Performance Evaluation Appeals. 11 Section 15.1. If an employee challenges the fairness or accuracy of their annual performance 12 evaluation, the evaluation may be appealed by the employee in writing within fourteen (14) calendar 13 days of the employee’s receipt of such evaluation. It will then be discussed/reviewed between the 14 applicable Operations Manager and the employee. If a suitable solution cannot be reached, the 15 employee may appeal to the Division Chief. At each step of the process, the employee shall have 16 fourteen (14) calendar days in which to appeal to the next step in writing (from the date of receipt of 17 the decision, or expiration of the timeframe). The Division Chief review should result in a written 18 determination within fourteen (14) calendar days of receiving the issue. If the employee disagrees 19 with the final result, they may prepare a rebuttal statement to be included in the personnel file with 20 the evaluation, or proceed with the third step in the appeal process. The third and final step in the 21 appeal process is a hearing before a panel of three that includes: A department representative, labor 22 representative, and a representative from the King County Office of Alternative Dispute Resolution.
Performance Evaluation Appeals. A nurse may request changes in 22 his/her performance evaluation by filing a written appeal with the nurse's Patient Care 23 Manager which states the specific points of disagreement. Thereafter, the ONA Labor 24 Relations Representative assigned to the bargaining unit and the nurse's Patient Care 25 Manager shall confer. If the ONA Labor Relations Representative and the Patient Care 26 Manager are unable to agree on appropriate disposition of the appeal, the appeal may 27 be submitted by specific additional written request to the Vice President of Patient Care
Performance Evaluation Appeals. A nurse may request changes in her 23 performance evaluation by filing a written appeal with the nurse's Patient Care 24 Manager which states the specific points of disagreement. Thereafter, the ONA 1 Labor Relations Representative assigned to the bargaining unit and the nurse's 2 Patient Care Manager shall confer. If the ONA Labor Relations Representative 3 and the Patient Care Manager are unable to agree on appropriate disposition of 4 the appeal, the appeal may be submitted by specific additional written request to 5 the Vice President of Patient Care Services. The outcome of the appeal process 6 will be final and binding and not subject to the grievance or arbitration procedure 7 of the contract. An appeal will be dismissed as untimely if submitted later than 8 21 calendar days after receipt by the nurse of the performance evaluation.
Performance Evaluation Appeals. An employee who disagrees with the content within the employee’s performance evaluation should meet with the employee’s supervisor within 10 calendar days after receipt of the completed evaluation to discuss the matter informally. The supervisor should document the employee’s concerns during the discussion meeting. If the employee’s concerns are not resolved in the informal discussion with the supervisor, and the employee receives an overall rating of unsatisfactory, the employee may appeal the overall unsatisfactory rating by submitting an appeal form to the Department of Human Resource Management on the specified form no later than 7 calendar days after meeting with the supervisor. The appeal will proceed according to the University’s USS performance evaluation appeal process.
Performance Evaluation Appeals. Employees who disagree with their 30 performance evaluation should speak with their immediate manager within thirty 31 calendar days of the performance evaluation. The employee may be represented by 32 the Oregon Nurses Association. The Manager shall then respond in writing within 33 fifteen calendar days of the meeting. If the employee remains dissatisfied, the 34 employee may file a written appeal to the Director of Patient Care. The Director of 1 Patient Care, or designee, shall meet with the appealing employee. The employee 2 may be represented by the Oregon Nurses Association. The Director of Patient 3 Care shall respond in writing within fifteen calendar days after the meeting. The 4 decision of the Director of Patient Care will be final and binding and not subject to 5 the grievance procedure.
