Common use of Performance Appraisal Clause in Contracts

Performance Appraisal. The employee shall be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 written comments provided 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. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall not be arbitrable unless it results in denial of a step increase.

Performance Appraisal. Section 1. The employee shall will be rated by his/her immediate supervisor. The performance appraisal shall will be reviewed by the next higher level supervisor. The rater shall will discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are can be made. The employee shall have the opportunity to comment on the 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 written comments provided by the employee within thirty (30) days shall be attached to the performance appraisal. The submission of any comments shall Performance evaluations are not abridge the right of the employee to grieve the performance appraisalgrievable nor arbitrable under this Agreement. Section 2. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall not be arbitrable unless it results in measured using the following criteria: A) Classification specifications developed and promulgated by the Human Resource Services Division of the Department of Administrative Services; B) An individual position description, reduced to writing; C) A written work plan when applicable; D) Written memorandum, when necessary; and E) Disciplinary action under Article 55 (Discipline and Discharge). These criteria shall be the primary factors upon which an employee's performance is judged and upon which annual performance pay decisions are determined. Section 3. No salary denial of may be based upon any factor other than those listed above, except a step increasedenial based upon a disciplinary action.

Performance Appraisal. Section 1. The employee shall will be rated by his/her immediate supervisor. The performance appraisal shall will be reviewed by the next higher level supervisor. The rater shall will discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are can be made. The employee shall have the opportunity to comment on the 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 written comments provided by the employee within thirty (30) days shall be attached to the performance appraisal. The submission of any comments shall Performance evaluations are not abridge the right of the employee to grieve the performance appraisalgrievable nor arbitrable under this Agreement. Section 2. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall not be arbitrable unless it results in 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 writing; C) A written work plan when applicable; D) Written memorandum, when necessary; and E) Disciplinary action under Article 55 (Discipline and Discharge). These criteria shall be the primary factors upon which an employee's performance is judged and upon which annual performance pay decisions are determined. Section 3. No salary denial of may be based upon any factor other than those listed above, except a step increasedenial based upon a disciplinary action.

Performance Appraisal. The Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee’s eligibility date even if the employee is at the maximum rate for his/her class. If an employee does not receive an appraisal as scheduled, the employee may request a performance appraisal be done. The employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 to the employee at this time. All written comments provided by the employee shall be attached to the performance appraisal. The submission of any comments Performance ratings are pass/fail. Employees rated "Fail" shall not abridge the right of the employee to grieve the performance appraisalreceive an increase. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall not be arbitrable unless it results in The denial of a step increasemerit increase is grievable when the supervisor fails to document and inform the employee of deficiencies and/or problems that led to the denial of the merit increase as they occur throughout the evaluation period. An employee may, at his or her option, use the employee development form.

Performance Appraisal. The employee shall employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 written comments provided 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. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals ratings are pass/fail. Employees rated "Fail" shall not be arbitrable unless it results in receive an increase. The denial of a step increasemerit increase is grievable when the supervisor fails to document and inform the employee of deficiencies and/or problems that led to the denial of the merit increase as they occur throughout the evaluation period.

Performance Appraisal. The employee shall employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 written comments provided 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. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall Employees whose overall rating is “Does Not Meet” may not be arbitrable unless it results in receive an increase. The denial of a step increasemerit increase is grievable when the supervisor fails to document and inform the employee of deficiencies and/or problems that led to the denial of the merit increase as they occur throughout the evaluation period.

Performance Appraisal. The Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee’s eligibility date even if the employee is at the maximum rate for his/her class. If an employee does not receive an appraisal as scheduled, the employee may request a performance appraisal be done. The employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 written comments provided by the employee shall be attached to the performance appraisal. The submission of any comments Performance ratings are pass/fail. Employees rated "Fail" shall not abridge the right of the employee to grieve the performance appraisalreceive an increase. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall not be arbitrable unless it results in The denial of a step increasemerit increase is grievable when the supervisor fails to document and inform the employee of deficiencies and/or problems that led to the denial of the merit increase as they occur throughout the evaluation period. An employee may, at his or her option, use the employee development form.

Performance Appraisal. The employee shall employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 written comments provided 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. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals ratings are pass/fail. Employees rated "Fail" shall not be arbitrable unless it results in receive an increase. The denial of a step increasemerit increase is grievable when the supervisor fails to document and inform the employee of deficiencies and/or problems that led to the denial of the merit increase as they occur throughout the evaluation period. An employee may, at his or her option, use the employee development form.

Performance Appraisal. The employee shall employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 written comments provided 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. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals ratings is pass/fail. Employees rated "Fail" shall not be arbitrable unless it results in receive an increase. The denial of a step increasemerit increase is grievable when the supervisor fails to document and inform the employee of deficiencies and/or problems that led to the denial of the merit increase as they occur throughout the evaluation period.

Performance Appraisal. The Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee’s eligibility date even if the employee is at the maximum rate for his/her class. If an employee does not receive an appraisal as scheduled, the employee may request a performance appraisal be done. The employee's performance will be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level excluded supervisor. The rater shall discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are made. The employee shall have the opportunity to comment on the 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 to the employee at this time. All written comments provided by the employee shall be attached to the performance appraisal. The submission of any comments shall not abridge the right of An employee may, at their option, use the employee to grieve the performance appraisal. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance appraisals shall not be arbitrable unless it results in denial of a step increasedevelopment form.

Performance Appraisal. Section 1. The employee shall will be rated by his/her their immediate supervisor. The performance appraisal shall will be reviewed by the next higher level supervisor. The rater shall will discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her their comments to be attached to the 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 employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes are can be made. The employee shall have the opportunity to comment on the 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 written comments provided by the employee within thirty (30) days shall be attached to the performance appraisal. The submission of any comments shall Performance evaluations are not abridge the right of the employee to grieve the performance appraisalgrievable nor arbitrable under this Agreement. Section 2. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her their class. Performance appraisals shall not be arbitrable unless it results in 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 writing; C) A written work plan when applicable; D) Written memorandum, when necessary; and E) Disciplinary action under Article 55 (Discipline and Discharge). These criteria shall be the primary factors upon which an employee's performance is judged and upon which annual performance pay decisions are determined. Section 3. No salary denial of may be based upon any factor other than those listed above, except a step increasedenial based upon a disciplinary action.