PERFORMANCE EVALUATION RATINGS. RATING DEFINITION Ineffective Minimal or no evidence of employee performing duties at an acceptable level. Performance is clearly inadequate. Immediate corrective measures are required. Area for Growth Some evidence of employee performing duties at an acceptable level. Some performance is inadequate. Corrective measures may be necessary. Effective Employee performs duties adequately and effectively. Evidence of meeting expectation. Exemplary Employee exceeds performance standard. Evidence of exceeding expectation. CLASSIFIED EMPLOYEE EVALUATION Date: Employee Name: Location/Department: Position Title:
PERFORMANCE EVALUATION RATINGS. Each Employee shall be rated by his or her immediate supervisor. Upon completion of the rating, Employees will be personally informed of their respective evaluations by the immediate Supervisor who prepared the evaluation. The original copy shall be placed in the Employee's personnel file. Any Employee who wishes to review his performance evaluation with the Chief of Police must make a written request to the Chief of Police within two weeks of receiving his copy of the evaluation and must identify each area he wishes to review and cite a brief basis for reviewing that area. The matter will be discussed with the Chief of Police as expeditiously as circumstances permit. Upon request, the employee may have a Union representative at the meeting with the Chief of Police. It is specifically agreed that no aspect of this Article shall be subject to the grievance procedure. This Article shall remain in effect for the duration of the Agreement at which time it shall automatically terminate.
PERFORMANCE EVALUATION RATINGS. A. Each Employee shall be rated by his or her immediate supervisor at least once per year.
PERFORMANCE EVALUATION RATINGS. Unsuccessful/ Unacceptable Performance Partially Successful Performance/ Needs Improvement Fully Successful/ Effective Performance Superior/ Highly Effective Performance Distinguished Performance and Role Model Status
PERFORMANCE EVALUATION RATINGS. Each employee shall be rated by his or her immediate Supervisor. Upon completion of the rating, employees will be personally informed of their respective evaluations by the immediate Supervisor who prepared the evaluation. The original copy shall be placed in the employee’s personnel file. The evaluation document content and methods shall be modeled after an evaluation from Chatham, Georgia with modifications as determined necessary by a committee of Department stakeholders including both union members and management. The committee shall include a member from each functional area of the Department: Chief’s Office, lieutenant, sergeant, detective, 2 police officers appointed by the bargaining unit and a Police Service Officer also appointed by the bargaining unit. The Evaluation Committee shall present a completed evaluation document to be used to evaluate employees by the end of one year following the signing of this Collective Bargaining Agreement or from any arbitration decision. Any employee who wishes to review his/her performance evaluation with the Chief of Police must make a written request to the Chief of Police within two weeks of receiving his/her copy of the evaluation and must identify each area he wishes to review and cite a brief basis for reviewing that area. The matter will be discussed with the Chief of Police as expeditiously as circumstances permit. Upon request, the employee may have a Union representative at the meeting with the Chief of Police. Performance evaluations shall be removed from the personnel file after a two year period. It is specifically agreed that no aspect of this Article shall be subject to the grievance procedure. Performance evaluations shall not be used for discipline.
PERFORMANCE EVALUATION RATINGS
