Performance Evaluation Disputes. A. An employee who is dissatisfied with a written performance evaluation which denies a performance incentive may obtain a review of that evaluation solely through the procedures established in Section 18.03 of this Article.
B. A bargaining unit member who is dissatisfied with a written performance evaluation which does not involve the denial of a performance incentive and the overall effectiveness on the job is rated mid- acceptable or higher, may make a written rebuttal which will be considered, attached to the evaluation, and become a part of the employee’s personnel record. This shall be the sole and exclusive remedy for such disputes.
C. A bargaining unit member who is dissatisfied with a written performance evaluation which does not involve the denial of a performance incentive and the overall effectiveness on the job is low-acceptable or lower may obtain review of that evaluation through the following procedure, which shall be the sole and exclusive remedy for such disputes.
1. Within thirty (30) calendar days after receipt of a copy of the finalized evaluation, the bargaining unit member must submit through the Union a written request to the Director of the Division of Personnel, Department of Administration, asking that the Director investigate allegations that the evaluation includes factual inaccuracies, or that in the preparation of the evaluation management has been arbitrary or capricious, or has been motivated by discrimination or bias. The appeal must bear a postmark or date stamp showing that it has been timely filed.
2. The written request must state specifically the allegations to be investigated and, to the degree that information in support of those allegations is known, identify the facts surrounding the controversy. The list of allegations to be investigated shall not be expanded after the initial submission to the Employer except by written mutual agreement of the parties.
3. Upon receipt of a written request, the Director shall transmit a copy to the Human Resources Manager of the employing department. The Human Resources Manager shall have thirty (30) calendar days to investigate the allegations and to make written recommendations to the Director regarding revision of the evaluation, with a copy to the Union. The Director of the Division of Personnel may grant an extension of up to thirty (30) calendar days to the employing department. If an extension is granted, the Director of the Division of Personnel will provide written notif...
Performance Evaluation Disputes. An employee who is dissatisfied with a written performance evaluation which does not involve the denial of a performance incentive may obtain review of that evaluation through the following procedure, which shall be the sole and exclusive remedy for such disputes.
A. An Overall Rating of Mid Acceptable or Higher: An employee who is dissatisfied with a written performance evaluation that includes an overall rating of mid acceptable or higher may attach a written rebuttal to his or her performance evaluation prior to finalization of the evaluation.
B. An Overall Rating of Low Acceptable or Lower, or A Specific Rating of Unacceptable: An employee who receives an overall rating of low acceptable or lower, or a specific rating of unacceptable, may obtain review of that evaluation, or the specific area rated unacceptable, through the following procedure: The written request must state specifically the allegations to be investigated and, to the degree that information in support of those allegations is known, identify the facts surrounding the controversy. The list of allegations to be investigated shall not be expanded after the initial submission to the Employer except by written mutual agreement of the parties. Upon receipt of a written request, the Director shall transmit a copy of the request to the employee’s director or section manager if the employee works in the Division of Personnel and Labor Relations. The division director or section manager shall have thirty (30) days to assign an investigator outside the complaint’s direct chain of command to investigate and make written recommendations to the Director regarding revision of the evaluation, with a copy to the CEA. If a hearing is requested, every reasonable effort shall be made to schedule the hearing within thirty
Performance Evaluation Disputes. An employee who is dissatisfied with a written performance evaluation which does not involve the denial of a performance incentive may obtain review of that evaluation through the following procedure, which shall be the sole and exclusive remedy for such disputes.
