Common use of Performance Appraisals Clause in Contracts

Performance Appraisals. A. The Union and the Parkway Board of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected the problem and maintained improvement over a significant period of time. A copy of this memo shall be retained in the employee’s personnel file along with the original correction notice. The memo shall also be distributed to the recipients of the original correction notice.

Performance Appraisals. A. The Union and 1. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the Parkway Board of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from employee's supervisor shall inform the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected 180 days from issuance of the problem rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and maintained improvement over a significant description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period of time. A copy of this memo shall be retained result in the employee’s personnel file along with 's termination. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the original correction notice. The memo employee's supervisor shall also be distributed inform the employee that the employee has 90 days from issuance of the rating to improve to the recipients level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the original correction 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. A. The Union and the Parkway Board of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  • current work attitude and performance,  • attainment of District standards and professional expectations,  • skill training and development opportunities,  • strategies for improvements and/or growth,  • feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected the problem and maintained improvement over a significant period of time. A copy of this memo shall be retained in the employee’s personnel file along with the original correction notice. The memo shall also be distributed to the recipients of the original correction notice.

Performance Appraisals. A. The Union and 1. When an employee has been given an overall rating of ANeeds Improvement@ on an annual performance appraisal, the Parkway Board of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from employee=s supervisor shall inform the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected 180 days from issuance of the problem rating to improve to the level of AMeets Standards.@ The employee=s development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. a description of what the Employer will do to assist the employee and maintained improvement over a significant description of what the employee must do to improve the unacceptable performance during the opportunity period; c. a statement as to when the employer and the employee decide to meet to evaluate the employee=s performance within the 180-day period. Failure to meet standards at the end of the 180-day period of time. A copy of this memo shall be retained result in the employee’s personnel file along with =s termination. 2. When an employee has been given an overall rating of Aunsatisfactory@ on an annual performance appraisal, the original correction notice. The memo employee=s supervisor shall also be distributed inform the employee that the employee has 90 days from issuance of the rating to improve to the recipients level of AMeets Standards.@ Approximately midway through the 90-day period, the employee and the employee=s supervisor shall meet to evaluate the employee=s progress toward meeting standards. Failure to meet standards at the end of the original correction notice90-day period shall result in the employee=s termination. 3. An employee may not receive an overall rating of Aunsatisfactory@ on the employee=s annual performance appraisal unless the employee already received an overall Aunsatisfactory@ rating on the employee=s previous mid-year appraisal. 4. Under the provisions of State Personnel and Pensions Article, '8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee=s mid-year or final performance appraisal forms.

Performance Appraisals. A. 17.1 The Union parties recognize the Agency’s responsibility to establish and periodically review and revise performance counseling/ checklist/records. When a checklist/record is to be established or revised, the Parkway Board of Education agree that performance appraisals can and supervisor shall meet with the affected employee to review it. Performance standards should be a productive, growth development process for employees. To this end, performance appraisals between management consistent with the duties and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed responsibilities of the methods and procedures used in conducting a performance appraisalposition. Likewise, new hires will be provided a copy After considering the view of the job descriptionemployee, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will a decision on the checklist/record shall be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” made by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected the problem and maintained improvement over a significant period of timeAgency. A copy of this memo the approved performance checklist/record will be given to the affected employee. The supervisor will review the performance plan annually with the employee and communicate, if requested, types of performance which would be indicative of “fails” or “excellence.” 17.2 All employees will be given a reasonable opportunity to achieve the performance standards. Performance standards shall be retained fairly, equitably, objectively, and uniformly applied for like duties in like circumstances and shall be reasonably related to the duties set forth in the position description. Performance standards shall be objective to the maximum extent feasible and shall provide incentives for superior performance. 17.3 Employees will receive an annual performance rating. The rating of record will not be communicated to employees before approval of the performance rating. Communication about appraisal of performance will occur between a supervisor and an employee prior to determination of a rating of record. Further, this does not preclude written comments on performance appraisals prior to final signature by the approving official. Employees will sign and date as having received the appraisals after they have been signed and dated by the approving official. The employee will then receive the original copy. Written comments will remain intact with the performance rating. 17.4 To provide for adequate opportunity for an employee to meet performance standards, there must be at least one hundred and twenty (120) days between receipt of the performance plan and the end of the rating period. When a performance rating cannot be completed at the end of the rating period, the rating period will be extended. 17.5 The rating supervisor is normally the employee’s personnel file along immediate supervisor, who prepares the employee’s written performance plan and rating. The employee’s performance rating may be prepared based on the supervisor’s direct observation and/or information from other sources. 17.6 The supervisor will discuss the employee’s job performance with the original correction noticeemployee, in private, at the mid-point of the employee’s rating period. The memo At that time, the supervisor shall also be distributed communicate to the recipients employee the progress toward achieving the performance standards. If necessary, the supervisor will suggest ways for the employee to improve the quality of the original correction noticework in order to more satisfactorily perform duties at expected levels. 17.7 An employee performing at an unacceptable level shall be notified and given at least ninety

Performance Appraisals. A. The Union Employer shall provide at least one (1) annual performance appraisal of the Employee’s work performance. The evaluation shall be conducted by the Employee’s immediate supervisor. Bargaining unit members that are department heads shall be reviewed by the County Board, utilizing a closed session as set forth Minn. Stat. 13D.05 Subdivision 3. The performance evaluation shall provide clear examples justifying the rating given. Work plans, coaching sessions and letters of expectation are not substitutions for annual performance appraisals. Each performance appraisal shall indicate the Employee's overall level of performance. All performance appraisals shall be signed by the Employee’s supervisor. The following positions are department heads and come under the direct supervision of the County Board: County Assessor, County Highway Engineer; County Surveyor; Environmental Services Director; Public Health and Human Services Director, and the Parkway Board of Education agree that performance appraisals can and should be Veteran Services Officer. Pursuant to MS 387.145, a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as Chief Deputy Sheriff may be necessary, will be informed appointed by the Sheriff with the approval of the methods County Board. The Chief Deputy Sheriff comes under the direct supervision of the Sheriff. All other supervisors not listed above come under the direct supervision of their respective Department Heads for their assigned departments. Nothing in this article is intended to abrogate or otherwise impair the Employer’s rights set forth in Article 3 of this Agreement, including the right to reorganize County Government and procedures used in conducting a the departments within it. Employees shall be given the opportunity to sign the performance appraisal but such signing does not indicate acceptance or rejection of the appraisal. Likewise, new hires will be provided The Employee shall receive a copy of the job descriptionappraisal at the time he/she signs it. The Employee shall have fifteen (15) calendar days from the date of the receipt of the finalized appraisal to file a written response in the Employee's personnel file. The substantive judgment of the supervisor regarding the Employee's performance is not grievable/arbitrable under Article 14. The employee, Parkway Support Staff Standards within 15 days of Professional Practice and receipt of the final signed copy of a performance appraisal may appeal the performance review in writing to the County Personnel Committee describing any applicable safety directions that apply differences of opinion as to their positionperformance. Staff who conduct or contribute The Personnel Committee shall hear the appeal at a scheduled meeting subject to performance appraisals will be trained as to ensure the integrity and fairness availability of the process. C. New hires will Employer and the Association Xxxxxxx. Employee’s written rebuttal and/or appeal shall be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available affixed to the employee. If the employee successfully addresses Employer’s file copy and corrects the problem maintained in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected the problem and maintained improvement over a significant period of time. A copy of this memo shall be retained in the employeeEmployee’s personnel file along with the original correction notice. The memo shall also be distributed to the recipients of the original correction noticefile.

Performance Appraisals. A. The Section 29.1. Management and Union and the Parkway Board of Education agree reaffirm that performance appraisals can evaluation is the continuing process by which the supervisor makes an assessment of the employee‟s performance and provides feedback to the employee on a regular basis. Employees should be a productiverecognized for their achievements, growth development process for employeescounseled and assisted in areas in which they can improve, and encouraged to develop professionally, in order to perform at their fullest potential. To this endFurther, performance appraisals between management evaluation encourages the supervisor to tell the employee what the work unit is doing; allows the supervisor to tell the employee what he is expected to be doing (what, how, and bargaining unit members by when); and allows the employee to tell the supervisor what the employee would like to do now and in the future, how the ratee thinks the job could be done better, and what help and/or training the employee thinks is needed. Section 29.2. Each employee will receive a performance plan prior to the beginning of his annual rating period, normally within 30 days. Newly assigned supervisors will review and discuss performance plans with subordinate employees no later than 30 days after their arrival. Similarly, supervisors will review and discuss performance plans with new employees within 30 days of their arrival. a. Performance plans and associated expectations will correspond to the duties referenced in the employee's job description or set of duties for details. b. Performance plans, expectations, responsibilities and other performance criteria will be conducted updated in a timely manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District when mission changes occur. c. Absolute standards and professional expectationsexpectations often serve as inappropriate means of achieving quality performance. As such,  skill training they should be avoided if at all possible. However, absolute standards and development opportunitiesexpectations may be appropriate when a single performance failure could result in injury,  strategies for improvements and/or growthdeath,  feedback from breach of security, or great monetary loss. Section 29.3. Supervisors should periodically advise employees of their performance progress during the rating period. However, at a minimum, supervisors will hold a face-to-face progress review and performance counseling session at the midpoint of the employee's rating period. The matters discussed in such sessions will be held in strict Section 29.4. Employees will be notified when their performance falls to the unsuccessful level. The notice of unacceptable performance will include: a. Specific instances of unsuccessful performance that caused the employee back to the supervisorfall below an acceptable level. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed b. Identification of the methods and procedures used specific performance requirements of the employee's performance plan involved in conducting each instance of unsuccessful performance. c. When the employee is provided an opportunity to demonstrate acceptable performance during a performance appraisal. Likewiseimprovement period (PIP), new hires the notice of unacceptable performance will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process.state: C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year What the employee must do to improve his performance to an acceptable level. (2) The length of service the PIP. (3) The supervisor will participate in performance development discussions not less than one time per year. Those employees who fail be available to assist the employee toward achieving acceptable performance, to include opportunities to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by supervisor as necessary to discuss the employee’s supervisor's performance during the PIP. D. Employees who are “continued” on (4) That unless performance improves to an acceptable level during the PIP for that job requirement/objective and maintained for a Performance Improvement Plan have one year period from the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence date of the identified problem within nine (9) monthsnotice, the employee may contact his/her supervisor and request be changed to lower grade or removed, without being placed in a memo recognizing that subsequent PIP. (5) If, because of performance improvement by the employee has corrected during the problem notice period, the employee is not reduced in grade or removed, and maintained improvement over the employee's performance continues to be acceptable for one year from the date Section 29.5. Civilian performance ratings should be completed in accordance with the activity‟s established internal date and will be submitted within 45 days after the end of the rating period. Section 29.6. Employees who are dissatisfied with their performance ratings or other aspects of the performance evaluation process may file a significant period grievance under the appropriate provisions of time. A copy Article 36 of this memo shall be retained in the employee’s personnel file along with the original correction notice. The memo shall also be distributed to the recipients of the original correction noticeAgreement.

Performance Appraisals. ‌ A. The Union and the Parkway Board When an employee has been given an overall rating of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through "Needs Improvement" on an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a annual performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If supervisor shall inform the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected 180 days from issuance of the problem rating to improve to the level of "Meets Standards." The employee’s development plan will be completed to identify the following: 1. an identification of the performance standards/behavioral elements for which performance is unacceptable; 2. a description of what the Employer will do to assist the employee and maintained improvement over a significant description of what the employee must do to improve the unacceptable performance during the opportunity period; 3. a statement as to when the employer and the employee decide to meet to evaluate the employee’s performance within the 180-day period. Failure to meet standards at the end of the 180-day period of time. A copy of this memo shall be retained result in the employee’s personnel file along with termination. B. When an employee has been given an overall rating of “unsatisfactory” on an annual performance appraisal, the original correction employee’s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve the level of “Meets Standards”. Approximately midway through the 90 day period, the employee and the employee’s supervisor shall meet to evaluate the employee’s progress toward meeting standards. Failure to meet standards at the end of the 90-day period shall result in the employee’s termination. C. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice. The memo shall also be distributed , in addition to the recipients performance improvement plan citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. D. Under the provisions of State Personnel and Pensions Article §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the original correction noticeemployee’s mid-year or final performance appraisal forms.

Performance Appraisals. A. The Union Employer shall provide at least one (1) annual performance appraisal of the Employee’s work performance. The evaluation shall be conducted by the Employee’s immediate supervisor. Bargaining unit members that are department heads shall be reviewed by the County Administrator, utilizing a closed session as set forth Minn. Stat. 13D.05 Subdivision 3. The performance evaluation shall provide clear examples justifying the rating given. Work plans, coaching sessions and letters of expectation are not substitutions for annual performance appraisals. Each performance appraisal shall indicate the Employee's overall level of performance. All performance appraisals shall be signed by the Employee’s supervisor. The following positions are department heads and come under the direct supervision of the County Administrator: County Assessor, County Highway Engineer; County Surveyor; Environmental Services Director; Public Health and Human Services Director, and the Parkway Board of Education agree that performance appraisals can and should be Veteran Services Officer. Pursuant to MS 387.145, a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as Chief Deputy Sheriff may be necessary, will be informed appointed by the Sheriff with the approval of the methods County Board. The Chief Deputy Sheriff comes under the direct supervision of the Sheriff. All other supervisors not listed above come under the direct supervision of their respective Department Heads for their assigned departments. Nothing in this article is intended to abrogate or otherwise impair the Employer’s rights set forth in Article 3 of this Agreement, including the right to reorganize County Government and procedures used in conducting a the departments within it. Employees shall be given the opportunity to sign the performance appraisal but such signing does not indicate acceptance or rejection of the appraisal. Likewise, new hires will be provided The Employee shall receive a copy of the job descriptionappraisal at the time he/she signs it. The Employee shall have fifteen (15) calendar days from the date of the receipt of the finalized appraisal to file a written response in the Employee's personnel file. The substantive judgment of the supervisor regarding the Employee's performance is not grievable/arbitrable under Article 14. The employee, Parkway Support Staff Standards within 15 days of Professional Practice and receipt of the final signed copy of a performance appraisal may appeal the performance review in writing to the County Personnel Committee describing any applicable safety directions that apply differences of opinion as to their positionperformance. Staff who conduct or contribute The Personnel Committee shall hear the appeal at a scheduled meeting subject to performance appraisals will be trained as to ensure the integrity and fairness availability of the process. C. New hires will Employer and the Association Xxxxxxx. Employee’s written rebuttal and/or appeal shall be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available affixed to the employee. If the employee successfully addresses Employer’s file copy and corrects the problem maintained in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected the problem and maintained improvement over a significant period of time. A copy of this memo shall be retained in the employeeEmployee’s personnel file along with the original correction notice. The memo shall also be distributed to the recipients of the original correction noticefile.

Performance Appraisals. A. The Union and the Parkway Board When an employee has been given an overall rating of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through "Needs Improvement" on an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a annual performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If supervisor shall inform the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected 180 days from issuance of the problem rating to improve to the level of "Meets Standards." The employee’s development plan will be completed to identify the following: 1. an identification of the performance standards/behavioral elements for which performance is unacceptable; 2. a description of what the Employer will do to assist the employee and maintained improvement over a significant description of what the employee must do to improve the unacceptable performance during the opportunity period; 3. a statement as to when the employer and the employee decide to meet to evaluate the employee’s performance within the 180-day period. Failure to meet standards at the end of the 180-day period of time. A copy of this memo shall be retained result in the employee’s personnel file along with termination. B. When an employee has been given an overall rating of “unsatisfactory” on an annual performance appraisal, the original correction employee’s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve the level of “Meets Standards”. Approximately midway through the 90 day period, the employee and the employee’s supervisor shall meet to evaluate the employee’s progress toward meeting standards. Failure to meet standards at the end of the 90-day period shall result in the employee’s termination. C. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice. The memo shall also be distributed , in addition to the recipients performance improvement plan citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. D. Under the provisions of State Personnel and Pensions Article §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the original correction noticeemployee’s mid-year or final performance appraisal forms.

Performance Appraisals. A. The Union Section 1. Employees shall be granted annual performance pay increases on their eligibility date provided the employees are not at the top of the salary range of their classification and provided the Parkway Board of Education agree that employee’s work performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisorhas not been deficient. B. Bargaining unit members(A) Classification specifications developed and promulgated by the Employer. (B) A written position description, upon hiring, and as may be necessary, will be informed of delineating specific duties consistent with the methods and procedures used in conducting a performance appraisalclassification specification. Likewise, new hires will be provided a A copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply position description shall be given to their positionthe employee. Staff who conduct or contribute The position description shall be subject to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than at least one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed annual review with the employee within 60 workdays and any changes shall be developed by his/her supervisor. A copy of the current specifications shall be available to the employee at any time at the employee’s request. Nothing contained herein shall compromise the right or the responsibility of the Agency to assign work consistent with the classification. (C) Written memoranda including letters of instruction and disciplinary actions. (D) Coaching and performance feedback given to the employee. Section 2. The performance appraisal shall be prepared in the following manner: Section 3. The above criteria shall be the primary factors upon which an employee’s performance is judged “continued” or “completed” and upon which annual performance pay decisions are determined. All performance appraisals shall be prepared by the employee’s immediate supervisor. D. Employees who are “continued” on a Performance Improvement Plan have . When an employee has been supervised by two (2) or more immediate supervisors during the right appraisal period, the performance appraisal shall reflect the evaluations of the current supervisor following consultation with the previous supervisor(s). The immediate supervisor shall discuss the evaluation with the employee and both shall sign the copy to be represented by retained in the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or personnel file, indicating that the placement of an evaluation has been discussed. If a higher authority changes the evaluation after the employee on a Performance Improvement Planhas seen the evaluation, the following action is available notification thereof and reason therefore shall be given to the employee. If the employee successfully addresses and corrects desires to submit a written statement in explanation or mitigation of any remark on the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) monthsperformance appraisal, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected the problem and maintained improvement over a significant period of time. A copy of this memo statement shall be retained in the employee’s personnel file along with the original correction notice. The memo shall also be distributed attached to the recipients performance appraisal. Salary denial based upon any factor other than those listed above, except those based upon a statutorily defined disciplinary action, shall be invalid. Every employee shall receive a performance appraisal at the end of the original correction noticea trial service period and annually each year by June 1.

Performance Appraisals. A. The Union and the Parkway Board When an employee has been given an overall rating of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through "Needs Improvement" on an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a annual performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If supervisor shall inform the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected 180 days from issuance of the problem rating to improve to the level of "Meets Standards." The employee’s development plan will be completed to identify the following: 1. an identification of the performance standards/behavioral elements for which performance is unacceptable; 2. a description of what the Employer will do to assist the employee and maintained improvement over a significant description of what the employee must do to improve the unacceptable performance during the opportunity period; 3. a statement as to when the employer and the employee decide to meet to evaluate the employee’s performance within the 180-day period. Failure to meet standards at the end of the 180-day period of time. A copy of this memo shall be retained result in the employee’s personnel file along with termination. B. When an employee has been given an overall rating of “unsatisfactory” on an annual performance appraisal, the original correction noticeemployee’s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve the level of “Meets Standards”. The memo Approximately midway through the 90 day period, the employee and the employee’s supervisor shall also be distributed meet to evaluate the employee’s progress toward meeting standards. Failure to meet standards at the end of the 90-day period shall result in the employee’s termination. C. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice in addition to the recipients performance improvement plan, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. D. Under the provisions of State Personnel and Pensions Article §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the original correction noticeemployee’s mid-year or final performance appraisal forms.

Performance Appraisals. A. The Union and 1. When an employee has been given an overall rating of Aneeds improvement@ on an annual performance appraisal, the Parkway Board of Education agree that performance appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate:  current work attitude and performance,  attainment of District standards and professional expectations,  skill training and development opportunities,  strategies for improvements and/or growth,  feedback from employee=s supervisor shall inform the employee back to the supervisor. B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process. C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been no reoccurrence of the identified problem within nine (9) months, the employee may contact his/her supervisor and request a memo recognizing that the employee has corrected 180 days from issuance of the problem rating to improve to the level of Xxxxx standards.@ The employee=s development plan will be completed to identify the following: a. An identification of the performance standards/behavioral elements for which performance is unacceptable; b. A description of what the Employer will do to assist the employee and maintained improvement over a significant description of what the employee must do to improve the unacceptable performance during the opportunity period; c. A statement as to when the employer and the employee decide to meet to evaluate the employee=s performance within the 180-day period. Failure to meet standards at the end of the 180-day period of time. A copy of this memo shall be retained result in the employee’s personnel file along with =s termination. 2. When an employee has been given an overall rating of Aunsatisfactory@ on an annual performance appraisal, the original correction notice. The memo employee=s supervisor shall also be distributed inform the employee that the employee has 90 days from issuance of the rating to improve to the recipients level of Ameets standards.@ Approximately midway through the 90-day period, the employee and the employee=s supervisor shall meet to evaluate the employee=s progress toward meeting standards. Failure to meet standards at the end of the original correction notice90-day period shall result in the employee=s termination. 3. An employee may not receive an overall rating of Aunsatisfactory@ on the employee=s annual performance appraisal unless the employee already received an overall Aunsatisfactory@ rating on the employee=s previous mid-year appraisal. 4. Under the provisions of State Personnel and Pensions Article, '8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee=s mid-year or final performance appraisal forms.