PERFORMANCE EVALUATION REVIEW. No performance evaluation shall be placed in a departmental file, nor shall it be transmitted to the Agency personnel files until the employee has reviewed the evaluation with the rating supervisor, and if requested by the employee, such employee has reviewed the evaluation personally with the General Manager or designee. The employee has a right to read, sign, and file written response to both favorable and unfavorable entries. A signing is not an admission by the employee of the truth of such entries, but rather only an acknowledgment of notification. The employee’s written response, if any, shall be submitted within 30 days of the employee’s receipt of the evaluation and transmitted to the Agency personnel files.
PERFORMANCE EVALUATION REVIEW. Each unit member shall be given a copy of the performance evaluation. A permanent unit member may request a review of his/her evaluation by the administrative officer if he/she has reason to question the overall rating. A probationary unit member may not request a review.
PERFORMANCE EVALUATION REVIEW. In the event an employee disagrees with an annual performance evaluation, the employee may request a review. Such request must be made in writing, must identify specific points of disagreement, and must be submitted to their supervisor within ten (10) calendar days of a performance evaluation meeting. A Reviewing Officer will be assigned by the employee's Department or Division to assess the request. A copy of the Reviewing Officer's decision wil1 be provided to the employee. A permanent or seasonal employee who disagrees with the Reviewing Officer's decision may file a grievance under Article XVI, Grievance Procedure. Completed performance evaluations will be filed in the employee's Departmental or Divisional Personnel File and Central Records Personnel File.
PERFORMANCE EVALUATION REVIEW. 13.10.1 In the event an employee disagrees with an annual performance evaluation, the employee may request a review. Such request must be made in writing, must identify specific points of disagreement, and must be submitted to their immediate supervisor within ten (10) calendar days of a performance evaluation meeting. A Reviewing Officer will be assigned by the employee’s Department or Division to assess the request. If the reviewing officer is not the Appointing Authority, the Reviewing Officer must submit to the Appointing Authority a recommendation to uphold or modify the report on performance. The Appointing Authority shall review the recommendation of the Reviewing Officer regarding the contested report on performance and render a final decision to the employee within ten (10) working days after receiving the recommendation. A permanent employee who disagrees with the Reviewing Officer’s decision may file a grievance under Article 20, Grievance Procedure.
13.10.2 Completed performance evaluations will be filed in the employee’s official Central Records File and may be placed in the Departmental or Divisional Personnel File for reference.
PERFORMANCE EVALUATION REVIEW. 14.8.1 In the event an employee disagrees with an annual performance evaluation, the employee may request a review. Such request must be made in writing, must identify specific points of disagreement, and must be submitted to their supervisor within twenty (20) calendar days of a performance evaluation meeting. A Reviewing Officer will be assigned by the employee's Department or Division to assess the request. A copy of the Reviewing Officer's decision will be provided for the employee. A permanent employee who disagrees with the Reviewing Officer's decision may file a grievance under Article 19,
PERFORMANCE EVALUATION REVIEW. The evaluator must set a specific time and place to meet with the faculty member to discuss the evaluation given to the faculty member on the appropriate Faculty Evaluation Plan (Percentage Form) (Appendix C).
1. The faculty member should be given the opportunity to discuss freely and make comments on the evaluation given by the evaluator.
2. The evaluator and the faculty member should concentrate on working together to improve performance in the future. Any action to be taken by the evaluator as a result of or relating to the evaluation must be made known to the faculty member at the conclusion of this meeting.
3. The Faculty Evaluation Plan (Percentage Form) (Appendix C) must be signed by both the evaluator and the faculty member. If the faculty member disagrees, in whole or in part, with the evaluation results, he/she is free to note his/her specific disagreement on the evaluation form at that time.
4. The affected faculty member has the right to file a grievance if he/she alleges incorrect application of the evaluation procedure or if the faculty member alleges that the evaluation was arbitrary, capricious, or under other circumstances which reflect bad faith on the part of the evaluator.
PERFORMANCE EVALUATION REVIEW. 6.1 The Board shall review and evaluate the performance of the Secretary at least once annually. The Board may seek feedback from appropriate District personnel to aid in the evaluation.
6.2 Upon execution of this agreement, the Secretary will be subject to a 90-day period in which this agreement may be terminated without the 30 days’ notice in Section 4.2.
PERFORMANCE EVALUATION REVIEW. 6.1 The Board shall review and evaluate the performance of the Privacy Officer at least once annually. The Board may seek feedback from appropriate District personnel to aid in the evaluation.
6.2 Upon execution of this agreement, the Privacy Officer will be subject to a 90-day period in which this agreement may be terminated without the 30 days’ notice in Section 4.2.
PERFORMANCE EVALUATION REVIEW. 24 In the event an employee disagrees with an annual performance evaluation, the employee may 26 disagreement, and must be submitted to their immediate supervisor within ten (10) calendar days 27 of a performance evaluation meeting. A Reviewing Officer will be assigned by the employee’s 28 Department or Division to assess the request. If the reviewing officer is not the appointing 29 authority, the reviewing officer must submit to the appointing authority a recommendation to 30 uphold or modify the report on performance. The appointing authority shall review the 31 recommendation of the reviewing officer regarding the contested report on performance and render 32 a final decision to the employee within 10 working days after receiving the 33 recommendation. decision will be provided for the employee. A permanent employee who 34 disagrees with the Reviewing Officer’s decision may file a grievance under Article , Grievance 35 Procedure.
PERFORMANCE EVALUATION REVIEW. 6.1 The Board shall review and evaluate the performance of the Custodian of Records at least once annually. The Board may seek feedback from appropriate District personnel to aid in the evaluation.
6.2 Upon execution of this agreement, the Custodian of Records will be subject to a 90-day period in which this agreement may be terminated without the 30 days’ notice in Section 4.2.
