Common use of Performance Evaluation Clause in Contracts

Performance Evaluation. 34.1 Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged. 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include the following: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. ‌ 34.1 Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged. 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include the followinghave: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. 34.1 Performance evaluations 29.1 Permanent employees shall be performed at least annuallysubject to and receive annual performance evaluations. Evaluations The evaluations must be given annually in accordance with campus procedures and timelines. 29.2 A sergeant or the immediate supervisor may draft and sign the performance evaluation. A sworn MPP (employee in the Management Personnel Plan) shall review the performance evaluation as the approving authority prior to the performance evaluation being presented to the employee. At the completion of the evaluation discussions with the employee, a sworn MPP shall sign the performance evaluation. If the sworn MPP is the immediate supervisor, then a non-sworn MPP shall review and sign the performance evaluation. 29.3 A written record of the performance evaluation shall be based on job related placed in the employee’s personnel file. The employee shall be provided with a copy of the written performance factorsevaluation. 29.4 If an employee disagrees with the performance evaluation, the employee may submit a rebuttal statement within a maximum of thirty (30) days of receipt of the evaluation. Performance The rebuttal statement shall be attached to the performance evaluation in the employee’s personnel file. Within a maximum of twenty- one (21) days of receipt of the rebuttal statement, the Chief of Police shall review the performance evaluation and rebuttal statement. If this review results in revisions to the performance evaluation, the employee shall be provided with a copy of the revised performance evaluation for signature and inclusion in the employee’s personnel file. The original performance evaluation and rebuttal statement shall be removed from the employee’s personnel file. If the review does not result in revisions to the performance evaluation, the Chief of Police shall inform the employee in writing and include this notification in the employee’s personnel file. 29.5 The content of performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged. 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include the following: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific subject to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinatesprovisions of Article 7, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate)Grievance Procedure. (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. 34.1 ‌ 5.1 Objective‌ The Employer will evaluate employee work performance. The performance evaluation process will include performance goals and expectations that reflect the organization’s objectives. The performance evaluation process gives supervisors an opportunity to discuss performance goals and expectations with their employees and assess and review their performance with regard to those goals and expectations; and provide support to employees in their professional development, so that skills and abilities can be aligned with agency requirements. To recognize employee accomplishments and address performance issues in a timely manner, discussions between the employee and the supervisor will occur throughout the evaluation period. Performance evaluations shall problems should be performed brought to the attention of the employee to give the employee the opportunity to receive any needed additional training and/or to correct the problem before it is mentioned in an evaluation. Such discussions should be documented in the supervisor’s file. 5.2 Evaluation Process‌ A. Employee work performance will be evaluated prior to the completion of their probationary and trial service period and at least annuallyannually thereafter. Evaluations shall be based on job related Immediate supervisors will meet with employees to discuss performance factorsgoals and expectations. Performance evaluations shall not be used to initiate personnel actions such Employees will receive copies of their performance goals and expectations at the beginning of the evaluation period, as transfer, promotions or corrective disciplinary action, however evaluations may serve well as supporting documentation for personnel actions. Employee participation in notification of any modifications made during the development of evaluation materials and rating factors is encouragedreview period. 34.2 Evaluation Forms (a) Performance B. The supervisor will discuss the evaluation forms with the employee. The employee will at a minimum have the opportunity to provide feedback on the evaluation. The discussion may include the followingsuch topics as: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next evaluation appraisal period, ; and 5. Identifying employee training and development plans needs. C. The performance evaluation process will include, but not be limited to, a performance evaluation on forms used by the Employer, the employee’s written signature or electronic acknowledgment of the forms, and other any comments (applicable only by the employee. A copy of the performance evaluation will be provided to the University- wide Nonsupervisoryemployee at the time of the review. The original performance evaluation forms, Supervisoryincluding the employee’s comments, and Health Care Professional/Laboratory Technical bargaining units)will be maintained in the employee’s personnel file. (3) Provision for D. If an employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that disagrees with their performance evaluation, the employee has seen and is aware the right to attach a rebuttal at any time. E. If an employee has been fully exonerated of misconduct in a disciplinary grievance or an arbitrator or the Employer determines that allegations of misconduct are false, then references to the misconduct in the performance evaluation will be removed. If the employer fails to remove the applicable portions of the performance evaluation, the failure to remove those references is subject to the grievance procedure. However, the Employer may retain this information in a legal defense file and it will only be used or released when required by a regulatory agency (acting in their regulatory capacity), in the defense of an appeal, legal action, or as otherwise required by law. F. The evaluation process is subject to the grievance procedure. The specific content of performance evaluations are not subject to the evaluation, but does not necessarily mean that the employee agrees with the evaluation contentgrievance procedure in Article 32." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. 34.1 ‌ 5.1 Objective‌ The Employer will evaluate employee work performance. The performance evaluation process will include performance goals and expectations that reflect the organization’s objectives. The performance evaluation process gives supervisors an opportunity to discuss performance goals and expectations with their employees and assess and review their performance with regard to those goals and expectations; and provide support to employees in their professional development, so that skills and abilities can be aligned with agency requirements. To recognize employee accomplishments and address performance issues in a timely manner, discussions between the employee and the supervisor will occur throughout the evaluation period. Performance evaluations shall problems should be performed brought to the attention of the employee to give the employee the opportunity to receive any needed additional training and/or to correct the problem before it is mentioned in an evaluation. Such discussions should be documented in the supervisor’s file. 5.2 Evaluation Process‌ A. Employee work performance will be evaluated prior to the completion of his or her probationary and trial service period and at least annuallyannually thereafter. Evaluations shall be based on job related Immediate supervisors will meet with employees to discuss performance factorsgoals and expectations. Performance evaluations shall not be used to initiate personnel actions such Employees will receive copies of their performance goals and expectations at the beginning of the evaluation period, as transfer, promotions or corrective disciplinary action, however evaluations may serve well as supporting documentation for personnel actions. Employee participation in notification of any modifications made during the development of evaluation materials and rating factors is encouragedreview period. 34.2 Evaluation Forms (a) Performance B. The supervisor will discuss the evaluation forms with the employee. The employee will at a minimum have the opportunity to provide feedback on the evaluation. The discussion may include the followingsuch topics as: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of Reviewing the employee’s performance; 2. Identifying ways the employee may improve his or her performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next evaluation appraisal period, ; and 5. Identifying employee training and development plans needs. C. The performance evaluation process will include, but not be limited to, a performance evaluation on forms used by the Employer, the employee’s written signature or electronic acknowledgment of the forms, and other any comments (applicable only by the employee. A copy of the performance evaluation will be provided to the University- wide Nonsupervisoryemployee at the time of the review. The original performance evaluation forms, Supervisoryincluding the employee’s comments, and Health Care Professional/Laboratory Technical bargaining units)will be maintained in the employee’s personnel file. (3) Provision for D. If an employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that disagrees with his or her performance evaluation, the employee has seen and the right to attach a rebuttal at any time. E. The evaluation process is aware of subject to the grievance procedure. The specific content of performance evaluations are not subject to the evaluation, but does not necessarily mean that the employee agrees with the evaluation contentgrievance procedure in Article 32." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. 34.1 The Employer will evaluate employee work performance according to established work standards and performance elements derived from an employee’s position description and shall include the regular and recurring duties assigned to the employee. Employees will be made aware of their specific work standards, performance elements, and work expectations upon initial appointment to their position. Work standards may change from time to time and include, but are not limited to, job elements such as: quality of work; quantity of work; work habits; conducting oneself with professionalism; taking action independently; meeting work commitments; and analyzing situations and materials. The performance evaluation process will include performance elements and standards that reflect the employee’s and the Departmental or Divisional objectives. Each performance element shall have performance standards. Performance evaluations elements and standards shall be performed specific, attainable, relevant, measurable, and fully consistent with an employee’s duties, responsibilities, and grade as described in their job description. Standards and elements will be job and outcome related, not trait related. Standards, elements, and the criteria for each rating level shall be provided to an employee in writing at least annuallythe outset of the rating period and changed during the period only after review with the employee. Annual performance evaluations will generally be conducted to coincide with an employee’s pay progression date. Performance ratings are as follows: Exceeds Standards. Meets Standards. Does not Meet Standards. If an employee does not have an opportunity to perform work described by a standard or element, that standard/element will not be considered in the performance appraisal process. Standards/elements will be applied fairly, objectively, and equitably. The Employer shall take into account equipment and resource problems, lack of training, and other matters outside of an employee’s control when applying standards/elements to performance. Pre-approved time away from the job including Sick Leave, Personal Leave days, Annual Leave, and authorized use of Union Representation Leave will not be considered negatively in the application of performance standards and elements. Evaluations shall fully take into account such approved absences in a measure of timeliness and quantity of work. Employees serving a six (6) month Probationary Period will be based on job related evaluated by an immediate supervisor at the completion of the second (2nd) and fifth (5th) months of employment. Employees serving a twelve (12) month Probationary Period will be evaluated by an immediate supervisor at the completion of the third (3rd), seventh (7th), and eleventh (11th) months. Employees will receive copies of each performance factors. Performance evaluations shall not report and official copies will be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation placed in the development of evaluation materials and rating factors is encouraged. 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include the following: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, studentsCentral Records Personnel File, and clients served), and v. Specific to copies may be maintained in the University-wide Supervisory Supervisor File and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals ’s Departmental or Divisional Personnel File for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units)reference. (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. 34.1 ‌ A. The Union shall have the opportunity to review and provide input to any future changes to the performance evaluation form. B. Performance evaluations results may be used as a guide to personnel actions, including, but not limited to, step movement, promotion, transfer, retention after the probationary period, demotion, and termination. C. New Employees in the bargaining unit on probationary status shall receive written performance evaluations from their immediate supervisor (not short term acting supervisor) at least midway through and at the completion of the probationary period. Employees will receive, at a minimum, a performance evaluation from their immediate supervisor (not short term acting supervisor) on an annual basis. The Borough may complete, or an Employee may request a performance evaluation at any time. D. If an Employee is expected to not meet performance expectations, the supervisor should notify the Employee verbally and followed up in writing, copying the Human Resources Director, far enough in advance to provide the Employee time to take corrective action. If a supervisor fails to complete the required performance evaluation timely, the Employee shall be performed at least annually. Evaluations eligible for the merit step. E. The evaluation process shall be based on job related in accordance with the following procedures: 1. The supervisor (reviewer) completes a draft of the performance factorsevaluation and forwards to their director for review and comment, prior to the reviewer meeting with the Employee. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation Specific examples are required in the development of performance evaluation materials and rating factors is encouragedfor any category rated as “does not meet expectations.” 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include 2. The supervisor meets with the following: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability evaluated Employee to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of discuss the content of the draft evaluation, but does not necessarily mean that including discussion of goals for the employee agrees with coming appraisal period. The supervisor completes the final evaluation. 3. The supervisor finalizes the evaluation contentand sends it to their supervisor for review, comment and signature." 4. The supervisor presents the final evaluation to the Employee who must sign their final evaluation to acknowledge receipt thereof, at the time of delivery. Employees may submit comments pertinent to the subject matter in the evaluation within five (5) Provision calendar days of receipt of the evaluation to their supervisor for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented incorporation with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation 5. No further comments or changes may be made on the form by management after it has been submitted to the Employee for final signature. 6. If an Employee's Supervisor is changed between scheduled evaluations, an evaluation report may be prepared by the outgoing Supervisor. Supervisors can evaluate only that performance which took place under their supervision. However, if the immediate supervisor is no longer available, the director shall complete the required evaluation. 7. If any changes occur in the job description due to automation, or technological advances in equipment, any Employee affected shall be adequately trained to operate or effectuate the automation or advances before being evaluated on these advances in equipment. 8. The original of alternative all evaluations shall be filed in the Employee’s official personnel files maintained in the Human Resources Department. This does not preclude the Department from retaining a copy of the evaluation in the departmental confidential files. 9. Upon an Employee's separation from Borough service, that Employee may receive a final performance evaluation models as contained on the Exit Interview Form, and the rehire eligibility section shall be completed prior to departure. A copy of this Exit Evaluation, if completed, and Exit Interview Form shall be placed in the Employee's personnel file, and a copy shall be provided to the Employee. F. Eligibility for step movement is dependent upon satisfactory job performance. Employees will advance to the next higher step on the salary on July 1st of each year, provided satisfactory performance as noted in a written performance evaluation, due on or before June 1st of each year. If the Employee received “does not meet expectations” performance rating in any category, they shall not be eligible for a step increase. Specific examples are required in the performance evaluation if any category denotes “does not meet expectations.” If an appropriate topic Employee is expected to not meet performance expectations, the supervisor should notify the Employee in advance so that the Employee can take corrective action. If a supervisor fails to complete the required performance evaluation timely, the Employee shall be eligible for Joint Labor Management Meetingsstep movement if applicable.

Performance Evaluation. 34.1 A. The Union shall have the opportunity to review and provide input to any future changes to the performance evaluation form. B. Performance evaluations results may be used as a guide to personnel actions, including, but not limited to, step movement, promotion, transfer, retention after the probationary period, demotion, and termination. C. New Employees in the bargaining unit on probationary status shall receive written performance evaluations from their immediate supervisor (not short term acting supervisor) at least midway through and at the completion of the probationary period. Employees will receive, at a minimum, a performance evaluation from their immediate supervisor (not short term acting supervisor) on an annual basis. The Borough may complete, or an Employee may request a performance evaluation at any time. D. If an Employee is expected to not meet performance expectations, the supervisor should notify the Employee verbally and followed up in writing, copying the Human Resources Director, far enough in advance to provide the Employee time to take corrective action. If a supervisor fails to complete the required performance evaluation timely, the Employee shall be performed at least annually. Evaluations eligible for the merit step. E. The evaluation process shall be based on job related in accordance with the following procedures: 1. The supervisor (reviewer) completes a draft of the performance factorsevaluation and forwards to their director for review and comment, prior to the reviewer meeting with the Employee. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation Specific examples are required in the development of performance evaluation materials and rating factors is encouragedfor any category rated as “does not meet expectations.” 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include 2. The supervisor meets with the following: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability evaluated Employee to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of discuss the content of the draft evaluation, but does not necessarily mean that including discussion of goals for the employee agrees with coming appraisal period. The supervisor completes the final evaluation. 3. The supervisor finalizes the evaluation contentand sends it to their supervisor for review, comment and signature." 4. The supervisor presents the final evaluation to the Employee who must sign his/her final evaluation to acknowledge receipt thereof, at the time of delivery. Employees may submit comments pertinent to the subject matter in the evaluation within five (5) Provision calendar days of receipt of the evaluation to their supervisor for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented incorporation with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation 5. No further comments or changes may be made on the form by management after it has been submitted to the Employee for final signature. 6. If an Employee's Supervisor is changed between scheduled evaluations, an evaluation report may be prepared by the outgoing Supervisor. Supervisors can evaluate only that performance which took place under their supervision. However, if the immediate supervisor is no longer available, the director shall complete the required evaluation. 7. If any changes occur in the job description due to automation, or technological advances in equipment, any Employee affected shall be adequately trained to operate or effectuate the automation or advances before being evaluated on these advances in equipment. 8. The original of alternative all evaluations shall be filed in the Employee’s official personnel files maintained in the Human Resources Department. This does not preclude the Department from retaining a copy of the evaluation in the departmental confidential files. 9. Upon an Employee's separation from Borough service, that Employee may receive a final performance evaluation models as contained on the Exit Interview Form, and the rehire eligibility section shall be completed prior to departure. A copy of this Exit Evaluation, if completed, and Exit Interview Form shall be placed in the Employee's personnel file, and a copy shall be provided to the Employee. F. Eligibility for step movement is dependent upon satisfactory job performance. Employees will advance to the next higher step on the salary on July 1st of each year, provided satisfactory performance as noted in a written performance evaluation, due on or before June 1st of each year. If the Employee received “does not meet expectations” performance rating in any category, they shall not be eligible for a step increase. Specific examples are required in the performance evaluation if any category denotes “does not meet expectations.” If an appropriate topic Employee is expected to not meet performance expectations, the supervisor should notify the Employee in advance so that the Employee can take corrective action. If a supervisor fails to complete the required performance evaluation timely, the Employee shall be eligible for Joint Labor Management Meetingsstep movement if applicable.

Performance Evaluation. 34.1 Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged. 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include the followinghave: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.

Performance Evaluation. 34.1 Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged. 34.2 Evaluation Forms (a) Performance evaluation forms will at a minimum include the following: (1) A description of the job related factors upon which the evaluation is based. These will include: i. quality of work (e.g. competence, accuracy, neatness, thoroughness), ii. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels), iii. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), iv. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and v. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate). (2) Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University- University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). (3) Provision for employee comments. (4) Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content." (5) Provision for the evaluator and reviewer signatures, and reviewer comments. (b) The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation. (c) Implementation of alternative performance evaluation models is an appropriate topic for Joint Labor Management Meetings.