PERFORMANCE EVALUATION PROCEDURE. The following procedures shall apply in those departments which already have a formal written performance evaluation system. Nothing herein shall be construed to require the establishment of such a system where it does not currently exist.
PERFORMANCE EVALUATION PROCEDURE. The following evaluation procedures shall apply:
A. Goal: A basic goal of the employee evaluation is to help each employee perform his/her job more effectively to the mutual benefit of the employee and the County. The evaluation process provides an ongoing means of evaluating an employee's job performance and promoting the improvement of the job performance. The evaluation process also provides the opportunity to recognize and document outstanding service as well as service that has been unsatisfactory to the County.
PERFORMANCE EVALUATION PROCEDURE. 4.6.1 Each employee’s immediate supervisor and/or the first-level manager above the supervisor are responsible for evaluation of the employee’s performance. The evaluation should be reviewed by the designated reviewer prior to discussion between the bargaining unit member and evaluator.
4.6.2 The reports shall be completed on forms prescribed by the District and CSEA. (Appendix I).
4.6.3 The immediate supervisor shall present the completed evaluation to the bargaining unit member and discuss its contents. Upon request of the bargaining unit member, the evaluator will provide a photocopy of the evaluation form prior to forwarding it to the reviewer.
4.6.4 The bargaining unit member shall then sign the Performance Evaluation Report and Objective Plan to indicate having reviewed the contents with the evaluator. Signature shall not be interpreted as concurrence with the evaluation.
4.6.5 The bargaining unit member shall be provided a copy of the finalized Performance Evaluation Report and Objective Plan upon completion of the evaluation process.
4.6.6 An employee who desires to register disagreement with the content of an evaluation may take the following steps:
A.) Record a statement of objection at the time of the evaluation conference with the immediate supervisor; or,
B.) Submit a statement in writing within ten (10) working days of the conference. Such a statement shall be attached to and become a permanent addition to the evaluation document.
C.) May request in writing within ten (10) working days a review of his/her evaluation by the rater’s immediate supervisor. The rating will be changed only upon a finding by the supervisor that the rating was produced by mistake or fraud.
D.) An unsatisfactory evaluation may be appealed to the next level supervisor who will have the final authority to amend, affirm or reverse the evaluation or elements of the evaluation. For the elements of an unsatisfactory evaluation, see 4.7.3 below.
PERFORMANCE EVALUATION PROCEDURE. A. Schedule
1. Probationary employees in a class will be evaluated during the third (3rd) and fifth (5th) months of their probationary period.
2. Permanent employees in a class will be evaluated by their anniversary date each year.
PERFORMANCE EVALUATION PROCEDURE. 13.6.1 The employee’s immediate supervisor will prepare the annual performance appraisal. The preparation of each report on performance must include a discussion between the employee and their immediate supervisor. Within ten (10) working days after the discussion takes place, the employee must complete and sign the appropriate section on the report on performance and return the report to the supervisor for inclusion in the appropriate file(s).
13.6.2 If the employee’s immediate supervisor cannot complete the performance evaluation, a second level supervisor shall prepare the performance evaluation. If the evaluating supervisor is not the immediate supervisor, the evaluating supervisor must have observed the employee’s performance.
13.6.3 If an employee has been transferred to another supervisor prior to receiving their annual performance evaluation and an interim performance evaluation has not been given, their performance will be deemed as “meets standards.”
13.6.4 Appraisals shall include the following:
13.6.4.1 Performance rating for the rating period;
13.6.4.2 Specific tasks the employee needs to achieve during the next appraisal period and performance standards/elements applicable to the next period;
13.6.4.3 Modifications to the employee’s job description, if any; and,
13.6.4.4 Recommendations for training to enhance the employee’s skills, if any.
13.6.5 The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings.
PERFORMANCE EVALUATION PROCEDURE. The employee’s immediate supervisor will prepare the annual performance appraisal. The preparation of each report on performance must include a discussion between the employee and their immediate supervisor. Within ten (10) working days after the discussion takes place, the employee must complete and sign the appropriate section on the report on performance and return the report to the supervisor for inclusion in the appropriate file(s). If the employee’s immediate supervisor cannot complete the performance evaluation, a second level supervisor shall prepare the performance evaluation. If the evaluating supervisor is not the immediate supervisor, the evaluating supervisor must have observed the employee’s performance. If an employee has been transferred to another supervisor prior to receiving their annual performance evaluation and an interim performance evaluation has not been given, their performance will be deemed as “meets standards.” Appraisals shall include the following:
PERFORMANCE EVALUATION PROCEDURE. A. Performance Evaluation of Permanent Employees
1. All evaluations, monitoring, or observations of the work of an employee will be conducted openly by that employee’s immediate supervisor and/or direct line administrator. Evaluations shall be completed no later than May 1 of the evaluation year.
2. Unit members shall be evaluated at least annually by use of an appropriate Board approved evaluation instrument. Evaluation criteria shall be those specified on the evaluation instrument.
3. Unit member’s performance may be evaluated at any time the supervisor deems the performance to be less than satisfactory. In such instances, the employee and the immediate supervisor or the supervisor’s designee shall develop a corrective action plan designed to improve employee performance within sixty (60) days. A copy of the action plan will be presented to the employee. The plan shall include a specific account of which areas the employee needs improvement. An employee on a corrective action plan shall meet with his or her supervisor or the supervisor’s designee to monitor the plan for improvement.
4. Annual employee performance evaluation shall be preceded by a pre-evaluation conference not less than forty-five (45) days prior to the evaluation and a post conference prior to inclusion of the complete evaluation being placed in the employee official personnel file.
5. An employee will be given a copy of any formal evaluation report and any corrective action plan prepared by the evaluator(s) at the time the evaluation is discussed with the employee and he or she is requested to sign it. No such report or plan will be placed in the employee’s personnel file without his or her prior knowledge. The employee shall sign the evaluation report indicating that he or she has seen the report, not necessarily that he or she agrees with it.
6. One (1) step on the salary scale will be awarded annually on July 1 of each year in which an eligible Unit member receives a satisfactory performance rating on the Board approved performance evaluation instrument as negotiated per salary Article 24.
7. Steps may be awarded only to permanent employees who have completed a required six (6) month probationary period on or before July 1 of the ensuing salary year.
8. Unit members whose step increase is to be withheld shall be notified in writing at least forty-five (45) days prior to the date the step increase was to take effect. Such notification shall include specific reasons for withholding the...
PERFORMANCE EVALUATION PROCEDURE. It is agreed that the sole avenue to challenge alleged violations of the evaluation procedure set forth in this section, shall be through the grievance procedure contained in this Agreement. Guidance Counselors shall be evaluated in accordance with the Standards-Based School Counselor Evaluation Policy adopted by the Board pursuant to Section 3319.113 of the Ohio Revised Code. Teachers subject to the Ohio Teacher Evaluation System (“OTES”), shall be evaluated in accordance with the Standards-Based Teacher Evaluation Policy adopted by the Board in consultation with teachers pursuant to Sections 3319.111 and 3319.112 of the Ohio revised Code. If a teacher is assigned to a building where the administrator performing the evaluation has a conflict of interest (i.e. a family member, ex-family, etc.,), the administrator and/or the teacher will inform the Superintendent, upon which the Superintendent will assign a different administrator perform that teacher’s evaluation. All other bargaining unit members shall be evaluated in accordance with the procedures and requirements set forth below utilizing the current evaluation forms. These members shall be evaluated and observed using the same timelines and frequency as OTES teachers. If a member is assigned to more than one building, one administrator shall be designated as the evaluator, who will solicit input from the other administrators in the other building to which the member is assigned.
PERFORMANCE EVALUATION PROCEDURE. PURPOSE PERFORMANCE RATINGS Exceeds Expectations Meets Expectations (Satisfactory) Needs to Improve
PERFORMANCE EVALUATION PROCEDURE. 3. It is the policy of the Probation Department that all unit supervisors hold personal evaluations and submit a written evaluation to all Deputy Probation Officers whenever such officers are reassigned from their units.
