Common use of Performance Appraisals Clause in Contracts

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they first pay to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf of the Employee.

Performance Appraisals. 10.01 41.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources Human Resources of the EmployerCentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performance’s performance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 41.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their the performance appraisal document. The Employee shall sign their the performance appraisal for the sole purpose of indicating that they are the Employee is aware of the their performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their the Employee’s personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee may view their personnel file at their work site in the Human Resources Department once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar yearCalendar Year, or when the Employee has had filed a grievance, provided that they the Employee first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 41.04 An Employee’s performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. The Employer’s Representative who conducts the performance appraisal shall be in a position outside the Bargaining Unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources Employees of the EmployerCentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performance’s performance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 10.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are aware of the their performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site in the Human Resource Office once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 10.04 An Employee’s performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. 10.05 The Employer’s Representative who conducts the performance appraisal shall be in a position outside the Bargaining Unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are the Employee is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they the Employee first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf of the Employee. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources of Team Members. Recognizing the Employer. The distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performanceTeam Member’s performance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 10.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee Team Member shall be given a copy of their performance appraisal document. The Employee Team Member shall sign their performance appraisal for the sole purpose of indicating that they are aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee a Team Member may view their personnel file at their work site in the Business Office once each year or when the Employee Team Member has filed a grievance. An Employee A Team Member may be accompanied by a Union Representative representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee A Team Member shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when the Employee Team Member has filed a grievance, provided that they first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee Team Member requests a copy of material related to an individual grievance filed on behalf the grievance. 10.04 A Team Member’s performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the EmployeeTeam Member. 10.05 The Employer's representative who conducts the performance appraisal shall be in a position outside the bargaining unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources Employees of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performanceCentre. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 10.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their her performance appraisal document. The Employee shall sign their her performance appraisal for the sole purpose of indicating that they are she is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their her personnel file. (a) By appointment made at least three one (31) working days day in advance, excluding weekends and holidays an Employee may view their her personnel file at their work site in the Human Resource Office once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative representative when viewing their her personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their her personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they she first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 10.04 An Employee’s performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. 10.05 The Employer’s representative who conducts the performance appraisal shall be in a position outside the bargaining unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources Employees of the EmployerCentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performance’s performance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 10.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their her performance appraisal document. The Employee shall sign their her performance appraisal for the sole purpose of indicating that they are she is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their her personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee may view their her personnel file at their work site in the Human Resource Office once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their her personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their her personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they she first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. 10.05 The Employer’s representative who conducts the performance appraisal shall be in a position outside the Bargaining Unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are the Employee is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they the Employee first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf of the Employee.

Performance Appraisals. 10.01 The Parties parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources of the Employercentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performanceperformance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 10.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their her performance appraisal document. The Employee shall sign their her performance appraisal for the sole purpose of indicating that they are she is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their her personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee may view their her personnel file at their work site in the Human Resource Office once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative representative when viewing their her personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their her personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they she first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. 10.05 The Employer's representative who conducts the performance appraisal shall be in a position outside the bargaining unit.

Performance Appraisals. ‌ 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are the Employee is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site Human Resources each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when provided that the Employee has filed a grievance, provided that they first pay pays to the Employer a reasonable fee, fee established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee Employee/Union requests a copy of material related to an individual grievance filed on behalf of the Employee. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee.

Performance Appraisals. 10.01 15.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are the Employee is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site Human Resources each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when provided that the Employee has filed a grievance, provided that they first pay pays to the Employer a reasonable fee, fee established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee Employee/Union requests a copy of material related to an individual grievance filed on behalf of the Employee. 15.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources Employees of the EmployerCentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review the Employee's performance during the review period. 10.02 The performance appraisal meeting shall be conducted on an annual basis with the meeting scheduled on or about the anniversary date of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their her performance appraisal document. The Employee shall sign their her performance appraisal for the sole purpose of indicating that they are she is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their her personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee may view their her personnel file at their work site in the Human Resource Office once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative representative when viewing their her personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their her personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they she first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf of the Employeegrievance.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources Employees of the EmployerCentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performanceperformance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 10.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their her performance appraisal document. The Employee shall sign their her performance appraisal for the sole purpose of indicating that they are she is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their her personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee may view their her personnel file at their work site in the Human Resource Office once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative representative when viewing their her personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their her personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they she first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. 10.05 The Employer's representative who conducts the performance appraisal shall be in a position outside the Bargaining Unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when the Employee has filed a grievance, provided that they first pay to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf of the Employee. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee.

Performance Appraisals. 10.01 ‌ 41.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use utilize and develop the human resources Human Resources of the EmployerCentre. The Recognizing the distinction between performance appraisal and discipline, the purpose of the performance appraisal is to provide a constructive constructively review of the Employee's performance’s performance during the review period. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) 41.02 Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, interview the Employee shall be given a copy of their the performance appraisal document. The Employee shall sign their the performance appraisal for the sole purpose of indicating that they are the Employee is aware of the their performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their the Employee’s personnel file. (a) By appointment made at least three one (31) working days day in advance, an Employee may view their personnel file at their work site in the Human Resources Department once each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar yearCalendar Year, or when the Employee has had filed a grievance, provided that they the Employee first pay pays to the Employer a reasonable fee, established by the Employer to cover the cost of copying. Such fees . (c) In the case of a grievance, the fee prescribed shall be waived where the Employee requests a copy of material related to an individual grievance filed on behalf the grievance. 41.04 An Employee’s performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee. The Employer’s Representative who conducts the performance appraisal shall be in a position outside the Bargaining Unit.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are the Employee is aware of the performance appraisal, appraisal and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site Human Resources each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when provided that the Employee has filed a grievance, provided that they first pay pays to the Employer a reasonable fee, fee established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee Employee/Union requests a copy of material related to an individual grievance filed on behalf of the Employee. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee.

Performance Appraisals. 10.01 The Parties recognize the desirability of a performance appraisal system designed to effectively use and develop the human resources of the Employer. The purpose of the performance appraisal is to provide a constructive review of the Employee's performance. (a) Employees shall receive a written performance appraisal regularly in accordance with the policy of the Employer. The absence of a performance appraisal shall mean the Employee meets expectations. (b) Meetings for the purpose of the performance appraisal interview shall be scheduled by the Employer with reasonable advance notice. At the interview, the Employee shall be given a copy of their performance appraisal document. The Employee shall sign their performance appraisal for the sole purpose of indicating that they are the Employee is aware of the performance appraisal, and shall have the right to respond in writing within ten (10) days of the interview and that reply shall be placed in their personnel file. (a) By appointment made at least three (3) working days in advance, an Employee may view their personnel file at their work site Human Resources each year or when the Employee has filed a grievance. An Employee may be accompanied by a Union Representative when viewing their personnel file. A request by the Employer to the Union to extend the three (3) day timeline for producing the personnel file shall not be unreasonably denied. (b) An Employee shall be given a copy of the contents of their personnel file upon request, not more frequently than once in a calendar year, or when provided that the Employee has filed a grievance, provided that they first pay pays to the Employer a reasonable fee, fee established by the Employer to cover the cost of copying. Such fees shall be waived where the Employee Employee/Union requests a copy of material related to an individual grievance filed on behalf of the Employee. 10.04 An Employee's performance appraisal shall not be released by the Employer to any person except to a Board of Arbitration, or as required by law, without the written consent of the Employee.