The implementation, management, and evaluation of the faculty performance appraisal for permanent employees. Such annual performance appraisals system shall 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. An employee shall be given a copy responsibility of the annual written performance appraisal and Vice President for Academic Affairs. The Vice President shall be provided the right appoint a standing committee to discuss it advise/consult with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss hishim/her annual performance appraisal with on the designated reviewing officerimplementation, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives management and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second step of the grievance procedure when he/she receives a substandard rating in either a majority evaluation of the performance factors or an overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual informationappraisal system. When a grievance is granted in relation to this performance appraisal, The majority of members of the Individual Developmental Plan standing committee shall be members of the Association; these members will be modified to reflect appointed by the outcome Vice President after conferring with the President of the grievance settlementAssociation. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. (a) The annual performance appraisal shall be completed approximately three (3) but no less than two (2) months prior to the employee’s annual increase date. The performance appraisal system will be con- ducted by a management designee who is familiar with the employee’s work. For the purpose of each department shall include an annual written 85 this section, a performance appraisal shall be deemed completed when it has been completed by the approving author- ity. When an employee is rated ‘‘unsatisfactory,’’ the rating supervisor shall state reasons and, if practicable, suggestions for permanent employeesimprovement. Such annual All performance appraisals of ‘‘unsatisfactory’’ must be discussed with the employee at an informal meeting to be scheduled by the rating supervisor, normally within seven days after the employee has seen the report and prior to its submission to the Executive Director. Employees receiving overall unsatisfactory appraisals may, at the employee’s request, have union representation at the informal meeting. Late performance appraisals shall be completed voidable at least once each twelve the option of the employee. (12b) calendar months after an employee completes the probationary period for the class in which he/she is serving. There shall be two overall ratings: ‘‘satisfactory’’ or ‘‘unsatisfactory.’’ An employee receiving an ‘‘unsatisfactory’’ evaluation shall be given not receive an annual increment. Each employee shall receive a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her perfor- xxxxx appraisal and shall sign same indicating receipt but not necessar- ily agreement. (c) It is the understanding of the parties that the performance appraisal through system is intended to inform employees of their strengths and weaknesses and should not be used as a substitute for appropriate disciplinary pro- cedures. (d) The following procedure shall be used for supervisors wishing to reference counseling in an employee’s performance appraisal. There will be no reference to counseling in the second step of the grievance procedure when he/she receives a substandard rating in either a majority narrative sections of the performance factors appraisal document. Instead, the supervisor will attach his/her notes refer- encing the counseling of an individual employee to that employee’s perfor- xxxxx appraisal report. One year from the date of the issuance of said note, upon the request of the employee, the referencing note will be detached from the performance appraisal report, provided no additional counseling or an overall substandard rating or when an employee presents evidence disciplinary incident took place during that a substandard rating time period. (e) Employees who are out of work at the time the performance appraisal is not based on factual informationcompleted by the approving authority will have their evalua- tions mailed to their home address (via certified and regular mail) prior to the deadline set for filing evaluations. When a grievance is granted in relation to this performance appraisalthe employee returns from leave, the Individual Developmental Plan supervisor will meet with the employee, review the evaluation, and obtain the employee’s signature on the evaluation in accordance with (b). (a) Disputes concerning compliance with this Article may be modified subject to reflect the outcome grievance, but not the arbitration, procedure. Disputes concerning procedural requirements of this Article shall be promptly aired by the employee so that timely correction can be sought. Where (b) Notwithstanding paragraph (a) of this Section, disputes concerning the grounds for an ‘‘unsatisfactory’’ rating, and thus the denial of an increment, may be subject to arbitration, but the increment may only be restored if the evaluator’s decision, in light of all the credible evidence, is clearly shown to be arbitrary and capricious. The arbitrator shall not substitute his/her judgment for the judgment of the grievance settlementevaluator in applying and weighing evaluation standards. d. Formal meetings between employees and management concerning unsatisfactory work Section 3. All performance or work-related problems normally should be held in private. e. A report of the probationer's performance appraisals shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress conducted on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered forms which are standardized either by previous reportsjob classification or by division. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. Section 1. Employees shall receive written performance appraisals on an annual basis. The performance end of year appraisal system of each department shall include the final performance rating for the year. The Employer shall provide the Section 2. Performance criteria shall be specific, attainable, relevant, measurable, and consistent with an annual written 85 performance appraisal for permanent employeesemployee’s duties, responsibilities and relate to his/her job description. Such Measurement criteria shall be job and outcome related. The criteria shall be provided to an employee in writing at the beginning of the rating period and changed during the period only after review with the employee. Section 3. The employee’s supervisor will prepare the annual performance appraisals appraisal. Should circumstances exist that prevent the employee’s supervisor from preparing or assessing the annual performance appraisal, including the completion of training as required by SPB Rules and Regulations, the second level supervisor shall be completed at least once each twelve (12) calendar months after an employee completes prepare the probationary period for appraisal. If the class in which evaluating supervisor is not the direct supervisor, he/she is servingmust have actually reviewed the employee’s performance. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it In conjunction with the supervisor before it is filed. Each facility shall have a review procedure to provide transfer of an employee the opportunity, subsequent to discussion with the supervisor, to discuss or his/her annual performance supervisor, the supervisor shall prepare an appraisal with the designated reviewing officer, should of the employee wish which shall be considered with other appraisals received during the year in order to do sodevelop the annual summary rating. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual informationSection 4. When a grievance performance appraisal is granted in relation established it shall include at least the following: A. Performance expectations applicable to this performance appraisalthe period it is being established for which may be changed only after review with the employee; B. Modifications to the employee’s job assignments, if any, applicable to the next period which may be changed only after review with the employee; and C. Recommendations, if any, for training to enhance the employee’s skills. Section 5. When a new supervisor is assigned to an employee, the Individual Developmental Plan will be modified two shall meet within 90 days to reflect review and/or modify the outcome existing performance appraisal in order to clarify the assignments and duties of the grievance settlement. d. Formal meetings between employees employee and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report the expectations of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reportsnew supervisor. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. The 32.01 Employee's current Performance Appraisal Review Record supersedes all previous Performance Appraisal Review Records. A Performance Appraisal Review Record shall be made out by the employee's immediate Supervisor on the employee's anniversary date of entering the classification (with the exception of the Probation Article 10.10 to 10.15). Should an employee receive a “Fair” Performance Appraisal Review Record s/he is given not less than thirty (30) days to obtain a “Good” or higher Performance Appraisal Review Record. If an employee fails to obtain a “Good” or higher Performance Appraisal Review Record by the end of the prescribed time period, a “Low” Performance Appraisal Review Record will be issued. Should an employee receive a "Low" Performance Appraisal Review Record s/he is given not less than thirty (30) days to obtain a "Good" or higher Performance Appraisal Review Record. Should an employee receive a “Low” or “Fair” Performance Appraisal Review Record, the immediate supervisor shall meet with the employee and review to clearly set out in writing performance development actions designed to assist the employee in achieving a “Good” or higher performance appraisal system review record in no less than thirty (30) days from the date of each department the meeting. Employees disagreeing with their Performance Appraisal Review Record may refer it to Grievance Procedure. Employees shall include an annual written 85 performance appraisal for permanent employeesnot sign their Performance Appraisal Review Record unless it is completed in detail. Such annual performance appraisals Employee shall be completed at least once each twelve (12) calendar months after an employee completes supplied with a copy of her/his Performance Appraisal Review Record. When requested, the probationary period for the class in which he/she is serving. An employee shall be given a copy of one (1) working day to review the annual written performance appraisal appraisal. Any changes to the Performance Appraisal Review Record and shall be provided the right associated process are subject to discuss it consultation with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss hisLabour/her annual performance appraisal with the designated reviewing officer, should the employee wish to do soManagement Committee. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. The 32.01 Employee's current Performance Appraisal Review Record supersedes all previous Performance Appraisal Review Records. A Performance Appraisal Review Record shall be made out by the employee's immediate Supervisor on the employee's anniversary date of entering the classification (with the exception of the Probation Article 10.10 to 10.1 5). Should an employee receive a "Fair" Performance Appraisal Review Record s/he is given not less than thirty (30) days to obtain a "Good" or higher Perfonnance Appraisal Review Record. If an employee fails to obtain a "Good" or higher Performance Appraisal Review Record by the end of the prescribed time period, a "Low" Performance Appraisal Review Record will be issued. Should an employee receive a "Low" Performance Appraisal Review Record s/he is given not less than thirty (30) days to obtain a "Good" or higher Performance Appraisal Review Record. Should an employee receive a "Low" or "Fair" Performance Appraisal Review Record, the immediate supervisor shall meet with the employee and review to clearly set out in writing performance development actions designed to assist the employee in achieving a "Good" or higher performance appraisal system review record in no less than thirty (30) days from the date of each department the meeting. Employees disagreeing with their Performance Appraisal Review Record may refer it to Grievance Procedure. Employees shall include an annual written 85 performance appraisal for permanent employeesnot sign their Performance Appraisal Review Record unless it is completed in detail. Such annual performance appraisals Employee shall be completed at least once each twelve (12) calendar months after an employee completes supplied with a copy of her/his Performance Appraisal Review Record. When requested, the probationary period for the class in which he/she is serving. An employee shall be given a copy of one (1) working day to review the annual written performance appraisal appraisal. Any changes to the Performance Appraisal Review Record and shall be provided the right associated process are subject to discuss it consultation with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss hisLabour/her annual performance appraisal with the designated reviewing officer, should the employee wish to do soManagement Committee. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. 23.01 Supervisors are expected to ensure all employees understand what is expected of them, encourage ambitious goal setting, stress accountability for results, and tolerate honest mistakes but not poor performance. The Supervisor should communicate on an ongoing basis and counsel the employee toward improved performance. 23.02 The Performance Appraisal process will be conducted in an atmosphere of mutual respect and empathy to encourage a positive two-way communication session. The employee should be given adequate notice and time to prepare. 23.03 The Supervisor will endeavor to provide recognition to employees commensurate with contribution and performance. Performance expectations should be guided by the job description, work program of the unit and the employee's length of service in the job. 23.04 An employee shall receive a performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once each every twelve (12) calendar months after an employee completes months. 23.05 The employee's performance appraisal will be completed by their Supervisor and the probationary period for the class in which he/she is serving. An employee shall be given provided with a copy to read and review. The employee will sign off to confirm receipt of the annual written performance appraisal and an electronic copy will be part of the employee's file. 23.06 An employee may identify discrepancies or provide feedback under the comment section of the performance appraisal form. 23.07 If a regular Full-Time employee or a Part-Time employee fails to make satisfactory progress (the employee must achieve a performance rating of at least 3.0), their salary progression may be withheld for a period of up to six (6) months. The Employer shall provide the employee with one (1) month's written notice and the reason for withholding the progression. If an employee's salary progression is withheld, the employee will be provided placed on a Performance Improvement Plan (PIP) which contains clear improvement goals and expectations, which will be reviewed by the employee and their Supervisor at least once every thirty (30) days while the employee's salary progression is being withheld. The employee whose progression has been withheld as per the above will have their performance reviewed within seven (7) months. If progress and general performance are found to be satisfactory, salary progression will then be granted. If the employee's progression and general performance are not found to be satisfactory, the Employer shall have the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should either transfer the employee wish to do soa different bargaining unit position or terminate their employment. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. (a) The annual performance appraisal shall be completed approximately three (3) but no less than two (2) months prior to the employee’s annual increase date. The performance appraisal system will be con- ducted by a management designee who is familiar with the employee’s work. When an employee is rated ‘‘unsatisfactory,’’ the rating supervisor shall state reasons and, if practicable, suggestions for improvement. All performance appraisals of each department shall include ‘‘unsatisfactory’’ must be discussed with the employee at an annual written 85 performance appraisal for permanent employeesinformal meeting to be scheduled by the rating supervisor, normally within seven days after the employee has seen the report and prior to its submission to the Executive Director. Such annual Late performance appraisals shall be completed voidable at least once each twelve the option of the employee. (12b) calendar months after an employee completes the probationary period for the class in which he/she is serving. There shall be two overall ratings: ‘‘satisfactory’’ or ‘‘unsatisfactory.’’ An employee receiving an ‘‘unsatisfactory’’ evaluation shall be given not receive an annual increment. Each employee shall receive a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her perfor- xxxxx appraisal and shall sign same indicating receipt but not necessar- ily agreement. (c) It is the understanding of the parties that the performance appraisal through system is intended to inform employees of their strengths and weaknesses and should not be used as a substitute for appropriate disciplinary pro- cedures. (d) The following procedure shall be used for supervisors wishing to reference counseling in an employee’s performance appraisal. There will be no reference to counseling in the second step of the grievance procedure when he/she receives a substandard rating in either a majority narrative sections of the performance factors or an overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual informationappraisal document. When a grievance is granted in relation to this performance appraisalInstead, the Individual Developmental Plan supervisor will attach his/her notes refer- encing the counseling of an individual employee to that employee’s perfor- xxxxx appraisal report. One year from the date of the issuance of said note, upon the request of the employee, the referencing note will be modified to reflect detached from the outcome of the grievance settlementperformance appraisal report, provided no additional counseling or disciplinary incident took place during that time period. d. Formal meetings between employees and management (a) Disputes concerning unsatisfactory work performance or work-related problems normally should compliance with this Article may be held in private. e. A report subject to the grievance, but not the arbitration, procedure. Disputes concerning procedural requirements of this Article shall be promptly aired by the probationer's performance employee so that timely correction can be sought. Where appropriate, reasonable efforts shall be made to correct or mitigate alleged procedural defects. (b) Notwithstanding paragraph (a) of this Section, disputes concerning the employee at sufficiently frequent intervals to keep grounds for an ‘‘unsatisfactory’’ rating, and thus the employee adequately informed denial of progress on the job. If the employee is rejected during the probationary periodan increment, a final report may be filed subject to arbitration, but the increment may only be restored if the evaluator’s decision, in light of all the credible evidence, is clearly shown to be arbitrary and capricious. The arbitrator shall not substitute his/her judgment for the period not covered by previous reportsjudgment of the evaluator in applying and weighing evaluation standards. f. Each employee Section 3. All performance appraisals shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filedconducted on forms which are standardized either by job classification or by division. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. Section 1. Employees shall receive written performance appraisals on an annual basis. The performance end of year appraisal system of each department shall include an annual written 85 the final performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once each twelve (12) calendar months after an employee completes the probationary period rating for the class in which he/she is servingyear. An The Employer shall provide the employee shall be given with a copy of the annual written performance signed appraisal and a copy will be placed in the employee’s personnel file accompanied by any comments and/or statement of objection that the employee may have included and/or attached. All interim reviews shall be consistent with the criteria set forth below in this Article. Section 2. Performance criteria shall be specific, attainable, relevant, measurable, objective and consistent with an employee’s job duties, responsibilities and relate to his/her job description. Measurement criteria shall be job and outcome related. The criteria shall be provided to an employee in writing at the right to discuss it beginning of the rating period and changed during the period only after review with the supervisor before it is filed. Each facility shall have a review procedure to provide employee. A. When an employee does not have an opportunity to perform work described by a criteria that criterion will not be considered in the opportunityperformance appraisal process. B. Performance measurement criteria shall be applied fairly, subsequent to discussion with objectively and equitably. The Employer shall take into account when evaluating an employee’s performance, matters outside an employee’s controls, such as equipment and resource problems and lack of training. Pre-approved time away from the supervisorjob including sick leave (not including call in notification), to discuss his/her personal days, annual leave and authorized duty time for union representational purposes and other authorized activities shall not be considered. Appraisals shall fully take into account such approved absences in a measure of timeliness and quantity of work. Agreement Between The State of New Mexico and AFSCME Council 18 Section 3. The employee’s supervisor shall prepare the annual performance appraisal with in a fair and objective manner and will acknowledge any duties outside the designated reviewing officer, should employee’s specific duties/functions that were assigned and/or performed during the employee wish to do soevaluation period. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual informationSection 4. When a grievance performance appraisal is granted in relation established it shall include at least the following: 1. performance expectations applicable to this the period it is being established for which may be changed only after review with the employee; 2. modifications to the employee’s job assignments, if any applicable to the next period which may be changed only after review with the employee; and 3. recommendations, if any, for training to enhance the employee’s skills. The Employer may change an employee’s end-of-cycle final appraisal only with written justification, which cites the employee’s performance appraisal, criteria and the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlementemployee’s actual performance. d. Formal meetings between Section 5. The Employer shall not prescribe a forced distribution of levels for ratings for employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reportsthis Agreement. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. Section 1. The employee will be rated by his/her immediate supervisor. The performance appraisal system of each department shall include an annual written 85 will be reviewed by the next higher level supervisor. The rater will discuss the performance appraisal for permanent employeeswith the employee. Such annual performance appraisals shall 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. An The employee shall have the opportunity to provide his/her comments to be given a copy of attached to the annual written performance appraisal. The employee shall sign the performance appraisal and that signature shall only indicate that the employee has read the performance appraisal. A copy shall be provided the right employee at this time. If there are any changes or recommendations to discuss be made in the performance appraisal after the rater has discussed it with the supervisor before it is filed. Each facility employee, the performance appraisal shall have a review procedure be returned to provide an employee the opportunity, subsequent to rater for discussion with the supervisoremployee before these changes can be made. The employee shall have the opportunity to comment on these changes. The employee shall sign the new performance appraisal and that signature shall only indicate that the employee has read the performance appraisal. A copy shall be provided the employee at this time. All comments by the employee shall be attached to the performance appraisal. The submission of any comments shall not abridge the right of the employee to grieve the performance appraisal. Section 2. Every employee shall receive a performance appraisal at the end of a trial service period, to discuss and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do soclass. b. If an employee is performing in less than a satisfactory manner, the employee's job performance Section 3. Performance shall be discussed at least every three months measured using the following criteria: a. Classification specifications developed and promulgated by the Chief Human Resource Office of the Department of Administrative Services; b. An individual position description, reduced to identify objectives and plans for improving the employee's work performance and to identify training needs.writing; c. A Unit 18 employee may grieve written work plan when applicable; d. Written memorandum, when necessary; and e. Disciplinary action under Article 64, Discipline and Discharge. These criteria shall be the content of his/her primary factors upon which an employee's performance appraisal through the second step of the grievance procedure when he/she receives a substandard rating in either a majority of the is judged and upon which annual performance factors or an overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlementpay decisions are determined. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the jobSection 4. If the employee is rejected during the probationary period, a final report No salary denial may be filed for the period not covered by previous reportsbased upon any factor other than those listed above, except a denial based upon a disciplinary action. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. ‌ Section 1. Employees shall receive written performance appraisals on an annual basis. The performance end of year appraisal system of each department shall include an annual written 85 the final performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once each twelve (12) calendar months after an employee completes the probationary period rating for the class in which he/she is servingyear. An employee The Agency shall be given provide the Employee with a copy of the annual written performance signed appraisal and a copy will be placed in the Employee’s personnel record accompanied by any comments and/or statements of objection that the Employee may have included and/or attached. All interim reviews shall be consistent with the criteria set forth below in this Article. Section 2. Performance criteria shall be specific, attainable, relevant, measurable, objective, and consistent with an Employee's job duties, responsibilities, and relate to their job description. Measurement criteria shall be job and outcome related. The criteria shall be provided to an Employee in writing at the right to discuss it beginning of the rating period and changed during the period only after review with the supervisor before it is filedEmployee. A. When an Employee does not have an opportunity to perform work described by a criteria that criteria will not be considered in the performance appraisal process. B. Performance measurement criteria shall be applied fairly, objectively, and equitably. Each facility The Agency shall have take into account when evaluating an Employee's performance, matters outside an Employee's controls, such as equipment and resource problems and lack of training. Pre-approved time away from the job including sick leave (not including call in notification), personal days, annual leave and authorized duty time for Union representational purposes, and other authorized activities shall not be considered. Appraisals shall fully take into account such approved absences in a review procedure to provide an employee the opportunity, subsequent to discussion measure of timeliness and quantity of work. C. The Agency will notify and bargain with the supervisor, Union any substantial increase to discuss hisworkloads/her caseloads or quotas. Section 3. The Employee's Agency shall prepare the annual performance appraisal with in a fair and objective manner and will acknowledge any duties outside the designated reviewing officer, should the employee wish to do so.Employee's specific b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual informationSection 4. When a grievance performance appraisal is granted in relation established it shall include at least the following: A. Performance expectations applicable to this performance appraisalthe period it is being established, for which may be changed only after review with the Individual Developmental Plan will Employee; B. Modifications to the Employee's job assignments, if any applicable to the next time period which may be modified changed only after review with the Employee; and C. Recommendations, if any, for training to reflect enhance the outcome of the grievance settlementEmployee's skills. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report Section 5. The Agency shall not prescribe a forced distribution of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed levels for the period not ratings for Employees covered by previous reportsthis Agreement. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. The SAWS agrees that a performance appraisal system of Employee shall be performed by the SAWS Board of Trustees by no later than the end of the first quarter of each department shall include an annual written 85 performance appraisal for permanent employeesyear following each calendar year or as soon thereafter as practical. Such annual performance appraisals shall 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. An employee shall be given As a copy result of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work annual performance or work-related problems normally should appraisal, Employee may be held eligible for an increase in private. e. A report Employee’s annual salary considered at the sole discretion of the probationerSAWS Board of Trustees. As a result of the outcome of the annual performance appraisal, Employee may also be eligible for an annual performance incentive award at the sole discretion of the SAWS Board of Trustees and dependent upon Employee's performance during the review period evaluated by the SAWS Board of Trustees against the performance standards, objectives and expectations established by the Chairman of the Board. The SAWS Board of Trustees shall have complete and sole discretion in terms of whether any such performance incentive award is paid in a lump sum or in several payments over the year or years. The results of each performance appraisal shall be made documented with a copy maintained by SAWS and a copy provided to Employee. Employee’s annual performance standards, objectives and expectations will be finalized and communicated with Employee by the Chairman of the SAWS Board of Trustees (after receiving input from the Board of Trustees about the annual performance standards, objectives and expectations) no later than November 30th of each calendar year. The annual performance standards, objectives and expectations do not supersede any provisions of this Contract. Moreover, the SAWS Board of Trustees shall have sole discretion in interpreting the annual performance standards, objectives and expectations. There are no additional obligations for performing annual performance appraisals other than the obligations set forth herein in this Section 7. The SAWS Board of Trustees' failure to establish and/or perform the performance appraisals set forth herein does not prevent the SAWS Board of Trustees from (i) taking appropriate disciplinary action against Employee for violations of SAWS policy or failure to perform his job duties to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy satisfaction of the written appraisal covering the employee's own SAWS Board of Trustees, (ii) terminating this Contract for convenience or for cause, and/or (iii) adjusting Employee’s salary or providing Employee a performance and is privileged to discuss it with the supervisor before it is filedincentive award. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. A. The primary purpose for the faculty performance appraisal process at LBCC is for professional growth and development. The performance appraisal is based upon the premise that each person is capable of improving his or her performance when a carefully planned appraisal system is fairly and consistently administered. The primary goal is the pursuit of each department shall include professional excellence in a multidimensional educational institution which supports student learning. Secondarily, administrators at the College will obtain better information with which to make personnel decisions. B. Appraisal for faculty will be based upon job elements and activities of individual faculty’s responsibilities described in Article 8A. Appraisals will be completed to analyze a faculty member's performance as measured against standards set by the Administration. Trial service faculty will be appraised in writing on an annual written 85 basis utilizing methods listed in Section C below. After satisfactory completion of trial service, a faculty member will be appraised every three years. Following trial service, exceptions to these time periods may be made by either the administrator or faculty member. Appraisals will be based upon performance over the entire appraisal period. C. Appraisals will use a variety of methodology that will include student evaluation whenever appropriate and self-evaluation; and will include, but not be limited to, some of the following: 1. Written appraisal by supervisor 2. Self-appraisal 3. Customer appraisal 4. Classroom visitation 5. Discussion between supervisor and faculty member 6. Peer appraisal 7. Stated objectives, achievement 8. Video tape replay D. Appraisals will not be conducted or applied in a capricious or arbitrary manner. Before a faculty member is disciplined for job performance, the appropriate appraisals will be completed by the Administration. E. Student evaluations of faculty shall be distributed and collected no later than two weeks before the end of the term. For all courses that fall within the standard academic term date range (fall, winter, and spring), student evaluations of faculty shall be distributed and collected no later than two weeks before the end of the term. For all courses that do not fall within the standard academic term date range, student evaluations of faculty shall be distributed and collected with no less than 20% of the course remaining. Courses of less than one week in duration are not subject to the requirement of this section. F. The implementation, management, and evaluation of the faculty performance appraisal for permanent employees. Such annual performance appraisals system shall 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. An employee shall be given a copy responsibility of the annual written performance appraisal and Vice President for Academic Affairs. The Vice President shall be provided the right appoint a standing committee to discuss it advise/consult with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss hishim/her annual performance appraisal with on the designated reviewing officerimplementation, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives management and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second step of the grievance procedure when he/she receives a substandard rating in either a majority evaluation of the performance factors or an overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual informationappraisal system. When a grievance is granted in relation to this performance appraisal, The majority of members of the Individual Developmental Plan standing committee shall be members of the Association; these members will be modified to reflect appointed by the outcome Vice President after conferring with the President of the grievance settlementAssociation. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. A. The performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall 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. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. 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. B. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three (3) months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. C. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. D. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. E. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. If management fails to issue a probationary performance report each quarterly interval, then the employee’s performance shall be considered satisfactory for that reporting interval. f. F. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. G. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports. If a clinical-based appraisal is referred to in the employee’s performance appraisal in a negative manner, the employee may file a grievance up to the Facility/Institution level.

Performance Appraisal. a. 17.1 Performance appraisal is intended to be a culmination and confirmation of discussions that have taken place between the immediate supervisor and the employee throughout the preceding period. It shall be based on the functions and qualifications outlined in the employee’s job description, agreed upon specific objectives or additional responsibilities. The University promotes regular discussions between employees and managers concerning their daily responsibilities and the sector's priorities in order to ensure that the resources provided and the support available enable employees to meet the expectations of their jobs. 17.2 All appraisals must be made electronically. Evaluations are signed electronically by the evaluator and the employee. The employee can print a copy. The employee must have access to the appraisal as soon as possible after all designates have signed it electronically. 17.3 A formal performance appraisal system shall be conducted once per calendar year for employees who have completed their probationary period, according to the procedures established by the Union and the University. The appraisal is in the employee's preferred language of correspondence. 17.4 The annual performance appraisal period is from January to December of each department shall include an annual written 85 year. The appraisal is usually done in the first quarter of the following year. 17.5 Any employee on authorized leave for more than six (6) months prior to the month of December will not receive a performance appraisal for permanent employees. Such that year. 17.6 To evaluate an employee, an immediate supervisor must have been the direct supervisor of the employee for a period of at least six (6) calendar months. 17.7 For employees who have been promoted or transferred to a new position less than three (3) months before December, the appraisal is based on their previous position and will be completed by their former supervisor when they leave their position. 17.8 Unless otherwise mutually agreed, supervisors shall provide at least five (5) working days of notice to the employee prior to any formal meeting for the annual performance appraisals shall be completed at least once each twelve (12) calendar months after an appraisal and will encourage the employee completes to provide a written summary of their work performance over the probationary preceding period that includes, but is not limited to: achievements, areas for improvement, areas for job related development, and proposed performance goals for the class next period. The latter will be for purposes of discussion prior to the goals being established for the next year. 17.9 Performance appraisal shall include a face-to-face meeting between the supervisor and the employee to discuss the appraisal. This meeting shall take place prior to the supervisor writing the final formal appraisal. An employee who becomes uncomfortable in this meeting may stop the meeting until such time as they have Union representation at the meeting, in which he/she case, a liaison officer from the Human Resources will also be present. 17.10 A performance appraisal that alleges an employee's performance is serving. An unsatisfactory shall outline: a) the reason(s) that the employee's performance is unsatisfactory; and b) specific recommendations for improvements necessary to achieve satisfactory performance in the area(s) that the supervisor has alleged are unsatisfactory. 17.11 Once the supervisor has completed the performance appraisal, the employee shall be given a copy of an opportunity to electronically sign the annual written performance appraisal and attach written comments, if so desired, prior to the appraisal being forwarded to the Xxxx or Director of the faculty or service, or their designates. 17.12 If the employee disputes the accuracy or completeness of their performance appraisal, they may request a meeting with the Xxxx or Director of the appropriate faculty or service to discuss their performance appraisal prior to the Xxxx or the Director of the appropriate service confirming the appraisal. 17.13 Employees shall be provided have the right to discuss it attach a response or written comments to their performance appraisal. Any such response or written comments will be included with the supervisor before it performance appraisal. It is filed. Each facility understood that the appropriate Xxxx or Director of the appropriate faculty or service shall have a be given the opportunity to review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do soany such response or written comment. b. If an employee is performing in less than a satisfactory manner, 17.14 By electronically signing the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome employee is indicating a review and discussion have taken place and that they have received a photocopy of the grievance settlementappraisal but does not imply agreement or disagreement on behalf of the employee. d. Formal meetings between employees 17.15 Performance appraisals may be used by the University to make decisions related, but not limited to: promotion, demotion, discipline, hiring and management concerning unsatisfactory work performance or work-related problems normally should be held in privatepay increments. e. A report 17.16 Any Performance Improvement Plan or similar administrative measure related to the Annual Performance Appraisal recorded in an employee’s personnel file shall have an end date. Upon satisfactory completion of the probationer's performance above, a written confirmation to that effect shall be made annexed to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the jobPlan or administrative measure. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee Successfully completed Performance Improvement Plans shall be given a copy of removed from the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filedEmployee’s Personnel File eighteen (18) months after completion. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. ‌ Section 1. Employees shall receive written performance appraisals on an annual basis. The performance end of year appraisal system of each department shall include an annual written 85 the final performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once each twelve (12) calendar months after an employee completes the probationary period rating for the class in which he/she is servingyear. An employee The Agency shall be given provide the Employee with a copy of the annual written performance signed appraisal and a copy will be placed on the Employee’s personnel record accompanied by any comments and/or statements of objection that the Employee may have included and/or attached. All interim reviews shall be consistent with the criteria set forth below in this Article. Section 2. Performance criteria shall be specific, attainable, relevant, measurable, objective, and consistent with an Employee's job duties, responsibilities, and relate to their job description. Measurement criteria shall be job and outcome related. The criteria shall be provided to an Employee in writing at the right to discuss it beginning of the rating period and changed during the period only after review with the supervisor before it is filedEmployee. A. When an Employee does not have an opportunity to perform work described by a criteria that criteria will not be considered in the performance appraisal process. B. Performance measurement criteria shall be applied fairly, objectively, and equitably. Each facility The Agency shall have take into account when evaluating an Employee's performance, matters outside an Employee's controls, such as equipment and resource problems and lack of training. Pre-approved time away from the job including sick leave (not including call in notification), personal days, annual leave and authorized duty time for Union representational purposes, and other authorized activities shall not be considered. Appraisals shall fully take into account such approved absences in a review procedure to provide an employee the opportunity, subsequent to discussion measure of timeliness and quantity of work. C. The Agency will notify and bargain with the supervisor, Union any substantial increase to discuss hisworkloads/her caseloads or quotas. Section 3. The Employee's Agency shall prepare the annual performance appraisal with in a fair and objective manner and will acknowledge any duties outside the designated reviewing officer, should the employee wish to do so.Employee's specific b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual informationSection 4. When a grievance performance appraisal is granted in relation established, it shall include at least the following: A. Performance expectations applicable to this performance appraisalthe period it is being established, for which may be changed only after review with the Individual Developmental Plan will Employee; B. Modifications to the Employee's job assignments, if any applicable to the next time period which may be modified changed only after review with the Employee; and C. Recommendations, if any, for training to reflect enhance the outcome of the grievance settlementEmployee's skills. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report Section 5. The Agency shall not prescribe a forced distribution of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed levels for the period not ratings for Employees covered by previous reportsthis Agreement. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.

Performance Appraisal. a. The i. In order that the skills and experience gained and utilised during the time spent as an accredited representative may be taken into account, agreed facility time allowances should, where appropriate, be encompassed in the forward job plan of the individual's performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employeesreport (PAR). ii. Such annual performance appraisals shall For those accredited representatives whose facility time allowance is 20% or more but less than 50%, a break report should 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. An employee shall be given a copy end of the annual written performance appraisal period by an appropriate trade union representative and shall be provided passed to the right CPS line manager to discuss it with attach to the supervisor before it PAR. iii. Where an accredited representative's facility time is filed. Each facility shall have 50 % or more but less than 80%, the roles are reversed: an appropriate trade union representative should fulfil the role of the reporting officer and the CPS line manager should complete a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisorbreak report, to discuss his/her annual performance be attached to the appraisal with the designated reviewing officer, should the employee wish to do soform. b. If an employee is performing iv. In the circumstances described in less than a satisfactory manner(ii) and (iii), the employee's job performance shall "appropriate trade union representative" will be discussed a matter for agreement between the accredited representative, the "appropriate trade union representative" and the countersigning officer. Agreement should be reached at least every three months the start of the appraisal period and the name of the trade union representative notified to identify objectives and plans for improving the employee's work performance and to identify training needsArea Business Manager. c. A Unit 18 employee may grieve the content of his/her performance v. Trade union representatives undertaking appraisal through the second 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 or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted responsibilities should set objectives in relation to this performance appraisalthe accredited representative's industrial relations duties/trade union activities. vi. Reporting and countersigning officers should be agreed with accredited representatives on 80% or more facility time at the start of the appraisal period and objectives set. However, the Individual Developmental Plan a deemed box 3 assessment will be modified to reflect given at the outcome end of the grievance settlementreporting period unless a full appraisal is required for some other reason (i.e high performance or trawl application). The names of the reporting and countersigning officers should be notified to the Departmental Management Side Secretary at the start of the reporting period. d. Formal meetings between employees vii. Countersigning officers will be CPS managers. This role will be fulfilled by whoever is best placed to comment on the accredited representative's performance. In fulfilling their role, countersigning officers should take due account of both the line manager's and management concerning unsatisfactory work performance or work-related problems normally the trade union representative's assessments. 1. Promotion and Progression The principles and procedures governing promotion and progression apply to accredited representatives who should be held treated in privatethe same way as other members of staff. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.