Performance Evaluations. 34.1. The Contractor is subject to an annual performance evaluation to be conducted by NYCDOT pursuant to the PPB Rules.
Performance Evaluations. Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.
Performance Evaluations.
(a) Where a formal evaluation of an employee's performance is carried out, the employee shall be given sufficient opportunity to meet with the Employer, read, review and ask questions about the evaluation. Employees will be paid for time incurred attending such meetings. The employee will be given up to seven days to read, review and sign the evaluation.
(b) The evaluation form shall provide for the employee's signature in two places, one indicating that the employee has read and accepts the evaluation, and the other indicating that the employee disagrees with the evaluation. An employee may initiate a grievance regarding the contents of an employee evaluation if the employee has signed in the place indicating disagreement with the evaluation.
(c) An employee evaluation shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this agreement.
(d) An employee shall receive a copy of his/her evaluation at time of signing.
(e) All performance evaluations shall be carried out in a confidential manner.
Performance Evaluations. See Article 18, Section 11, Performance Evaluations.
Performance Evaluations. A member's signature on any performance evaluation, if any, shall be viewed by the parties hereto only as a representation that he/she has read it. It shall not be viewed as a representation that a member has concurred in any or all of the contents or comments thereon. The performance evaluation will be used to provide feedback to members to improve performance, guide their professional development, and for promotional opportunities, if applicable. The original of the completed performance evaluation will be maintained in the member’s personnel file.
Performance Evaluations. Employees shall be given the opportunity to sign the performance evaluation, but such signing does not indicate acceptance or rejection of the evaluation. The employee shall be the final signature and shall receive a copy of the performance evaluation at the time he/she signs it. Performance evaluations shall not be signed or presented by another employee covered by this Agreement. If the Appointing Authority adds comments to the performance evaluation after the evaluation has been signed by the employee, the Appointing Authority shall notify the employee of the change. The employee shall have twenty (20) calendar days from the date of the receipt of the finalized appraisal to file a written response in the employee's personnel file. Pursuant to Minnesota Management & Budget Administrative Procedure No. 20, an employee may appeal his/her performance rating to the Appointing Authority within thirty (30) calendar days of the official date of rating. The decision of the Appointing Authority is final. At the employee's request a Union Representative may be present during the appeal meeting(s). Upon request, an employee is entitled to a copy of his/her current position description. Upon request of a local union, an Appointing Authority shall develop an internal appeal system to review disputes regarding the accuracy of position descriptions. The Appointing Authority shall meet and confer with the local union prior to implementation of the appeal system. Such position descriptions shall not be grievable.
Performance Evaluations. TxDOT will conduct performance evaluations of the DB Contractor’s major team members, consultants and subcontractors. These evaluations will be conducted annually at twelve month intervals during the term of this DBA, upon termination of this DBA, and when TxDOT determines that work is materially behind schedule or not being performed according to the requirements of this DBA. DB Contractor agrees to cooperate in the conducting of these evaluations.
Performance Evaluations. Prior to implementing procedures for ASF Members’ performance evaluations, the President/designee shall meet and confer with the Campuses Association. The instruments and procedures shall be uniform throughout the campus. Each ASF Member shall be evaluated regularly in accordance with these procedures. Job performance deficiencies noted in this evaluation are to be addressed in a plan for performance improvement developed by the supervisor after consultation with the ASF Member.
Performance Evaluations. The Consultant’s performance shall be evaluated periodically in accordance with the schedule set forth in APPENDIX D of this Contract. Final Consultant evaluations for Contracts executed after July 1, 2010, shall be considered in the future Consultant selection process as outlined in the APPENDIX D.
Performance Evaluations. Section 16.1 The Employer’s performance evaluation system as applied to Employees will be fair, equitable, objective and job related. There shall be at least one (1) annual performance planning and one (1) final evaluation completed in accordance with Human Resources Policies and Procedures.
Section 16.2 The parties agree that the departments will make a reasonable attempt to complete the performance evaluation process and submit the appropriate documentation to Human Resources to ensure timely processing of performance increases, when applicable.
Section 16.3 The completed performance evaluation shall be placed in the Employee’s personnel file after he/she has signed and received a copy of the evaluation (Performance, Planning and Review Record), or after the Employee’s supervisor and an exempt witness sign affirming that the Employee has refused to sign. While Employees are required to sign the performance evaluation form, the Employee’s signature does not imply agreement with the contents of the evaluation, but indicates only that the Employee has received a copy. Employees may have three (3) working days to provide any relevant written comments concerning the evaluation. A first refusal to sign shall result in a written employee counseling. Any subsequent refusal shall result in a disciplinary action review.
Section 16.4 If Management adds comments to the evaluation after the evaluation has been signed by the Employee, Management shall notify the Employee of the change and said changes shall be initialed and dated by Employee.
Section 16.5 Any Employee covered by this Agreement, or union representative with written signed authorization from the Employee, shall have the right to examine the contents of his/her personnel file in the respective department or Human Resources Department.
