Performance Evaluation Procedures. There shall be no separate formal performance evaluation procedure for summer sessions and intersessions. The District shall not, however, be precluded from normal supervision responsibilities. The provisions of Article 14, Sections 14.10. and 14.11., shall apply to summer session unit members who are also employed under a regular contract.
Performance Evaluation Procedures. It is intended that evaluations shall be accurate, fair and non-prejudicial. The frequency of performance evaluations shall not be used to harass employees. All formal performance evaluations of full-time employees shall be completed on a form provided by the Employer. The evaluator shall discuss the performance evaluation with the employee. The employee shall sign the completed evaluation only to indicate that he/she has discussed the evaluation with the evaluator and received a copy of the evaluation form. The employee's signature does not necessarily indicate agreement with its content. Refusal of the employee to sign the evaluation at the time of receipt shall constitute waiver of the employee's right to a review of the performance evaluation by the employing agency. When an employee refuses to sign the evaluation, the supervisor shall document such refusal on the evaluation form. Within three (3) working days after the employee's receipt of the completed evaluation form, the employee shall have an opportunity, if desired, to make written comment concerning the evaluation. Such comment shall be made on the evaluation form or attached thereto.
Performance Evaluation Procedures. 23 11.3.1 The immediate supervisor shall present the performance evaluation to the 24 employee and shall discuss it with him/her. The evaluation shall be signed by the 25 employee to indicate receipt and the employee shall be given a signed copy. Any 26 negative evaluation shall include specific recommendations for improvements and 27 provisions for assisting the employee in implementing any recommendations 28 made.
Performance Evaluation Procedures. The District and the Association continue to collaborate on the development and implementation of a new evaluation model and agree to reopen negotiations on this Article 14 – Performance Evaluation Procedures during the term of this Agreement.
Performance Evaluation Procedures. It is intended that evaluations shall be accurate, fair and non-prejudicial. The frequency of performance evaluations shall not be used to harass employees. All formal performance evaluations of full-time employees shall be completed on a form provided by the Employer. The evaluator shall discuss the performance evaluation with the employee. The employee shall sign the completed evaluation only to indicate that he/she has discussed the evaluation with the evaluator and received a copy of the evaluation form. The employee's signature does not necessarily indicate agreement with its content. Refusal of the employee to sign the evaluation at the time of receipt shall constitute waiver of the employee's right to a review of the performance evaluation by the employing agency. When an employee refuses to sign the evaluation, the supervisor shall document such refusal on the evaluation form. Within three (3) working days after the employee's receipt of the completed evaluation form, the employee shall have an opportunity, if desired, to make written comment concerning the evaluation. Such comment shall be made on the evaluation form or attached thereto. Explanation: The requirement that only full time employees have their performance evaluations completed on forms provided by the Employer was removed. Instructions: All employees should have their performance evaluations completed on forms provided by the employer according to the procedures outlined above in 8.03.
Performance Evaluation Procedures. ARTICLE 16:
Performance Evaluation Procedures. It is City’s intent to collegially develop and implement a revised performance evaluation program during Fiscal Year 2014/2015. City agrees to allow one (1) representative to be chosen by the Association to participate (without loss of pay) in any meetings called by the City for the purpose of developing and implementing a revised performance evaluation program. The City may implement its new evaluation program without formal approval of the Association.
Performance Evaluation Procedures. The City Council shall review and evaluate the performance of EMPLOYEE approximately six months following the date of initial employment. The evaluation shall include consideration of EMPLOYEE's performance and shall include the presentation of a proposed work plan by the EMPLOYEE. The work plan will be based on an appraisal of the current status or conditions in the City, specific major work program objectives necessary to achieve the City Council's goals, and the resource capability of the City organization. The work plan shall be approved as submitted or as modified by the EMPLOYER, at the sole discretion of the EMPLOYER, and may be altered at any time by the EMPLOYER with input from EMPLOYEE. EMPLOYER shall conduct subsequent evaluations no less frequently than annually and shall include a review and evaluation of the performance of EMPLOYEE in accordance with the approved work plan together with the other duties and functions assigned to EMPLOYEE. As part of the evaluation process, EMPLOYER and EMPLOYEE shall discuss changes and additions to the work plan. If either EMPLOYER or EMPLOYEE requests it, a professional facilitator may be hired to assist in the performance evaluation process.
Performance Evaluation Procedures. The City Council shall review and evaluate the performance of EMPLOYEE on an annual basis at a time to be determined by the City Council. The evaluation shall include consideration of EMPLOYEE's performance and shall include the presentation of a proposed work plan by the EMPLOYEE. The work plan will be based on an appraisal of the current status or conditions in the City, specific major work program objectives necessary to achieve the City Council's goals, and the resource capability of the City organization. The work plan shall be approved as submitted or as modified by the EMPLOYER, at the sole discretion of the EMPLOYER, and may be altered at any time by the EMPLOYER with input from EMPLOYEE. EMPLOYER shall conduct subsequent evaluations no less frequently than annually and shall include a review and evaluation of the performance of EMPLOYEE in accordance with the approved work plan together with the other duties and functions assigned to EMPLOYEE. As part of the evaluation process, EMPLOYER and EMPLOYEE shall discuss changes and additions to the work plan. If either EMPLOYER or EMPLOYEE requests it, a professional facilitator may be hired to assist in the performance evaluation process. Within a mutually agreed upon time frame between EMPLOYEE and EMPLOYER, the EMPLOYEE shall submit a list of three to five names of proposed facilitators of the evaluation process. The EMPLOYER will select a facilitator from EMPLOYEE’s list. If EMPLOYEE does not submit a list of names of facilitators, the EMPLOYER will select a facilitator of their choice. ARTICLE Ill COMPENSATION
Performance Evaluation Procedures. The City agrees that any and all employee performance evaluations shall be filled out in ink before the employee signs the form. This agreement does not in any way limit the City’s right to alter or discontinue the employee performance evaluation procedures except with respect to filling them out in ink. This provision applies to regular full-time and regular part-time employees (though the City may use different evaluation forms).
