Performance Evaluation. The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.
Performance Evaluation. Upon completion of this Grant Agreement, the Grantee’s performance will be evaluated by the State and a copy of the evaluation will be placed in the State file and a copy sent to the Grantee.
Performance Evaluation. A. The County shall maintain a system of employee performance ratings designed to give a fair evaluation of the quantity and quality of work performed by an employee. Such ratings shall be prepared and recorded in the employee's personnel file for all regular and limited-term full and part-time employees at least once each year; and in addition, for employees on probationary status, at least once near the middle of the probation period.
B. The County shall discuss with the employee the specific ratings prior to such ratings being made part of the employee's personnel file.
C. When a performance evaluation is recorded in the personnel file of an employee, a copy of such evaluation, together with any attachment relating thereto, shall be given to the employee. Any written response by the employee to the performance evaluation shall be attached to such evaluation in the official personnel files.
Performance Evaluation. At the end of the contract, City may evaluate Contractor’s performance. Any such evaluation will become public record.
Performance Evaluation. Section 24A.1
A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard.
B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons).
C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment.
D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance.
E. The performance dimensions shall be objective and job-related.
F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below".
G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System.
A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shal...
Performance Evaluation. At the end of the contract, City may evaluate Vendor’s performance. Any such evaluation will become public record.
Performance Evaluation. 34.1 Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged.
34.2 Evaluation Forms
(a) Performance evaluation forms will at a minimum include the following:
(1) A description of the job related factors upon which the evaluation is based. These will include:
i. quality of work (e.g. competence, accuracy, neatness, thoroughness),
ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels),
iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods),
iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and
v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate).
(2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
(3) Provision for employee comments.
(4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content."
(5) Provision for the evaluator and reviewer signatures, and reviewer comments.
(b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation.
(c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.
Performance Evaluation a. The Chancellor shall evaluate EMPLOYEE’s job performance at least once each year during the term of this Agreement. Except as otherwise provided herein, the evaluation shall be conducted in accordance with DISTRICT policy. The evaluation shall be in writing and be conducted and completed by June 30th of each year. The Chancellor shall have the right to adjust the evaluation time period at the Chancellor’s discretion.
b. The Chancellor's failure to evaluate EMPLOYEE’s job performance in accordance with this paragraph shall not constitute a breach of this Agreement and, notwithstanding Education Code section 72411, shall not extend the term of this Agreement, and will not preclude giving any notice called for in paragraphs 2 or 6. In no event shall the unexpired term of this Agreement exceed three (3) years.
Performance Evaluation. The Board or its authorized agent or representative may conduct an evaluation of the Consultant’s performance under this Agreement. Consultant shall fully cooperate with the Board or its authorized agent or representative and shall provide such information and documents as may be requested to conduct the performance evaluation.
Performance Evaluation. A. The County shall maintain a system of employee performance ratings designed to give a fair evaluation of the quantity and quality of work performed by an employee. Such ratings shall be prepared and recorded in the employee's personnel file for all regular and limited-term, full and part-time employees at least once each year; and in addition, for employees on probationary status, at least once near the middle of the probation period.
B. The County shall discuss with the employee the specific ratings prior to such ratings being made part of the employee's personnel file.
C. When a performance evaluation is recorded in the personnel file of an employee, a copy of such evaluation, together with any attachment relating thereto, shall be given to the employee.
D. The Department shall notify an employee in writing as soon as practicable if it appears that his/her work performance may result in denial or deferral of his/her merit increase and/or a substandard performance evaluation, so that the employee may attempt to correct such conduct.
