Common use of Performance Evaluations and Effect of Job Performance on Salary Clause in Contracts

Performance Evaluations and Effect of Job Performance on Salary. There will be no step increase of any kind as a result of a NOT ACCEPTABLE rating on the employee’s performance evaluation. There will be no subsequent increase in wages until the NOT ACCEPTABLE rating has improved to at least the MEETS OVERALL STANDARDS level. If performance is rated NOT ACCEPTABLE, the employee will be rated every 90 days for nine months, with the first 90-day rating being called a performance status report, which is not an official performance evaluation. If the employee receives a performance rating of at least satisfactory (MEETS OVERALL STANDARDS) by the end of either the six-month or at the nine-month review period, he/she shall receive the salary increase that had been delayed. The salary increase will become effective as of the pay period following the date on which the employee has brought his/her performance rating up to at least the satisfactory (MEETS OVERALL STANDARDS) level. If the performance evaluation is not completed in accordance with the review schedule set forth in this provision (i.e. the evaluation is late), the salary increase shall be retroactive to the pay period following the date on which the evaluation was due, providing the employee has brought his/her overall performance up to a MEETS OVERALL STANDARDS level. In addition, there shall be no step increase of any kind as a result of two consecutive BELOW SATISFACTORY ratings on the employee’s performance evaluation. The employee will be rated every 90 days for nine months. If the employee receives a performance rating of MEETS OVERALL STANDARDS by the end of either the six-month review period or at the nine-month review period, he/she shall receive the salary increase that had been delayed. The salary increase will become effective as of the pay period following the date on which the employee has brought his/her performance evaluation rating up to the MEETS OVERALL STANDARDS level. If the performance evaluation is not completed in accordance with the review schedule set forth in this provision (i.e. the evaluation is late), the salary increase shall be retroactive to the pay period following the date on which the evaluation was due, providing the employee has brought his/her overall performance up to a MEETS OVERALL STANDARDS level. Employees who have reached Step 6 of the salary range shall continue to receive an annual performance evaluation but will not receive an overall rating.

Performance Evaluations and Effect of Job Performance on Salary. There A. The City Attorney or his/her designee shall evaluate in writing the performance of employees on the following schedule: (1) Once at the conclusion of the first six months of employment. (2) At the conclusion of the first year of employment. (3) Annually thereafter on or about the employee’s date of entrance anniversary. B. The City Attorney may authorize one or more salary step increases, as outlined in Section 2.02.E, and/or promotion to Deputy Attorney II or Deputy Attorney III. The City Attorney shall consider the employee’s productivity, quality of work and equity of the employee’s pay when making a determination as to whether or not an employee merits a salary step increase or promotion. Prior to,or contemporaneous with, the employee’s annual performance evaluation, the employee may submit a written request that he/she be considered for a step increase and/or promotion. C. An overall BELOW SATISFACTORY or NOT ACCEPTABLE rating may be given on the employee’s prescribed periodic performance evaluation if the employee is rated BELOW SATISFACTORY or NOT ACCEPTABLE in one or more essential job functions, as established by the City Attorney, or in the employee’s job performance taken as a whole. Notwithstanding any provision contained herein, there will be no step increase in wages of any kind as a result of a NOT ACCEPTABLE less than satisfactory rating on in one or more essential job functions, as established by the City Attorney, or in the employee’s job performance evaluationtaken as a whole. There will be no subsequent increase increases in wages until the NOT ACCEPTABLE less than satisfactory rating in an essential job function or the employee’s job performance taken as a whole has improved to at least the MEETS OVERALL STANDARDS SATISFACTORY level. If performance is rated NOT ACCEPTABLE, the An employee will be rated every 90 days for nine months, with the first 90-day rating being called a performance status report, which is not an official performance evaluation. If the employee who receives a less than satisfactory rating in an essential job function, as established by the City Attorney, or in the employee’s overall job performance taken as a whole, shall receive a follow-up evaluation in six months to assess progress in correcting performance problems. A follow-up evaluation in which the job performance rating of at least in the essential job function or in the employee’s overall job performance taken as a whole is still less than satisfactory (MEETS OVERALL STANDARDS) by the end of either the six-month or may, at the nine-month sole discretion of the City Attorney, result in disciplinary action, including demotion or termination. An employee who receives an overall performance evaluation rating of BELOW SATISFACTORY or NOT ACCEPTABLE may request review periodof the rating by a panel consisting of the Assistant City Attorney, he/she Chief Deputy City Attorney of the employee’s Division, and a third Deputy City Attorney of the employee’s choice who shall receive review the salary increase that had been delayedrating and make recommendations to the City Attorney in writing. The salary increase will become effective as City Attorney shall consider the recommendations of the pay period following the date on which the employee has brought DocuSign Envelope ID: 8800676A-CA16-47BA-80D8-278E7F42BBBE DocuSign Envelope ID: BFBD4C69-8EA2-4241-9C78-DE1270B373C7 panel and respond with his/her performance rating up to at least the satisfactory (MEETS OVERALL STANDARDS) level. If the performance evaluation is not completed final decision including reasons, in accordance with the review schedule set forth in this provision (i.e. the evaluation is late), the salary increase shall be retroactive to the pay period following the date on which the evaluation was due, providing the employee has brought his/her overall performance up to a MEETS OVERALL STANDARDS level. In addition, there shall be no step increase of any kind as a result of two consecutive BELOW SATISFACTORY ratings on the employee’s performance evaluation. The employee will be rated every 90 days for nine months. If the employee receives a performance rating of MEETS OVERALL STANDARDS by the end of either the six-month review period or at the nine-month review period, he/she shall receive the salary increase that had been delayed. The salary increase will become effective as of the pay period following the date on which the employee has brought his/her performance evaluation rating up to the MEETS OVERALL STANDARDS level. If the performance evaluation is not completed in accordance with the review schedule set forth in this provision (i.e. the evaluation is late), the salary increase shall be retroactive to the pay period following the date on which the evaluation was due, providing the employee has brought his/her overall performance up to a MEETS OVERALL STANDARDS level. Employees who have reached Step 6 of the salary range shall continue to receive an annual performance evaluation but will not receive an overall ratingwriting.

Performance Evaluations and Effect of Job Performance on Salary. There A. The City Attorney or his/her designee shall evaluate in writing the performance of employees covered herein on the following schedule: (1) Once at the conclusion of the first six (6) months of employment. (2) At the conclusion of the first year of employment. (3) Annually thereafter on or about the employee’s date of entrance anniversary. B. The City Attorney may authorize one or more salary step increases, as outlined in subsection E of Section 2.02, and/or promotion to Deputy Attorney II or Deputy Attorney III. The City Attorney shall consider the employee’s productivity, quality of work and equity of the employee’s pay when making a determination as to whether or not an employee merits a salary step increase or promotion. Prior to, or contemporaneous with, the employee’s annual performance evaluation, the employee may submit a written request that he/she be considered for a step increase and/or promotion. C. An overall BELOW SATISFACTORY or NOT ACCEPTABLE rating may be given on the employee’s prescribed periodic performance evaluation if the employee is rated BELOW SATISFACTORY or NOT ACCEPTABLE in one or more essential job functions, as established by the City Attorney, or in the employee’s job performance taken as a whole. Notwithstanding any provision contained herein, there will be no step increase in wages of any kind as a result of a NOT ACCEPTABLE less than satisfactory rating on in one or more essential job functions, as established by the City Attorney, or in the employee’s job performance evaluationtaken as a whole. There will be no subsequent increase increases in wages until the NOT ACCEPTABLE less than satisfactory rating in an essential job function or the employee’s job performance taken as a whole has improved to at least the MEETS OVERALL STANDARDS SATISFACTORY level. If performance is rated NOT ACCEPTABLE, the An employee will be rated every 90 days for nine months, with the first 90-day rating being called a performance status report, which is not an official performance evaluation. If the employee who receives a performance less than satisfactory rating of at least satisfactory (MEETS OVERALL STANDARDS) in an essential job function, as established by the end of either the six-month City Attorney, or at the nine-month review period, he/she shall receive the salary increase that had been delayed. The salary increase will become effective as of the pay period following the date on which the employee has brought his/her performance rating up to at least the satisfactory (MEETS OVERALL STANDARDS) level. If the performance evaluation is not completed in accordance with the review schedule set forth in this provision (i.e. the evaluation is late), the salary increase shall be retroactive to the pay period following the date on which the evaluation was due, providing the employee has brought his/her overall performance up to a MEETS OVERALL STANDARDS level. In addition, there shall be no step increase of any kind as a result of two consecutive BELOW SATISFACTORY ratings on the employee’s overall job performance evaluation. The employee will be rated every 90 days for nine months. If the employee receives taken as a performance rating of MEETS OVERALL STANDARDS by the end of either the six-month review period or at the nine-month review period, he/she whole shall receive the salary increase that had been delayed. The salary increase will become effective as of the pay period following the date on which the employee has brought his/her performance a follow-up evaluation rating up to the MEETS OVERALL STANDARDS level. If the performance evaluation is not completed in accordance with the review schedule set forth in this provision (i.e. the evaluation is late), the salary increase shall be retroactive to the pay period following the date on which the evaluation was due, providing the employee has brought his/her overall performance up to a MEETS OVERALL STANDARDS level. Employees who have reached Step 6 of the salary range shall continue to receive an annual performance evaluation but will not receive an overall rating.six