Common use of Performance Evaluations Clause in Contracts

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) An Employee will receive an annual performance shall evaluation, as well as oral and/or written feedback regarding their performance during the year. The annual performance evaluation will be evaluated based upon job related criteria, goals and communicated on a yearly basis as required timeframes set forth in an Employee’s position specification and work plan created under County policyArticle 24 of this Agreement. Performance evaluations are used will include a written self-evaluation, a written employer evaluation, and a face-to-face meeting between the Employee and the Employee’s supervisor, which may be conducted via remote technology. The evaluation will be placed in an Employee’s personnel file, along with any response to demonstrate the evaluation provided by the Employee. An Employee will be provided with a copy of their annual evaluation. As part of an Employee’s evaluation, supervisors shall provide an opportunity for employees to employees discuss growth opportunities and to review the Employee’s position specification and work plan. Reclassifications will also be considered during the evaluation. Annual evaluations will be completed by March 1. (b) If, during the evaluation cycle, an Employee’s supervisor determines that they are valued; record how an employeethe Employee’s performance meet is not meeting the requirements Employer’s legitimate expectations, the Employee and the Union will be notified and a Performance Improvement Plan (PIP) will be developed by the supervisor, with assistance from Human Resources if necessary. An Employee will be provided with a copy of their PIP. A PIP will include: a description of the jobEmployee’s performance; create a job history recordthe expected performance improvements and the timeline for those expected improvements to be demonstrated; identify employee strengths and areas for enhancement; resources, if any, offered by the Employer to assist the employee and supervisor in an effort to attain the highest level of performanceEmployee; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which the anticipated next step (including discipline) if the PIP is more than two (2) years old will not be referenced in performance evaluationssuccessfully completed. The County PIP will last for up to 90 calendar days, but nothing 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 preclude the Employer from discharging an employee who does not agree with Employee before the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt conclusion of a PIP period when an Employee’s actions so warrant pursuant to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution Article 21 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 issuesthis Agreement. If the issues are not resolved PIP is issued to an Employee within 90 days of an Employee’s scheduled evaluation date, the employee’s satisfaction following discussion with evaluation date will be temporarily extended until the end of the PIP period. An Employee who successfully completes a PIP after a temporarily extended evaluation date will be compensated at the appropriate managerrate from the date that the evaluation was originally due. (c) If an Employee does not successfully complete a PIP, the employee Employee will be provided with a final opportunity to meet the Employer’s legitimate expectations, which will last no longer than 90 days. If the Employee successfully completes this period in circumstances where there was a temporarily extended evaluation date, any adjustment to compensation will take effect only from the beginning of this period. If the Employee does not successfully complete this period, the Employee may be disciplined, up to and including discharge. (d) An Employee will not receive an annual performance evaluation rated below “Meets or Sometimes Exceeds Expectations,” unless the Employee has received documented feedback of performance concerns from their supervisor through counseling, mandatory training, or a PIP. (e) If an Employee does not receive their annual performance evaluation 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 its due date it will be deemed “late,” and the desired changes in evaluation will default to “Meets or Sometimes Exceeds Expectations” until the written evaluation is submitted. If the submitted evaluation is “Below Requirements and Expectations,” the Employee will receive a pay adjustment beginning when the evaluation is submitted. If the Employee is rated “Distinguished,” the Employee will receive any pay adjustment due to that rating made retroactively to the original due date of the performance evaluation. For fiscal years 2024, 2025, and 2026 only, the department head shall meet with Employer and the employee to discuss Union agree that the issues. Within ten previous two sentences do not apply. (10f) working days of said meeting, the department head shall respond in writing An Employee may challenge a performance evaluation rating below “Meets or Sometimes Exceeds Expectations” through a grievance up to the employeeCity Manager. The decision of the Department Head shall be final and not subject City Manager is final. (g) Employees may during their performance evaluation share their feedback of their supervisor’s performance in their role as supervisor. Employees may also provide their feedback to the grievance procedureHuman Resources Director, and the name and position of the employee will not be shared with the supervisor. An employee may submit a written response Employees are encouraged to his/her offer their full opinion and will not be retaliated against for providing honest feedback. (h) If the Employer decides to implement changes to the evaluation process for employees that shall be placed in his/her personnel file.are not addressed specifically by this Agreement, it will give the Union at least thirty

Performance Evaluations. Employee (a) The performance evaluation of any employee 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 established University Policy and departmental policy. Performance evaluations treated as confidential information between the employee and disciplinary matters shall only be conducted by County employees. When an the University, unless the employee who does not agree chooses to share it with the overall rating he/Union. The results of such an evaluation shall not be used for the purpose of denying continuation in the academic program in which she receives on his/her written performance evaluation, he/she is currently registered. Employees shall discuss and attempt to resolve the differences be provided with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution a copy 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 meetingsuch evaluation. The performance evaluation shall not be included in the employee’s academic file. Where no evaluation has been carried out, it shall be understood that the department head performance has been satisfactory. (b) An employee’s work performance shall respond not be applied in writing any form against her academic pursuits at the University except with the written request of that employee. An employee’s academic record shall not impact upon an employee’s employment at the University except how such record may affect any decision under 11.06 (c). (a) A performance evaluation shall not be included in an employee’s academic record. (b) Once per semester an employee may request that her work performance be evaluated in accordance with this Article. (c) Prior to the performance evaluation, an employee may submit documentation she feels is relevant to her evaluation. (d) Self-­‐evaluation cannot be used to discipline or deny work to an employee. 13.03 There shall be no electronic monitoring of employees by any member of the University, for any purpose without the written consent of the employee. The decision Such consent may be withdrawn at any time, in writing. 13.04 Employees shall be given at least five (5) days notice that a performance evaluation is to be conducted. Such evaluation shall take place at a mutually agreeable time. 13.05 All evaluations shall be in writing and based solely on the performance of those duties specified in the ‘Assignment of Work Agreement’ (Appendix F) as completed and signed by the employee and the supervisor. (a) Student evaluations of Teaching Assistants may form only one part of the Department Head shall information considered in the evaluation of employee performance. (b) In the event that student evaluations do form part of an employee evaluation, those student evaluations will not be final and the sole purpose for denying a job to an employee. (c) Unsigned comments from student evaluations will not subject be used unless agreed to by the employee. 13.07 Where an employee challenges her performance evaluation, through the grievance procedure. An , the employee and/or Union, prior to the first meeting as specified in the Grievance Procedure, may submit request in writing (and shall receive within five (5) days of such request), any records and/or documentation that were used as a written response to his/her evaluation that shall be placed in his/her personnel filebasis for the evaluation.

Performance Evaluations. Employee ‌ A. Each immediate supervisor under whom the unit member has served for sixty (60) working days or more during any rating period, shall evaluate the unit member by means of a performance evaluation. B. The following schedule 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 followed for the requirements completion 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: 1. Non-recurring discipline history For regular probationary unit members by the end of the fourth month of service. 2. For all regular permanent unit members: at least once each year. 3. For any regular unit member at the time a critical incident (which beneficially or adversely affects the public service) occurs. Such a performance evaluation is more than two (2) years old will not considered a legitimate record of the District's continuing appraisal of its unit members. C. The following procedure shall be referenced adhered to in regard to the performance evaluationsevaluation: 1. The County performance evaluation shall ensure employee be completed by the unit member’s immediate supervisor. 2. The performance evaluations are conducted in accordance with County and departmental policyevaluation shall be completed on forms prescribed by the District. 3. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with Upon completing the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve after approval from 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 immediate supervisor shall present it to the unit member and give them an opportunity to discuss it. 4. The unit member may within thirty request a follow up meeting to review the performance ratings with the Evaluator and Union representative if the evaluation states discipline is likely to occur. Such a review meeting shall be scheduled with the Evaluator in advance of a mutually acceptable time but in no event beyond ten (3010) working days file days. 5. The unit member shall then sign the performance evaluation at the time of the meeting in order to acknowledge their receipt, which does not indicate their agreement, andthey shall retain a written request for a meeting with signed copy. In the department head. Within fourteen (14) working days of receipt of a written request stating event the unresolved issues and unit member is no longer supervisedby the desired changes in person preparing the written performance evaluation, it may be delivered by mail. 6. The unit member shall have the department head shall meet with the employee right to discuss the issues. Within respond to any performance evaluation within ten (10) working days of said meetingafter the date the performance evaluation was received. The unit member shall submit a response to the performance evaluation and provide it to the immediate supervisor, the department head shall respond in writing immediate supervisor’s manager, and to the employeeHuman Resources office to attach it to the performance evaluation for placement in the personnel file. 7. The decision substance of any performance evaluation, including the observations, opinions, and conclusions of the Department Head evaluator, shall not be final and not subject to the provisions of the grievance procedure. An employee may submit article of this Agreement. D. When a written response to his/her evaluation that unit member assumes the duties and responsibilities of a higher classification on a temporary basis for at least four (4) months, one (1) or more performance evaluations shall be placed completed for that period of time and shall be retained in his/her their personnel file. E. When a performance evaluation is due for a unit member who is currently working in a temporary assignment, the permanent supervisor and the temporary supervisor shall both have input on the performance evaluation and the performance evaluation shall be given by the current supervisor.

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 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. Employee 1. Employees in probationary status shall receive written performance evaluations midway through and at the completion of the probationary period. Permanent employees not in probationary status in a job class shall receive written evaluations on their merit anniversary date. Evaluations shall become due fifteen (15) calendar days prior to the mid-probationary period, completion of probation and the merit anniversary date. The Employer will make every effort to see that the evaluations are received in a timely manner. 2. The fact that an evaluation is late shall not delay the transition from probationary to permanent status. 3. It shall be evaluated the responsibility of the Employer to provide for uniformity of the application of standards by different rating officers by providing the "Rater's Guide" to raters who have the responsibility for evaluating bargaining unit members. 4. Prior to signing and communicated on a yearly basis as required under County policy. Performance evaluations are used finalizing an evaluation, the rater will discuss the evaluation in draft form with the employee, in part to demonstrate assist the employee in understanding the degree to employees that they are valued; record how an employee’s performance meet which he or she is meeting 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 standardsposition. 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 Employees will not be referenced in required to concur with the performance evaluationsevaluation report. 5. 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 An employee who does not agree is dissatisfied 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 any 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 managermay, 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 meetingdiscussing the evaluation with the rater and prior to finalization of that evaluation, the department head shall respond in writing make a written rebuttal to it which will be attached to the evaluation and become a part of the employee's personnel record. B. Employees may request a written performance evaluation at reasonable intervals. C. Nonpermanents will receive a written evaluation on completion of ninety (90) calendar days of employment or on termination, whichever comes first. The decision evaluation will be reviewed by the rater with the nonpermanent and become part of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/his or her evaluation that record. D. Performance evaluations shall be placed in his/her the bargaining unit member's personnel file.

Performance Evaluations. Employee performance 1. Each member of the bargaining unit shall be rated or evaluated with respect to performance efficiency twice during the employee's probation period 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 once during each 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 following two (2) years old will not be referenced in performance evaluationscalendar years. The County shall ensure employee performance evaluations are conducted in accordance with County supervisor may request an observation or visitation at a mutually agreeable time and departmental policylength 2. 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 The first 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 be completed within thirty (30) working days file of the first half of the probation period. The second evaluation shall be completed within thirty (30) days of the probation period unless the employee is given a probationary removal, in which case the final evaluation will be made at the time of the removal. A probationary removal not accompanied by the appropriate probationary performance evaluation will not be accepted or processed. 3. All bargaining unit employees who have completed three (3) years of employment in the same position shall be evaluated once every three (3) years. The evaluation shall summarize the employee‘s performance since the proceeding evaluation date. Employees shall be evaluated by May 15 of each year. 4. All employees who have been transferred or promoted to a new bargaining unit position (see below) shall be evaluated annually for the first three (3) years in that position. Afterward they will be on the three (3) years cycle. 5. Either the bargaining unit employee or supervisor may request additional written evaluations by notifying the other party in writing. These evaluations shall be completed within one hundred and twenty (120) calendar days from when the request for is received. 6. The immediate Supervisor shall evaluate each employee. If an employee has been reassigned to a meeting new Supervisor within one (1) month of the evaluation date, the new Supervisor shall consult with the department headprevious Supervisor in completing the evaluation if possible. 7. Within fourteen (14) working days Upon completion of receipt of a written request stating the unresolved issues and Performance Evaluation Form by the desired changes in the written performance evaluationrater, the department head rater 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 evaluation with the employee. The decision employee shall sign the evaluation to indicate that he/she received a copy of the Department Head shall completed form. The employee's signature merely indicates an acknowledgement that the employee has received a copy of the evaluation; it does not necessarily indicate agreement with its contents. 8. Each employee shall, upon request, be final and not subject to entitled to: a. A review by the grievance procedure. An employee may submit a written response to employee's rater; AND b. A review by the appointing authority or his/her evaluation that shall be placed in his/her personnel filedesignee. 9. See Appendix B.

Performance Evaluations. Employee 1. Each member of the bargaining unit shall be rated or evaluated with respect to performance efficiency twice during the employee's probation period and once during each of the following two (2) calendar years. The supervisor may request an observation or visitation at a mutually agreeable time and length 2. The first performance evaluation shall be completed within thirty (30) days of the first half of the probation period. The second evaluation shall be completed within thirty (30) days of the probation period unless the employee is given a probationary removal, in which case the final evaluation will be made at the time of the removal. A probationary removal not accompanied by the appropriate probationary performance evaluation will not be accepted or processed. 3. All bargaining unit employees shall be evaluated and communicated on a yearly basis as required under County policyonce every two (2) years. Performance evaluations are used to demonstrate to employees that they are valued; record how an The evaluation shall summarize the employee’s performance meet since the requirements proceeding evaluation date. Employees shall be evaluated by May 15 of each year. 4. All employees who have been transferred or promoted to a new bargaining unit position (see below) shall be evaluated annually for the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor first three (3) years in an effort to attain the highest level of performance; and reinforce performance standardsthat position. Every effort Afterward they will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than on the two (2) years old will not cycle. 5. Either the bargaining unit employee or supervisor may request additional written evaluations by notifying the other party in writing. These evaluations shall be referenced in performance evaluationscompleted within one hundred and twenty (120) calendar days from when the request is received. 6. The County immediate Supervisor shall ensure employee performance evaluations are conducted in accordance with County and departmental policyevaluate each employee. Performance evaluations and disciplinary matters shall only be conducted by County employees. When If an employee who does not agree has been reassigned to a new Supervisor within one (1) month of the evaluation date, the new Supervisor shall consult with the overall rating he/she receives on his/her written performance evaluationprevious Supervisor in completing the evaluation if possible. 7. Upon completion of the Performance Evaluation Form by the rater, he/she the rater shall discuss and attempt to resolve the differences evaluation 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 employee shall sign the evaluation to indicate that he/she received a copy of the Department Head shall completed form. The employee's signature merely indicates an acknowledgement that the employee has received a copy of the evaluation; it does not necessarily indicate agreement with its contents. 8. Each employee shall, upon request, be final and not subject to entitled to: a. A review by the grievance procedure. An employee may submit a written response to employee's rater; AND b. A review by the appointing authority or his/her evaluation that shall be placed in his/her personnel filedesignee. 9. See Appendix B.

Performance Evaluations. Employee (a) The performance evaluation of any employee shall be evaluated conducted in accordance with established University policy and communicated on a yearly basis treated 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 confidential information between the employee and supervisor the University, unless the employee chooses to share it with the Union. The results of such an evaluation shall not be used for the purpose of denying continuation in an effort to attain the highest level academic program in which she is currently registered. Employees shall be provided with a copy of performance; and reinforce the evaluation within ten (10) days of such evaluation. The performance standards. Every effort will evaluation shall not be made to include substantiated information within an included in the employee’s academic file. (b) An employee’s work performance shall not be applied in any form against her academic pursuits at the University except with the written request of that employee. If an Employee is also a student at the University her academic record shall not impact her employment in the Bargaining Unit unless required as part of the University’s hiring criteria. (c) It is recognized by the University and CUPE Local 3913 that formal performance evaluation is one component in administering performance evaluation. Non-recurring discipline history which is more than Chairs shall ensure that, at least once a semester, they engage employees in constructive, on-­‐going dialogue about aspects of the employee’s performance. Such informal and ongoing dialogue shall not form part of the information provided to the Tenure and Promotion Committee for performance evaluation purposes. Self-­‐ evaluation, if used, shall only form part of the constructive, ongoing dialogue, and shall not form part of the formal process. 13.02 Performance evaluations of employees shall be conducted by the Department Tenure and Promotion Committee. Such committee shall consist of the Chair of the Department and at least two (2) years old Faculty members. 13.03 Employees shall be informed of the Tenure and Promotion Committee’s guidelines, prior to being evaluated. Evaluations are intended to be constructive and developmental in nature. 13.04 There shall be no electronic monitoring of employees by any member of the University, for any purpose without the written consent of the employee. Such consent may be withdrawn at any time, in writing. 13.05 Employees shall be given at least five (5) days notice that a performance evaluation is to be conducted. Such evaluation shall take place at a mutually agreeable time. 13.06 All performance evaluations shall be in writing and based solely on the duties associated with an employee's work assignment. Employees will be entitled upon request to the Chair, to review their file prior to it going before the Department Tenure and Promotion Committee. The employee shall be provided the opportunity to append any information to the file which the employee feels is relevant to the evaluation process. (a) Student evaluations of Sessional Lecturers may form only one part of the information considered in the evaluation of employee performance. (b) In the event that student evaluations do form part of an employee evaluation, those student evaluations will not be referenced in performance evaluations. The County shall ensure employee performance the sole purpose for denying a job to an employee. (c) Unsigned comments from student evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only will not be conducted used unless agreed to by County employees. When the employee. 13.08 Where an employee who does not agree with challenges her performance evaluation through 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 differencesGrievance Procedure, the employee may file a written request and/or Union, prior to meet with the next level of management. Said request shall state the unresolved issues and the specific changes first meeting as specified in the written performance evaluation the employee is seeking. The appropriate manager Grievance Procedure, may request in writing (and 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 receive within thirty five (305) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of such request), any records and/or documentation that were used as a written request stating basis for 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. 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 will make a good faith effort to ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by are intended to provide feedback to employees regarding their performance of County employeesduties. When an employee who does not agree with the overall rating rating, which 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 evaluation, which 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 's satisfaction following discussion with the appropriate manager, the employee may within thirty ten (3010) working days file a written request for a meeting with the department head. Within fourteen ten (1410) 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 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 Personnel file. Unit employees, who accrue at least twenty years of County service and who maintain a satisfactory performance rating, as determined by the annual performance review process, will receive a stipend of four percent (4%) of their base wages. Stipends of up to eight percent (8%) may be earned for performance determined to be outstanding. The bonus will be paid bi-weekly.

Performance Evaluations. 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. 1. 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 the Employee is expected to receive a “does not meet expectations”, the supervisor, prior to March 1st, shall notify the Employee in person and follow up in writing, copying the Human Resource Director, of the deficiency and expectations for improvement, so that the Employee has the opportunity to make corrective action. Performance issues arising after March 1st, that may negatively impact the performance ratings, will be communicated to the Employee immediately E. The evaluation process 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 the following procedures: 1. The Supervisor (reviewer) completes a draft of the performance evaluation and departmental policyforwards to their Director for review and comment for review, prior to the reviewer meeting with the Employee. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who Specific examples are required in the performance evaluation for any category rated as “does not agree meet expectations.” 2. The supervisor meets with the overall rating he/she receives evaluated Employee to discuss the content of the draft evaluation, including goals for the coming appraisal period. 3. The supervisor finalizes the evaluation and sends to their supervisor for review, comment and signature. 4. The supervisor presents the final evaluation to the Employee, who must sign their 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) calendar days of receipt of the evaluation to their supervisor for incorporation with the evaluation. 5. No further comments or changes may be made on his/her the form by management after it has been submitted to the Employee for final signature. 6. 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. 7. The original of 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 files, which shall be kept confidential. F. Upon an Employee's separation from Borough service, that Employee may receive a final performance evaluation 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. G. Eligibility for step movement is dependent upon satisfactory job performance. Employees will advance to the next higher step on the salary table on July 1st of each year, provided satisfactory performance as noted in a 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 due on or before June 1st 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 issueseach year. If the issues 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 resolved meet expectations.” If an Employee is expected to the employee’s satisfaction following discussion with the appropriate managernot meet performance expectations, the employee may within thirty (30) working days file supervisor should notify the Employee in advance so that the Employee can take corrective action. If a written request for a meeting with supervisor fails to complete 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 required performance evaluationevaluation timely, 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 Employee 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 fileeligible for step movement if applicable.

Performance Evaluations. Employee performance Each employee shall be evaluated after completing the Initial Probationary Period. The purpose of this initial evaluation is to determine whether the employee has performed in a manner that justifies changing the employee’s status to “Regular” or extending their probationary status. In addition to the initial evaluation, each employee shall be evaluated on an annual basis, with each evaluation to occur at or near the employee’s anniversary date. If, in the discretion of the City, the employee is performing at a less than satisfactory level, a meeting shall be held to discuss the performance issues. The employee shall be provided with written documentation regarding corrective actions that the employee needs to take. The purposes of conducting performance evaluations are to assess each employee’s performance of their job duties and communicated on a yearly basis as required under County policydetermine whether salary adjustments are appropriate. Performance evaluations are used to demonstrate to employees that they are valued; record how an shall be conducted in writing by the employee’s immediate supervisor, or his or her designee. The evaluations shall examine the employee’s performance meet of various categories set forth on the requirements evaluation form and shall also include an overall evaluation rating. Performance ratings of less than “satisfactory” shall include a written explanation for the job; create a job history record; identify rating and provide guidance to the employee strengths and areas for enhancement; to assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standardsachieving more favorable ratings. Every effort will Each evaluation shall 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 discussed with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve employee. Written evaluations may be adjusted by the differences with his/her immediate supervisor. If evaluator as a result of the discussion with his/her immediate supervisor does not result the employee. Once an evaluation is in resolution of final form following the differencesdiscussion with between the evaluator and the employee, 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 make a written request for a meeting with an appeal of the department headevaluation to the City Manager. Within fourteen (14) working days of receipt of a written request stating The City Manager shall hear 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 appeal within ten (10) working days of said meeting, receiving the department head shall respond in writing to the employee. The decision appeal request and provide a written response within thirty (30) days of the Department Head shall be final and appeal meeting. However, performance evaluations are not subject to the grievance procedureprocedures set forth in this MOU. An employee may Employees shall be permitted to submit a written response to his/her evaluation that any performance evaluation, which shall be placed attached to the evaluation and maintained in his/her the employee’s personnel file. If an employee receives an overall evaluation of less than “satisfactory”, the employee may be re-evaluated after a minimum of six (6) months to determine whether salary adjustments are appropriate. All delayed salary adjustments resulting from less than “satisfactory” performance evaluations shall be prospective and not retroactive, regardless of when the adjustment is made. An employee’s anniversary date does not change regardless of the number of evaluations that occur in a year and regardless of when the employee receives a salary adjustment.

Performance Evaluations. Employee 1. Employees in probationary status shall receive written performance evaluations midway through and at the completion of the probationary period. Permanent employees not in probationary status in a job class shall receive written evaluations on their merit anniversary date. Evaluations shall be evaluated and communicated on limited to a yearly basis as required under County policyperiod no greater than the preceding twelve (12) months. Performance Permanent employees: Evaluations shall become due thirty (30) calendar days after the merit anniversary date. The Employer will make every effort to see that the evaluations are used received in a timely manner. Probationary employees: Evaluations shall become due fifteen (15) calendar days prior to demonstrate the mid- probationary period and completion of probation. The Employer will make every effort to employees see that they the evaluations are valued; record how received in a timely manner. 2. The fact that an evaluation is late shall not delay the transition from probationary to permanent status. 3. It shall be the responsibility of the Employer to provide for uniformity of the application of standards by different rating officers by providing the "Rater's Guide" to raters who have the responsibility for evaluating bargaining unit members. If changes to the “Rater’s Guide” are proposed the State will give the Union a sixty (60) day notice and comment period before implementing the proposed changes. 4. Prior to signing and finalizing an evaluation, the rater will discuss the evaluation in draft form with the employee’s performance meet , in part to assist the employee in understanding the degree to which he or she is meeting 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 standardsposition. 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 Employees will not be referenced in required to concur with the performance evaluationsevaluation report. 5. 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 An employee who does not agree is dissatisfied 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 any 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 managermay, 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.ten

Performance Evaluations. Employee The University and the Union share a belief that the purposes of the performance evaluation system include the following: to clarify both management's goals for the position and the employee's goals; to monitor the employee's achievements and any areas of needed improvement; to facilitate communication between supervisors and employees about the employee's job duties and establish a framework for open, constructive feedback; and to encourage and develop plans for employee development and growth. This statement shall not be grievable. Performance Evaluations for each employee shall be submitted each year using a standard University evaluation form, wh i c h is completed and acknowledged online and submitted according to the timeline for non-union employees. Employees shall be evaluated by their appropriate administrator/supervisor. Employees shall be given advance notice prior to the evaluation meeting. If a performance review meeting becomes disciplinary in nature in the employee's judgment, the employee shall have the right to adjourn the meeting and communicated on reschedule it with a yearly basis as required under County policyunion xxxxxxx and Office of Human Resources representative present. Performance evaluations are used to demonstrate to employees that they are valued; record how an At the time of such evaluation, the employee’s 's specific job description, job duties and performance, and performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist evaluation standards, shall be reviewed by both the employee and the supervisor in an effort to attain discuss the highest level of performance; employee's performance for the past year and reinforce expectations for the upcoming year. Each employee has the right to submit written comments separately regarding the performance standards. Every effort evaluation which will be made filed with the evaluation. The employee's signature on the performance evaluation form signifies that the performance evaluation has been reviewed with the employee, but does not signify that the employee agrees with the evaluation. The employee shall be provided access to include substantiated information within an employee’s the completed electronic 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 the employee's official personnel file. Evaluations will not be submitted or used in any disciplinary action. Employees have the right to review their official personnel files upon request per Article IX.

Performance Evaluations. Employee Section 1 Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance shall be evaluated evaluation will: A. Improve employee satisfaction and communicated potentially reduce employee absenteeism, turnover, and grievances B. Serve as an important motivational tool and improve the quality of job performance. C. Enhance the ability to achieve School Department goals through improved supervisor- employee communications. D. Base personnel actions on objective, accurate and fair performance appraisals. E. Monitor the performance of probationary employees on a yearly basis as required under County policytimely basis. Performance evaluation is the review and rating of all factors relevant to an employee’s effectiveness on the job. It involves observation, guidance, training and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the Employer, it should be a continuous process. Performance evaluations are used should be seen primarily as a developmental tool. Its purpose is to demonstrate to employees that they are valued; record how assess an employee’s performance meet 's job-related strengths and weaknesses and develop his/her competence to the requirements fullest. In a correctly executed evaluation, the supervisor and the employee work together to find the means by which the employee's ability can be strengthened and directed. Section 2 Performance evaluations for probationary employees shall be made at the completion of the job; create a job history record; identify employee strengths first three (3) months of probationary service and areas again prior to the completion of their six (6) months of probationary service. Performance evaluations for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will non-probationary employees shall be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than once per year for the first three (3) years of service in a respective position and then once every two (2) years old will not thereafter. Evaluations shall be referenced completed by May 1' of each evaluation period. Such evaluation shall be recorded in performance evaluations. The County writing on the form in appendix C and shall ensure be based on the following criteria: A. Quality and quantity of work; B. Work habits; C. Work attitudes; D. Working relationships with others; and, E. Supervisory ability (if employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters supervises others). Section 3 Each employee shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on receive a written copy of his/her written performance evaluation, he/she evaluation and shall discuss and attempt be entitled to resolve fully participate in the differences with his/her immediate supervisor. If discussion evaluation exercise' with his/her immediate supervisor does not result and, if requested, discuss the evaluation with the reviewing supervisor. Maintenance employees will be evaluated by their respective supervisor. The Director of Administrative and Environmental Services or the Director of Engineering and Maintenance Services will review evaluations. Section 4 The Human Resources Department, shall receive and validate all evaluations and shall retain such evaluations, and evidence or materials submitted in resolution support of such evaluation, in the differences, the respective official personnel file of each employee. Section 5 Any evaluation so retained in respect of any employee may be reviewed by such employee in the Human Resources Department at any reasonable time upon prior written notice, or whenever otherwise mutually agreed upon by the Human Resource department and the employee. An employee shall have the right to file a written request statement in response to meet with any such evaluation. Section 6 An employee may not grieve the next level substance of managementhis/her evaluation, except where such evaluation results in a negative action. Said request shall state Employees may grieve the unresolved issues and evaluation procedure if the specific changes process is not as set out in the written performance evaluation the employee is seekingpreceding sections of this Article. 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 managerAPPENDIX A MAINTENANCE SALARY SCHEDULE Skilled Worker I Hourly $23.85 $23.97 $24.21 $24.69 Storekeeper, the employee may within Groundskeeper Weekly $889.96 $889.96 $925.89 $987.72 Cement Finisher, MEO, HEO Bi-Weekly $1,779.91 $1,779.91 $1,851.78 $1,975.45 Skilled Tradesman I Hourly $24.39 $24.51 $24.76 $25.25 Painter, Xxxxxxxxx Weekly $910.16 $910.16 $946.90 $1,010.09 Bi-Weekly $1,566.19 $1,566.19 $1,629.43 $2,020.18 Licensed Tradesman I Hourly $25.54 $25.67 $25.92 $26.44 Plumber, Steamfitters Weekly $953.20 $953.20 $991.69 $1,016.48 Electricians, HVAC, Xxxxx/Plasterer Bi-Weekly $1,906.40 $1,906.40 $1,983.38 $2,032.96 Skilled Worker II Hourly $25.21 $25.34 $25.59 $26.10 Weekly $978.95 $978.95 $1,018.47 $1,044.05 Bi-Weekly $1,957.90 $1,957.90 $2,036.94 $2,088.10 Skilled Tradesman II - Xxxxxxx Hourly $26.77 $26.90 $27.17 $27.72 Painter Xxxxxxx, Xxxxxxxxx Xxxxxxx Weekly $999.15 $999.15 $1,039.49 $1,108.65 Groundskeeper Xxxxxxx Bi-Weekly $1,998.30 $1,998.30 $2,078.98 $2,217.31 Licensed Trades II Hourly $28.10 $28.24 $28.52 $29.09 Plumber, Steamfitter, Electrician Weekly $1,048.51 $1,048.51 $1,090.84 $1,163.73 HVAC Bi-Weekly $2,097.02 $2,097.02 $2,181.68 $2,327.47 Tradesman Hourly $16.73 $16.81 $16.98 $17.32 Weekly $624.42 $624.42 $649.63 $692.86 Bi-Weekly $1,248.84 $1,248.84 $1,299.26 $1,385.71 Assistant Storekeeper Hourly 18.38 $18.47 $18.66 $19.03 Weekly $735.20 $686.02 $713.72 $761.19 Bi-Weekly $1,470.40 $1,372.05 $1,427.45 $1,522.38 Courier / Driver Hourly $20.98 $21.08 $21.30 $21.72 Weekly $783.10 $783.10 $814.72 $868.87 Bi-Weekly $1,566.19 $1,566.19 $1,629.43 $1,737.73 Storeroom Helper Hourly $20.79 $20.89 $21.10 $21.52 Weekly $776.04 $776.04 $807.37 $861.00 Bi-Weekly $1,552.07 $1,552.07 $1,614.74 $1,722.00 Appendix B LONGEVITY PAYMENT SCHEDULE Longevity Effective July 1, 2000 After five (5) years $11.25 After ten (10) years 13.95 After twenty (20) years 17.80 After thirty (30) working days file years 21.65 *Longevity to be computed from the Anniversary Date and paid on a written request for a meeting with the department headweekly basis. 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 hisFall River Public Schools — Performance Evaluation Employee Name: Position/her evaluation that shall be placed in hisTitle: School/her personnel file.Assignment: Evaluation Period:

Performance Evaluations. Employee The purpose of a performance evaluation for an employee is to measure the employee' s performance against the job specification and performance requirements to the position that the incumbent is filling. It is an indication of how well an employee is performing in meeting the department's performance standards. It delineates areas of strengths and weaknesses and suggests possible ways of making improvements in areas where performance is below standard. Employees shall receive performance evaluations at the end of their probationary periods and at least annually thereafter. Once an employee achieves regular status, the employee's performance is evaluated at least once a year. Additional evaluations may be made between these required evaluations as necessary. During the probationary period, the performance evaluation is used as the least phase of an individual' s examination process. An overall rating of "Meets Expectations" must be received on the formal probationary evaluation in order for the employee to achieve permanent status. Employees shall be evaluated and communicated on a yearly basis as required under County policyby their immediate supervisors. Performance evaluations are used The performance evaluation shall be reviewed by the next higher level supervisor. The immediate supervisor shall discuss the performance evaluation with the employee. In the event the employee is transferred from one supervisory work unit to demonstrate to employees that they are valued; record how another supervisory work unit or in the event the employee's present supervisor is transferred, the former supervisor shall, if possible, provide the current supervisor with an employee’s performance meet the requirements evaluation of the job; create a job history record; identify employee strengths and areas employee's work for enhancement; assist the period the employee and supervisor was under the former supervisor. This evaluation shall be considered in an effort to attain preparing the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s annual performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced If in the event the immediate supervisor leaves the employment of the employer prior to conducting performance evaluations, the next higher level supervisor will evaluate all affected employees. Employees shall have the opportunity to provide comments to be attached to the performance evaluation. The County employee shall ensure employee performance evaluations are conducted in accordance with County sign the evaluation and departmental policy. Performance evaluations and disciplinary matters that signature shall only be conducted by County employeesindicate that the employee has read the evaluation. When an employee who does not The signature line includes a place where employees may check a box indicating whether they agree or disagree with the overall rating heevaluation. A copy shall be provided to the employee at the time that the supervisor discusses the evaluation with the employee. If there are any changes or recommendations to be made in the evaluation as a result of the employee/she receives on his/her written performance supervisor discussion, a revised evaluation will be prepared and so noted. The employee shall sign the revised evaluation, he/she shall discuss and attempt to resolve which again only indicates that the differences with his/her immediate supervisoremployee has read the evaluation. If discussion with his/her immediate supervisor does not result in resolution A copy of the differences, revised evaluation shall be provided to the employee may file a at this time. All 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 comments provided by employees within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt the evaluation shall be attached to the performance evaluation. Performance evaluations are neither grievable nor arbitrable under this Agreement. The work performance of a written request stating each employee is to be rated on all of the unresolved issues rating factors on the appropriate form. Each of these factors has been found to be of critical importance in detailing successful job performance for employees. Individual rating factors and the desired changes overall ratings of unsatisfactory must be substantiated in the written comments section, as well as suggestions or plans for improved performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days in those areas. a. Definition 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.Ratings

Performance Evaluations. Employee a. The purpose of the employee performance evaluation shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to inform employees that of how well they are valued; record performing their work, how an employee’s they can improve their work performance meet and to identify training needs. An employee performance evaluation shall be required at the requirements end of every probationary period, annually and at the job; create commencement and the termination of 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 Performance Improvement Plan (2) years old will not be referenced in performance evaluationsPIP). The County shall ensure employee performance inform the employee, in writing, prior to the end of the probation period, of either the successful completion, failure to complete the probationary period, or extension of the probationary period. Annual evaluations are conducted in accordance with County shall be completed no more than thirty (30) days and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employeesno less than fourteen (14) days prior to the anniversary date or transfer into the Refuse or Recycling Department. When an employee transfers out of the Department, a final evaluation may be conducted. Whenever possible, the performance review shall be conducted by the employee’s immediate supervisor. At no time shall an employee be evaluated by a member of the bargaining unit or perform a self-evaluation. Failure to perform the above-cited evaluation either for a probationary period or annual evaluation period shall mean the employee has performed satisfactorily. Failure to complete an evaluation following a PIP shall mean the employee has achieved acceptable performance levels. b. The evaluation will be conducted on the official county form provided by the Shawnee County Department of Human Resources. Performance evaluations shall be confidential and shall be made available only to the employee evaluated, their supervisor and/or Department Head, the Human Resources Director, any person designated by the employee, and any individual who may reasonably need access to the performance evaluations as required for legal actions. The employee shall be provided with a copy of the completed evaluation at the conclusion of the evaluation meeting or as soon as practical thereafter. During the presentation of the evaluation, the employee shall initial each unacceptable entry on the evaluation. After the presentation and discussion of the evaluation it will be offered to the employee for signature. The employee has the right to add pertinent comments to the evaluation. Signing the evaluation does not agree mean the employee agrees with the evaluation rating, but that the employee has met with their supervisor, discussed the evaluation and the rating, has initialed the unacceptable ratings and has received a copy of the evaluation. Signing the evaluation does not negate the employee’s right to appeal an unacceptable evaluation rating. Any item rated at “unacceptable” requires explanatory comments, on the evaluation form, from the employee’s supervisor and/or Department Head. An overall evaluation rating he/she of unacceptable will be supported with documentation. The resulting Performance Improvement Plan will fully document all additional training provided during the Performance Improvement Plan with date, time and employee’s signature. c. Performance Improvement Plan (PIP). When a supervisor notes deficiencies in performance, a special evaluation shall be conducted to establish the specific areas of deficiencies. The special evaluation will only focus on the unacceptable performance areas. The Employer will develop a PIP to assist the employee in achieving acceptable levels of performance. The employee will have the opportunity to discuss with the supervisor the supervisor’s reasons for the PIP and be allowed to have input on the plan for improvement. This discussion may be during the presentation of the evaluation or any time during the rating period. The Employer reserves sole authority to determine the final performance standards. At the end of the PIP, another evaluation shall be completed to determine acceptable or unacceptable performance. d. Any employee who receives on his/her written performance an unacceptable evaluation may appeal that evaluation by filing notice of intent with the Department Head pursuant to the following procedure: Step 1. The employee shall write a clear and concise fact-based document that outlines why the evaluation should not be unacceptable. The document must be submitted to the department head for consideration within five (5) business days of the employee receiving the evaluation. If the department head does not feel compelled to change the evaluation, he/she shall discuss and attempt to resolve so notify the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result employee in resolution writing within five (5) days of the differencesappeal. Step 2. Within five (5) days of notification from the department head of denial of the appeal, the employee may file a written request appeal it to meet with the next level Director of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seekingHuman Resources. The appropriate manager Director of Human Resources shall meet with appoint a committee to hear the appeal. Such committee shall consist of three (3) members randomly chosen from each of the following categories; one member shall be a County employee to discuss the unresolved issues. If the issues are not resolved of a classification level comparable 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 one member shall be an appointing authority, and the desired changes third member shall be chosen at large from among County employees. No member of the appeal committee shall be employed 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 fileRefuse or Recycling Departments.

Performance Evaluations. Employee a. This section relates to procedures specific to the responsibility of supervisory personnel and elected officials in a supervisory capacity. A performance evaluation for regular, full-time employees shall be evaluated conducted annually to clarify job expectations, provide feedback on performance, set goals for further development of skills and communicated performance, provide information to the supervisor on a yearly basis departmental factors which assist or hinder job performance, etc. Regular employees receive merit increases based on Performance Evaluations and according to availability of funds as required under allocated by the Board of County policyCommissioners through the budget process. Performance Evaluations are based upon employee performance of his/her specific job class description and demonstration of the County’s employee values. b. The Director of Human Resources shall provide for and administer policies, procedures and training to be utilized for periodic evaluations of employees and subsequent issuance of annual merit increases, if budgeted. c. Employees should understand that their work will be measured not only on quantity but also on the quality of work performed as well as their overall contribution to the success of the department in which they are used to demonstrate to employees employed. Performance objectives will be written in such a manner that they are valued; record how an employee’s performance meet the requirements measurable and subject to objective opinion as far as possible, based upon measurement criteria of the job; create department and from the supervisor who is writing the evaluation. d. Employees must receive a job history record; identify written performance evaluation annually (no later than thirty days from their anniversary date) from their supervisor or elected official. Additional time may be requested to the Director of Human Resources by the department director or elected official operating in a supervisory capacity. Retroactive payments of salary increases shall be considered an exception and must be approved by the Commissioners’ Administrator, Library Director, or Elected Official prior to submitting to payroll for processing. i. Regular part-time employees shall receive a performance evaluation every 18 months or upon working 1040 hours, whichever comes first. ii. Seasonal employees shall receive a performance evaluation at the end of seasonal employment. Seasonal employees who return for subsequent seasons are eligible for a merit increase upon working 500 hours in the previous season, so long as the employee strengths and areas for enhancement; assist does not receive more than one increase within a 12-month period. e. Performance evaluations do not necessarily result in a merit increase. A merit increase is recommended only if a satisfactory performance level has been maintained by the employee and supervisor no active performance improvement plan or disciplinary issues are present. Employees in a disciplinary status, such as a Performance Improvement Plan, are not eligible for annual merit increases. f. Employees receiving an effort to attain overall satisfactory performance evaluation are eligible for a step increase on the highest level of performance; and reinforce performance standardspay range. Every effort Salary increases 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 effective on 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 first day 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 pay period 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 which the employee’s satisfaction following discussion with anniversary date falls. i. Newly hired employees will have the appropriate manager, the current compensation guidelines explained to them in detail at their new employee may within thirty (30) working days file a written request for a meeting with the orientation. Existing employees will have any new or revised information explained to them by their department head. Within fourteen (14) working days director or elected official upon implementation 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 change 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 filecurrent compensation guidelines.

Performance Evaluations. A. The Union and the County agree on the importance of completing Employee performance Performance Reviews (EPRs) in a timely way and that EPRs should fairly and objectively reflect employees’ performance. B. Employees shall be evaluated given an opportunity to read and communicated on a yearly basis as required under County policy. Performance sign their performance evaluations are used prior to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements placement of the job; create a job history record; identify employee strengths and areas for enhancement; assist evaluations in the employee's official personnel files. It is acknowledged that the fact the employee and supervisor in an effort to attain has signed a performance evaluation does not necessarily mean the highest level employee agrees with the evaluation, but that such signature shall be evidence of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an the employee’s performance 's knowledge of the completed evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County employee 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 receive a copy 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 date of the grievance procedure. evaluation. C. An employee may submit a written response of Behavioral Wellness or Public Health represented by the Union has the right, upon request, to have his/her evaluation that shall be placed in professional clinical practice evaluated by the Medical Director or his/her personnel filephysician designee, who shall participate in and sign off on performance evaluations that become part of the employee’s permanent record. D. The parties agree that upon implementation of the new pay structure for the Union of Physicians and Dentists (UAPD), it is the intent that supervisors and managers will be held accountable for completing EPRs in a timely manner and that EPRs shall fairly and objectively reflect overall performance. Should an employee have an issue with his/her EPR, the following steps may be taken to attempt to resolve the issue: • Discuss with his/her reviewer • Discuss with his/her Assistant Director • Discuss with his/her Department Head If the matter continues to remain unresolved, the employee may bring the issue to the attention of CEO/Human Resources. The parties agree that if the issue is not resolved, outside mediation may be considered. E. The parties further agree that any employee who does not receive his/her EPR by the date the evaluation is due will, by default, be deemed to be a satisfactory performer and will be eligible for the annual increase associated with satisfactory performance. Should an employee believe that his/her performance was better than satisfactory he/she may take the matter to the Assistant Director and/or Director and attempt to resolve the issue. If unable to resolve the matter at the Department level, the employee may take the matter to CEO/Human Resources.

Performance Evaluations. Employee performance Each employee shall be evaluated after completing the Initial Probationary Period. The purpose of this initial evaluation is to determine whether the employee has performed in a manner that justifies changing the employee’s status to “Regular” or extending their probationary status. In addition to the initial evaluation, each employee shall be evaluated on an annual basis, with each evaluation to occur at or near the employee’s anniversary date. If, in the discretion of the City, the employee is performing at a less than satisfactory level, a meeting shall be held to discuss the performance issues. The employee shall be provided with written documentation regarding corrective actions that the employee needs to take. The purposes of conducting performance evaluations are to assess each employee’s performance of their job duties and communicated on a yearly basis as required under County policydetermine whether salary adjustments are appropriate. Performance evaluations are used to demonstrate to employees that they are valued; record how an shall be conducted in writing by the employee’s immediate supervisor, or his or her designee. The evaluations shall examine the employee’s performance meet of various categories set forth on the requirements evaluation form and shall also include an overall evaluation rating. Performance ratings of less than “satisfactory” shall include a written explanation for the job; create a job history record; identify rating and provide guidance to the employee strengths and areas for enhancement; to assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standardsachieving more favorable ratings. Every effort will Each evaluation shall 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 discussed with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve employee. Written evaluations may be adjusted by the differences with his/her immediate supervisor. If evaluator as a result of the discussion with his/her immediate supervisor does not result the employee. Once an evaluation is in resolution of final form following the differencesdiscussion between the evaluator and the employee, the employee may file make a written request for an appeal of the evaluation to meet with the next level City Manager. Any requests for an appeal must be received within fifteen (15) calendar days of management. Said request shall state the unresolved issues discussion date between the evaluator and the specific changes in the written performance evaluation the employee is seekingemployee. The appropriate manager City Manager shall meet with hear the employee to discuss appeal within fifteen (15) calendar days of receiving the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may appeal request and provide a written response within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working calendar days of receipt of a written request stating the unresolved issues and the desired changes in the written appeal meeting. However, 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 evaluations are not subject to the grievance procedureprocedures set forth in this MOU. An employee may Employees shall be permitted to submit a written response to his/her evaluation that any performance evaluation, which shall be placed attached to the evaluation and maintained in his/her the employee’s personnel file. Any written response must be submitted to the Human Resources Department within 30 calendar days after the discussion between the evaluator and the employee. If an employee receives an overall evaluation of less than “satisfactory”, the employee may be re- evaluated after a minimum of six (6) months to determine whether salary adjustments are appropriate. All delayed salary adjustments resulting from less than “satisfactory” performance evaluations shall be prospective and not retroactive, regardless of when the adjustment is made. An employee’s anniversary date does not change regardless of the number of evaluations that occur in a year and regardless of when the employee receives a salary adjustment.

Performance Evaluations. Employee 1. Employees in probationary status shall receive written performance evaluations midway through and at the completion of the probationary period. Permanent employees not in probationary status in a job class shall receive written evaluations on their merit anniversary date. Evaluations shall be evaluated and communicated on limited to a yearly basis as required under County policyperiod no greater than the preceding twelve (12) months. Performance Permanent employees: Evaluations shall become due thirty (30) calendar days after the merit anniversary date. The Employer will make every effort to see that the evaluations are used received in a timely manner. Probationary employees: Evaluations shall become due fifteen (15) calendar days prior to demonstrate the mid-probationary period and completion of probation. The Employer will make every effort to employees see that they the evaluations are valued; record how received in a timely manner. 2. The fact that an evaluation is late shall not delay the transition from probationary to permanent status. 3. It shall be the responsibility of the Employer to provide for uniformity of the application of standards by different rating officers by providing the "Rater's Guide" to raters who have the responsibility for evaluating bargaining unit members. If changes to the “Rater’s Guide” are proposed the State will give the Union a sixty (60) day notice and comment period before implementing the proposed changes. 4. Prior to signing and finalizing an evaluation, the rater will discuss the evaluation in draft form with the employee’s performance meet , in part to assist the employee in understanding the degree to which he or she is meeting 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 standardsposition. 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 Employees will not be referenced in required to concur with the performance evaluationsevaluation report. 5. 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 An employee who does not agree is dissatisfied 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 any 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 managermay, 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 meetingdiscussing the evaluation with the rater and prior to finalization of that evaluation, the department head shall respond in writing make a written rebuttal to it which will be attached to the evaluation and become a part of the employee's personnel record. B. Employees may request a written performance evaluation at reasonable intervals. C. Nonpermanents will receive a written evaluation on completion of ninety (90) calendar days of employment or on termination, whichever comes first. The decision evaluation will be reviewed by the rater with the nonpermanent and become part of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/his or her evaluation that record. D. Performance evaluations shall be placed in his/her the bargaining unit member's personnel file.

Performance Evaluations. Employee 10.01 Supervisors will evaluate employees at least once during their probationary period within the first forty-five (45) days of the probationary period, and thereafter on an annual basis. 10.02 The performance evaluation shall be evaluated used as a tool of supervision and communicated training. The purpose of an evaluation is to assess the employee’s performance of their job as defined in their job description, to inform the employee of any strengths and/or weaknesses they may have in their performance, to provide the employee with additional instructions on improvement needed, to enable the employee to ask questions and make suggestions regarding their work, and to set performance objectives for the coming year. Supervisors will make a yearly basis concerted effort to give feedback about problems as required under County policythey arise to enable an employee to take corrective efforts to improve their performance. 10.03 The evaluation form will be completed by the supervisor. Performance evaluations The supervisor shall meet privately with the employee in a non-public area allowing sufficient time for discussion. The employee’s signature on the form will indicate that the employee has read the evaluation. The Employer shall supply each employee with a copy of their completed performance evaluation signed by the supervisor at the conclusion of the performance evaluation. If changes are used made to demonstrate to employees that they are valued; record how an employee’s performance meet evaluation after the requirements employee has received a signed copy of their evaluation, the Employer shall provide the employee with a copy of the job; create a job history record; identify employee strengths changed evaluation 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 review such changes. 10.04 An employee may add a written response to the unresolved issues. If the issues are not resolved to evaluation form that will be included in the employee’s satisfaction following discussion with personnel file. To be included in the appropriate managerfile, the employee may response must be presented within thirty seven (307) working days file a written request for a meeting with the department head. Within fourteen (14) working calendar days of receipt of the performance evaluation and signed by the supervisor. If an employee receives a written request stating changed evaluation after receipt of the unresolved issues and signed copy of the desired changes in the written performance initial evaluation, the department head employee shall meet have an additional seven (7) calendar days after meeting with their supervisor to review such changes to add a response to be included in the employee to discuss personnel file. 10.05 The Employer will provide the issuesUnion with a copy of the evaluation form. Within Each time a new evaluation form is adopted, the Employer will provide the Union with a copy of the new evaluation form within ten (10) working days of said meeting, adoption by the department head shall respond in writing to Library. 10.06 Neither the employee. The decision timing nor the content 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 fileperformance evaluations are grievable.

Performance Evaluations. Employee Five (5) rating levels with measurable criteria and detailed definitions have been established to ensure consistency in the evaluation process throughout all City departments. Should there be a change to the rating categories as a result of revisions to the City’s Performance Evaluation format, the City agrees to meet and confer to discuss needed adjustments to Article 50. All managers and supervisors will be trained in communication skills to enhance their ability/knowledge to give employees the tools needed to achieve acceptable rating levels and maintain a successful career path within one year of becoming a manager or supervisor of a bargaining unit member. Bargaining Unit members working in a supervisory position may conduct performance evaluations for other bargaining unit members; however, those in lead roles shall be evaluated and communicated on a yearly basis as required under County policyonly provide input to managers and/or supervisors conducting performance evaluations. Performance evaluations are used to demonstrate to employees that they are valued; record how If 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 overall rating drops two (2) years old will not be referenced in performance evaluations. The County shall ensure rating levels from one evaluation period to the next evaluation period – the employee performance evaluations are conducted in accordance has the right to appeal the rating with County representation from both the Union and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employeesthe Human Resources Department present. When an there is a change with whom a bargaining unit member reports to, their evaluation for that rating period will be completed in the following manner: a. The evaluation will be completed by the new supervisor with input from the supervisor that had the employee who does not agree with under their supervision the overall rating hemost during that 12- month period. b. The new supervisor will establish a new set of goals/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 objectives. c. A change in 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 change the employee’s satisfaction following discussion evaluation date unless the new supervisor is due to a position change (except reclassification). A change in position (except reclassification) results in adjusting the promotional and/or annual evaluation dates based on the effective date of the position change. An overdue evaluation report will be given to the Union Chief Xxxxxxx, by Human Resources Department, on a mutually agreed upon schedule. Human Resources Department and the Union will work cooperatively to ensure the timely receipt of annual evaluations. At 60 days past the official evaluation due date, the Director of Human Resources will contact the appropriate Department Director, of the affected employee, at which time a date will be determined to give the evaluation and the employee notified of the determined date. If an annual evaluation becomes 90 days overdue, a step increase will automatically be given (if applicable) by Human Resources. If an extenuating circumstance exists, the manager will discuss this with the appropriate manageraffected employee and will come to a mutually agreed upon extension. If any evaluation becomes 120 days overdue, the employee it 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 Union filing a written response to his/her evaluation that shall be placed in his/her personnel filegrievance.

Performance Evaluations. Employee 34.1 Employees shall receive an annual performance evaluation that shall become a permanent part of the employees' official personnel file. Upon an employee filing a timely grievance under this agreement, no performance evaluation 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 placed in the employee’s performance meet the requirements 's department or official Human Resources personnel file until all steps of the job; create a job history record; identify employee strengths and areas for enhancement; assist grievance procedure have been completed. Upon completion of the employee and supervisor grievance process the final performance evaluation shall be placed in an effort to attain the highest level of performance; and reinforce performance standardsemployee's department and/ or official Human Resources personnel files. 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 Additionally, an employee who does not agree with the overall rating he/she receives on his/her written shall be entitled to a six (6) month informal performance evaluation, he/she which 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 become a permanent part of the differencesemployee's permanent personnel file. 34.2 Where an employee's supervisor changes, the employee shall have the right to request that no performance evaluation be conducted until the supervisor has actually supervised the employee for a minimum of three (3) months. In such cases, the employee's latest annual performance evaluation shall remain in full force and effect until a new evaluation is completed. 34.3 In those cases where an employee receives a performance evaluation which is below his most recent performance evaluation (formal or informal), the employee shall have the right to appeal the evaluation as follows: (a) An employee who disagrees with the content of his/ her annual formal performance evaluation may appeal by providing the evaluator and reviewer a written statement, on the designated appeal form, citing the reasons why the employee believes the evaluation of performance is inaccurate. Such appeal must be provided to the evaluator within five (5) working days of the date the evaluator initially presented the evaluation to the employee. The evaluator and reviewer will consider the employee's comments and provide a written response, on the designated form, within five (5) working days of the receipt of the appeal. (b) In the event the evaluator/reviewer do not find sufficient justification to modify the evaluation, the employee may file a written request to meet with appeal the next level of management. Said request shall state decision on 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 designated form to the employee’s satisfaction following discussion with the appropriate manager, the employee may Department Director within thirty five (305) working days file of receiving the evaluator/reviewer's decision. The Department Director will consider the employee's comments and provide a written request for a meeting with response, on the department head. Within fourteen designated form, within five (145) working days of receipt of a written request stating the unresolved issues and appeal. (c) In the desired changes in event the written performance Department Director does not find sufficient justification to modify the evaluation, the department head shall meet with employee may appeal this decision on the employee designated form to discuss the issues. Within ten Human Resources Director or his/her designee within five (105) working days of said meeting, receiving the department head shall respond in writing to Department Director's decision. The Human Resources Director or his/her designee will consider the employee. The decision 's comments and provide a written response, on the designated form, within five (5) working days of receipt of the Department Head appeal. This step in the appeal process 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 fileappealable.

Performance Evaluations. 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. 1. 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 the Employee is expected to receive a “does not meet expectations”, the supervisor, prior to March 1st, shall notify the Employee in person and follow up in writing, copying the Human Resource Director, of the deficiency and expectations for improvement, so that the Employee has the opportunity to make corrective action. Performance issues arising after March 1st, that may negatively impact the performance ratings, will be communicated to the Employee immediately E. The evaluation process 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 the following procedures: 1. The Supervisor (reviewer) completes a draft of the performance evaluation and departmental policyforwards to their Director for review and comment for review, prior to the reviewer meeting with the Employee. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who Specific examples are required in the performance evaluation for any category rated as “does not agree meet expectations.” 2. The supervisor meets with the overall rating he/she receives on evaluated Employee to discuss the content of the draft evaluation, including goals for the coming appraisal period. 3. The supervisor finalizes the evaluation and sends to their supervisor for review, comment and signature. 4. The supervisor presents the final evaluation to the Employee, who must sign his/her 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) calendar days of receipt of the evaluation to their supervisor for incorporation with the evaluation. 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 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. 7. The original of 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 files, which shall be kept confidential. F. Upon an Employee's separation from Borough service, that Employee may receive a final performance evaluation 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. G. Eligibility for step movement is dependent upon satisfactory job performance. Employees will advance to the next higher step on the salary table on July 1st of each year, provided satisfactory performance as noted in a 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 due on or before June 1st 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 issueseach year. If the issues 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 resolved meet expectations.” If an Employee is expected to the employee’s satisfaction following discussion with the appropriate managernot meet performance expectations, the employee may within thirty (30) working days file supervisor should notify the Employee in advance so that the Employee can take corrective action. If a written request for a meeting with supervisor fails to complete 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 required performance evaluationevaluation timely, 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 Employee 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 fileeligible for step movement if applicable.

Performance Evaluations. Employee A. Each immediate supervisor under whom the unit member has served for sixty (60) working days or more during any rating period, shall evaluate the unit member by means of a performance evaluation. B. The following schedule 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 followed for the requirements completion 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: 1. Non-recurring discipline history For regular probationary unit members by the end of the fourth month of service. 2. For all regular permanent unit members: at least once each year. 3. For any regular unit member at the time a critical incident (which beneficially or adversely affects the public service) occurs. Such a performance evaluation is more than two (2) years old will not considered a legitimate record of the District's continuing appraisal of its unit members. C. The following procedure shall be referenced adhered to in regard to the performance evaluationsevaluation: 1. The County performance evaluation shall ensure employee be completed by the unit member’s immediate supervisor. 2. The performance evaluations are conducted in accordance with County and departmental policyevaluation shall be completed on forms prescribed by the District. 3. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with Upon completing the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve after approval from 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 immediate supervisor shall present it to the unit member and give them an opportunity to discuss it. 4. The unit member may within thirty request a follow up meeting to review the performance ratings with the Evaluator and Union representative if the evaluation states discipline is likely to occur. Such a review meeting shall be scheduled with the Evaluator in advance of a mutually acceptable time but in no event beyond ten (3010) working days file days. 5. The unit member shall then sign the performance evaluation at the time of the meeting in order to acknowledge their receipt, which does not indicate their agreement, andthey shall retain a written request for a meeting with signed copy. In the department head. Within fourteen (14) working days of receipt of a written request stating event the unresolved issues and unit member is no longer supervisedby the desired changes in person preparing the written performance evaluation, it may be delivered by mail. 6. The unit member shall have the department head shall meet with the employee right to discuss the issues. Within respond to any performance evaluation within ten (10) working days of said meetingafter the date the performance evaluation was received. The unit member shall submit a response to the performance evaluation and provide it to the immediate supervisor, the department head shall respond in writing immediate supervisor’s manager, and to the employeeHuman Resources office to attach it to the performance evaluation for placement in the personnel file. 7. The decision substance of any performance evaluation, including the observations, opinions, and conclusions of the Department Head evaluator, shall not be final and not subject to the provisions of the grievance procedure. An employee may submit article of this Agreement. D. When a written response to his/her evaluation that unit member assumes the duties and responsibilities of a higher classification on a temporary basis for at least four (4) months, one (1) or more performance evaluations shall be placed completed for that period of time and shall be retained in his/her their personnel file. E. When a performance evaluation is due for a unit member who is currently working in a temporary assignment, the permanent supervisor and the temporary supervisor shall both have input on the performance evaluation and the performance evaluation shall be given by the current supervisor.

Performance Evaluations. Employee MPA is committed to providing employees with regular feedback. All employees will receive an annual performance shall be evaluated evaluation, and communicated on new hires will receive an evaluation just prior to the end of their ninety (90) day probationary period. MPA employees will receive a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an formal, written annual performance evaluation by their supervisor, reflecting the employee’s performance meet success at meeting the requirements duties in their job description, their goals, and the work outlined in their work plan. The purpose of the job; create performance evaluation is to identify and discuss areas of strength and weakness and any professional development goals of each employee. The evaluation shall identify goals, development needs and challenges and shall include a job history record; plan for addressing those needs and challenges in the future. The evaluation will also identify employee strengths and areas the support to be provided in order for enhancement; assist the employee to progress. In order to ensure an equitable process across departments, MPA shall use a standard evaluation form and supervisor in an effort will provide supervisors with guidance or training on how to attain the highest level evaluate staff members. Employees shall receive a copy of performance; and reinforce their 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 evaluation at least two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance workdays before meeting 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 their supervisor(s) to discuss the unresolved issuesevaluation. If The formal performance evaluation will include a written self-evaluation by the issues are not resolved employee, a written evaluation by the supervisor, and a meeting between the supervisor and employee to review and discuss the feedback and goals. The employee shall have an opportunity to make comments, objections and proposed changes to their goals. Peer feedback is also part of the evaluative process. Peer evaluations will be done using a standard form, and employees will provide examples of strengths and areas of potential growth for their coworkers. Peer feedback will be provided, summarized by the supervisor, for an employee with their performance evaluation and may help an employee and their supervisor identify professional development goals. The results will be included in 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 procedurepersonnel file. An employee may has the right to submit a written response to his/her performance evaluation that which shall be placed included in his/her the employee’s personnel file. Evaluations are non-disciplinary in nature and no discipline or discharge shall happen in a performance evaluation meeting. Evaluations are not tied to wages or any other monetary payments.

Performance Evaluations. Employee 12.1 An employee who is on initial probationary status shall receive a written evaluation of their performance upon completing ninety (90) calendar days and at the completion of the probationary period. Nothing herein shall be evaluated interpreted to prevent the Authority from evaluating the performance of an employee at any time during the initial probationary period; and communicated nothing herein shall be interpreted to prevent the Authority from terminating an employee at any time during the initial probationary period. 12.2 Each full-time, part-time and limited service employee who has successfully completed their initial probationary period shall receive a written evaluation of their performance on a yearly an annual basis as required under County policyduring either the month of July or the month of December depending on department or division needs. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements Employees will be notified of the job; create a job history record; identify employee strengths and areas schedule 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 their annual evaluation. Non-recurring discipline history which is more than two (2) years old The evaluating supervisor 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 discuss 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 calendar days file of the date the employee receives the evaluation. Where the deadline for receipt of the written evaluation is not satisfied, the employee may assume their performance is satisfactory. Until such time as an employee receives written comments to the contrary, they may assume their performance is satisfactory. Any such comments shall be made within a reasonably prompt period of time in relation to the subject of the comment. Annual performance evaluations shall normally focus on the work done by the employee since the issuance of the last performance evaluation. This shall not prevent a supervisor from documenting or considering ongoing issues of concern noted on a prior evaluation. 12.3 Promoted employees shall receive a written request for a meeting with performance evaluation at the department head. Within fourteen (14) working days end 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 employeepromotional probationary period. The decision employee shall receive a copy of the Department Head shall be final evaluations for comment and not subject to the grievance procedure. An employee may submit signature and a written response to his/her evaluation that copy shall be placed in his/her their personnel file. If at any time during the promotional, probationary period the employee's supervisor believes there to be shortcomings in the employee's performance, the employee will be notified in writing within a reasonable amount of time from the determination. After successful completion of the promotional probation period promoted employees shall receive their annual written evaluations based on the schedule outlined in 12.2. 12.4 Performance evaluations shall begin with a meeting between the employee and their supervisor to evaluate performance and establish goals and work plans for the future. The employee shall be given at least one work days’ notice prior to meeting with their supervisor to discuss their upcoming performance evaluation. A written summary shall be prepared by the supervisor with opportunity for written comment by the employee which shall be appended to the evaluation. Supervisors, employees and the Executive Director shall have the opportunity to sign the evaluation before it's placement in the employee's personnel file. Any responses or signatures by employees to performance evaluations shall be submitted within 10 working days from receipt of the evaluation; otherwise, such evaluation shall be placed in the employee's personnel file with a note to the effect the employee did not avail himself/herself of the opportunity to sign or comment on the evaluation. 12.5 When a non-probationary employee’s performance is considered by management to be unsatisfactory, or otherwise inconsistent with reasonable standards of competence, quality or timeliness, the principle of progressive corrective action shall be followed: 1) Feedback, oral or written, (a copy of the record of feedback is provided to the employee, is not placed in the employee’s personnel file, and is not grievable). 2) A written statement of performance deficiency with notice that failure to improve performance may result in an unsatisfactory annual or special evaluation. 3) Written performance evaluation, special or annual, with a specified prescriptive period for remediation specified therein, normally three (3) to six (6) months. Such evaluation shall encompass the following: A. A description of the specific activities indicating a record or pattern of performance deficiencies. B. Recommendations to correct noted deficiencies. C. Expectations of the supervisor concerning the satisfactory level of performance. D. The duration of the performance plan including a list of measurable, attainable goals with specific agreed-upon timelines for completion and consequences of noncompliance. The employee and supervisor shall meet at agreed-upon intervals to discuss the employee's progress towards each goal. E. The plan shall be signed by both the supervisor and the employee. 4) Warning period of not less than one (1) month or more than three (3) months. At the sole discretion of the Authority, a warning period may be extended up to six (6) months. Placement in warning period may take place during the prescriptive period if performance has not improved since the evaluation.

Performance Evaluations. Employee 1. During the term of this Agreement, an employee will be reviewed on their anniversary date through a performance shall be evaluated and communicated evaluation completed by their immediate supervisor based on a yearly basis as required under County policytheir demonstrated performance in the previous twelve (12) month period. Performance evaluations are used The purpose of the performance evaluation process is to demonstrate to employees that they are valued; record how annually assess an employee’s 's performance meet and, if needed, to provide a tool for performance improvement. 2. In the requirements of the job; create event an employee receives a job history record; identify employee strengths and areas for enhancement; assist performance evaluation that 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 believes is more inaccurate, incomplete, less 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 warranted, and/or 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 differencesadequately represent their true performance, the employee may file request a written request to meet with review before the next level of management. Said request shall state the unresolved issues supervisor’s supervisor and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee Chief People, Culture & Equity Officer 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 . This review shall meet with the employee to discuss the issues. Within be held within ten (10) working days of said meeting, the department head shall respond in writing request after which the supervisor’s supervisor will provide a verbal and/or written response to the employee. If an employee disagrees with their annual evaluation that indicates they fail to meet standards, the employee may request a re-evaluation. The employee must request this re-evaluation, in writing, within seven (7) calendar days of signing or receiving the performance evaluation. The employee sends such a request to the Chief People, Culture & Equity Officer through their supervisor. A committee composed of the employee’s second line supervisor, a representative of the employee’s choosing who is currently an employee covered by this Agreement, and a representative (the chairperson of the committee) selected by the President/CEO will conduct a re-evaluation of the Unsatisfactory rating within fifteen (15) calendar days of receipt of the request for re-evaluation. The employee will participate in the re-evaluation meeting. The decision of the Department Head shall be committee is final and is not subject to further appeal. The employee will be informed by the grievance procedureChief People, Culture & Equity Officer of the results of the committee’s re-evaluation within seven (7) calendar days of receipt of the committee’s decision. If the committee “re-evaluates” the employee as Contributor or above then a step increase will be granted, effective on the date of the committee’s decision. 3. An employee who receives an Unsatisfactory on their performance evaluation will be given ninety (90) calendar days to improve their performance based on improvement guidelines as discussed/provided by their supervisor. At the end of thirty (30) and sixty (60) calendar days, the employee and their supervisor will meet to discuss the employee’s progress. Upon request by the employee, a People Operations representative will be present during these meetings. If an employee has improved their performance rating to Contributor or above at the conclusion of the ninety (90) day period, the employee will be eligible for a step increase, effective on the date of the re-evaluation. If the employee fails to improve their performance rating to Contributor or above at the conclusion of the ninety (90) day period, disciplinary action may submit a written response be taken up to his/her evaluation that and including termination. 4. Within the employ of the RTAA, the procedures used to evaluate an employee shall be placed in his/her personnel fileuniformly and consistently applied. 5. An employee scheduled to receive a performance evaluation pursuant to the terms of this Article, shall receive their performance evaluation from their supervisor not later than thirty (30) calendar days after the employee's anniversary date. The completed evaluation form, which consists of all concerned parties having signed off on said evaluation form, shall be finalized within sixty (60) calendar days of the employee's anniversary date. From the date of the supervisor's review with the employee, the employee shall have five (5) working days to provide written comments on their performance evaluation, which shall be attached to the performance evaluation. An employee shall be provided a copy of their completed evaluation, with all signatures and attached pages. If the RTAA fails to complete the employee's performance evaluation within sixty (60) calendar days of the employee's anniversary date, the employee shall receive fifty dollars ($50) on their paycheck after the performance evaluation has processed through People Operations.

Performance Evaluations. Employee performance Upon[LCW7] Performance evaluations shall be evaluated and communicated administered on a yearly basis as required under County policyan annual basis. Performance evaluations are provide the employee and their immediate supervisor the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss methods for improving the employee’s performance. The time used to demonstrate to employees that they are valued; record how an evaluate the employee’s performance will be current and will not exceed a 12 month period. All evaluations are completed, in writing, by the employee’s immediate supervisor, reviewed and formally discussed with the employee prior to being filed in the employee’s personnel file. Employees are asked to sign the evaluation acknowledging that a performance discussion has taken place. The employee has ten business days to submit a written response to their supervisor and Human Resources. receiving an employee rebuttal, Human Resources will acknowledge in writing (or via email) receipt of the rebuttal. Should the information provided by the employee result in a modification to the performance evaluation, the employee will be provided a copy of the revised evaluation. In the event that the employee’s job performance fails to 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 differencesposition, 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 supervisor will schedule a meeting with the department heademployee. Within fourteen (14) working days The purpose of receipt this meeting will be to assist the employee to identify areas that may require additional assistance or training. If the employee’s job performance fails to meet the requirements of a written request stating the unresolved issues and the desired changes position, as documented in the written their performance evaluation, the department head shall meet Employer may initiate a Performance Improvement Plan (PIP), in accordance with the PIP Guidelines. The PIP will include reasonable performance standards consistent with the employee’s existing job description. The PIP is a tool used to assist the employee to discuss improve his or her job performance and to meet the issues. Within ten (10) working days requirements of said meeting, the department head shall respond in writing to the employeetheir position. The decision of PIP is not a disciplinary action. The supervisor will assist the Department Head shall be final worker through training and not subject positive reinforcement. The employee has ten business days to the grievance procedure. An employee may submit a written response to his/her evaluation that their supervisor and Human Resources. The PIP is usually 30-90 calendar days and must include detailed expectations. The PIP shall be placed not exceed 90 days. The supervisor will meet with the employee on a regular (weekly or bi-weekly, etc.) basis to ensure progress and a successful completion of the PIP process. The PIP is considered successful when the employee has demonstrated sustained improvement in his/her personnel filetheir performance and meets the requirements of their position.

Performance Evaluations. Employee performance Section 1. The EMPLOYER shall determine whether an employee is to be evaluated and communicated granted an in-range salary rate adjustment on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an normal performance review interval established by the EMPLOYER for the employee’s performance meet the requirements class. An employee shall not experience loss of such salary increase because completion of the job; create a job history record; identify employee strengths and areas for enhancement; assist performance evaluation is delayed through no fault of the employee and supervisor Employees are eligible for in range step increases of 3% not to exceed range maximum annually timed with the performance review provided the employee has received an effort to attain the highest level overall performance rating of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s successful or better on their most recent performance evaluation. NonFor those employees who are at the maximum of the wage scale, the performance evaluation will be provided to the employee on the anniversary month of their last review. Any employee who does not meet expectations, and therefore did not receive an in-recurring discipline history which range increase, will receive their next review 6 months later and the employee’s review month will be changed accordingly. (i. e. 10/2019 review does not meet expectations, next review in 4/2020 and review month changed to April. Section 2. After an evaluation is more than two (2) years old completed, the employee will not have access to the completed and signed review and be referenced provided an opportunity to respond to the evaluation in performance evaluationswriting and have that response permanently. in the employee’s Human Resources file. No changes may be made in the evaluation after the employee has received and signed his/her copy. The County shall ensure employee employee’s signature on any performance evaluations are conducted in accordance with County review is considered a signature of receipt only and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employeesnot an indication of agreement. Section 3. When an employee who does is eligible for an in-range increase receives a performance evaluation which results in the employee's not agree with the overall rating he/she receives on his/her written performance evaluationreceiving such increase, he/she shall discuss and attempt to resolve the differences with may request review of this decision by their Department Manager or his/her immediate supervisordesignee. If discussion with his/her immediate supervisor does not result in resolution of Such request must be made to the differences, Department Manager within twenty-four (24) calendar days from the date the employee may file a written request to meet with receives 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 issuesevaluation. If the issues are decision of the appointing authority Department Manager does not resolved to resolve the employee’s satisfaction following discussion with the appropriate manager, the employee may matter within thirty (30) working calendar days file a written following the employee's request for a meeting review, the matter may be referred to the Director of Human Resources, for review by the Director or his/her designee. Section 4. The EMPLOYER, when evaluating their existing Performance Evaluation System, will meet and confer with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired UNION regarding 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 Performance Evaluation process prior to implementation of the Department Head shall be final and not subject to the grievance procedureany changes. Section 5. An employee may submit a written response request to hisHuman Resources/her evaluation that shall Labor Relations and will be placed in his/her personnel filegranted access to review their department file related to their employment, and will be provided a copy upon request.

Performance Evaluations. Employee The parties hereto agree that one purpose of a performance shall be evaluated evaluation is to record the accomplishments 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 deficiencies of an employee’s 's job performance. An employee will be given notice in advance of his/her performance meet evaluation if there are performance issues that would result in an overall performance rating of less than satisfactory on any evaluation criteria. An employee can request the requirements presence of someone else during a discussion regarding his/her performance. In addition, the job; create a job history record; identify employee strengths and areas performance evaluation is an opportunity for enhancement; assist the employee and supervisor and/or Division Head to discuss the employee's job performance, career development and goals within the City, and what job improvements, if any, shall be achieved by the employee during the next evaluation period. The Division Head of each Division shall evaluate in an effort writing the performance of employees in their respective divisions and all new employees hired subsequent to attain the highest level effective date of performance; and reinforce performance standardsthis Agreement. Every effort Such evaluation will be made submitted to include substantiated information within and approved by the City Attorney unless the City Attorney provides a written explanation to the affected employee as to why the City Attorney disagrees with the Division Head's evaluation. Employees who are not members of a Division in the City Attorney's Office will be evaluated by the City Attorney. All employees will be given reasonable opportunity to discuss said evaluations with the evaluator. The evaluations will be performed on the following basis: (1) Once at the conclusion of the first three months of employment. (2) Once at the conclusion of the first six months of employment. (3) Once at the conclusion of the first year of employment. (4) Once every year thereafter, with said performance evaluations to be due three weeks before the employee's date of entrance anniversary. (5) Whenever an employee’s 's performance substantially declines. If the City Attorney or the Division Head fails to conduct a performance evaluation on or before its due date, the employee shall advise the City Attorney in writing that the evaluation is past due. The City Attorney or the Division Head shall complete the evaluation within ten days of said written notice and any merit increase tied to the evaluation shall be retroactive to the pay period in which the evaluation was originally due. If the City Attorney or the Division Head fails to complete a performance evaluation by its due date, any step increase tied to the evaluation shall be retroactive to the pay period in which the evaluation was due. In addition, if the payment of any step increase, or merit-based pay, does not occur within 30 days of the date when the evaluation was due, the employee shall be paid interest at the average rate earned on the City's portfolio for the period from the 31st day after the due date until the date on which the employee receives the merit pay. An employee who believes that the prescribed evaluation procedures have not been followed, or that the evaluation does not correspond to the facts, may submit a written complaint to his/her supervisor within ten days of receiving the performance evaluation. Non-recurring discipline history which If no satisfactory response 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 received within five days of filing 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 differencescomplaint, the employee may file a written request immediately forward the complaint 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 issuesCity Attorney. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate managerno satisfactory response is received within five days, the employee may within thirty (30) working days file a written request for a meeting with has 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 right 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 rebuttal to his/her the performance evaluation that shall be placed in his/her personnel fileand to have said rebuttal attached to and become part of the employee's permanent performance evaluation.

Performance Evaluations. Employee ‌ A. Each immediate supervisor under whom the unit member has served for sixty (60) working days or more during any rating period, shall evaluate the unit member by means of a performance evaluation. B. The following schedule 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 followed for the requirements completion 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: 1. Non-recurring discipline history For regular probationary unit members by the end of the fourth month of service. 2. For all regular permanent unit members: at least once each year. 3. For any regular unit member at the time a critical incident (which beneficially or adversely affects the public service) occurs. Such a performance evaluation is more than two (2) years old will not considered a legitimate record of the District's continuing appraisal of its unit members. C. The following procedure shall be referenced adhered to in regard to the performance evaluationsevaluation: 1. The County performance evaluation shall ensure employee be completed by the unit member’s immediate supervisor. 2. The performance evaluations are conducted in accordance with County evaluation shall be completed on forms prescribed by the District. 3. Upon completing the performance evaluation, and departmental policyafter approval from the supervisor’s manager, the immediate supervisor shall present it to the unit member and give him/her an opportunity to discuss it. 4. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree The unit member may request a follow up meeting to review the performance ratings with the overall rating he/she receives on Evaluator and Union representative if the evaluation states discipline is likely to occur. Such a review meeting shall be scheduled with the Evaluator in advance of a mutually acceptable time but in no event beyond ten (10) working days. 5. The unit member shall then sign the performance evaluation at the time of the meeting in order to acknowledge his/her written performance evaluationreceipt, which does not indicate his/her agreement, and he/she shall discuss and attempt to resolve retain a signed copy. In the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of event the differences, unit member is no longer supervised by the employee may file a written request to meet with person preparing 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, it may be delivered by mail. 6. The unit member shall have the department head shall meet with the employee right to discuss the issues. Within respond to any performance evaluation within ten (10) working days of said meetingafter the date the performance evaluation was received. The unit member shall submit a response to the performance evaluation and provide it to the immediate supervisor, the department head shall respond in writing immediate supervisor’s manager, and to the employeeHuman Resources office to attach it to the performance evaluation for placement in the personnel file. 7. The decision substance of any performance evaluation, including the observations, opinions, and conclusions of the Department Head evaluator, shall not be final and not subject to the provisions of the grievance procedure. An employee may submit article of this Agreement. D. When a written response to his/her evaluation unit member assumes the duties and responsibilities of a higher classification on a temporary basis for at least four (4) months, one (1) or more performance evaluations will be completed for that shall period of time and will be placed retained in his/her personnel file. E. When a performance evaluation is due for a unit member who is currently working in a temporary assignment, the permanent supervisor and the temporary supervisor shall both have input on the performance evaluation and the performance evaluation shall be given by the current supervisor.

Performance Evaluations. 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 the Employee is expected to receive a “does not meet expectations”, the 1! supervisor, prior to March 1st, shall notify the Employee in person and follow up in writing of the deficiency and expectations for improvement, so that the Employee has the opportunity to make corrective action. Performance issues arising after March 1st, that may negatively impact the performance ratings, will be communicated to the Employee immediately. E. The evaluation process 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 the following procedures: 1. The Supervisor (reviewer) completes a draft of the performance evaluation and departmental policyforwards to their Director for review and comment and to the Human Resources Director for review, prior to the reviewer meeting with the Employee. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who Specific examples are required in the performance evaluation for any category rated as “does not agree meet expectations”. 2. The supervisor meets with the overall rating he/she receives on evaluated Employee to discuss the content of the evaluation, including goals for the coming appraisal period. 3. The Employee must sign his/her 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) calendar days of receipt of the evaluation to their supervisor for incorporation with the evaluation. 4. No further comments or changes may be made on the form by management after it has been submitted to the Employee for final signature. 5. 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. 6. The original of 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 files. 7. Upon an Employee's separation from Borough service, that Employee may receive a final performance evaluation 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. Eligibility for step movement is dependent upon satisfactory job performance. Employees will advance to the next higher step on the salary table on July 1st of each year, provided satisfactory performance as noted in a written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisordue on or before June 1st of each year. If discussion with his/her immediate supervisor the employee received “does not result meet expectations” performance rating in resolution of any category, they shall not be eligible for a step increase. Specific examples are required in the differencesperformance evaluation if any category denotes “does not meet expectations.” If an 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 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 fileeligible for step movement if applicable.

Performance Evaluations. Employee 16.1 Employees will be eligible for written performance shall reviews annually on their anniversary date. For purposes of this article, anniversary date is defined as the employee’s date of hire, or the date of their last classification change due to transfer, promotion, demotion, etc. 16.2 Performance will be evaluated and communicated on a yearly basis as required under County policy. using the appropriate City prescribed form. 16.3 Performance evaluations are used to demonstrate to employees that they are valued; record how an will be evaluated by the employee’s immediate supervisor. 16.4 Employees are required to sign the performance meet evaluation form and return it within ten (10) days of receipt. 16.5 The employee may dispute the requirements of the job; create a job history record; identify employee strengths Supervisor’s evaluation 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 should not be referenced in required to sign the 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 evaluation until the overall rating he/she receives on his/her written dispute process is concluded. 16.6 To dispute a 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 must address his supervisor by: a) Putting in writing the particular rating/ratings that are being disputed; b) Indicating the rating adjustment requested; c) Providing specific objective statements to justify the adjustment. 16.7 The Supervisor must provide 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 response to the employee’s satisfaction following discussion with dispute indicating whether the appropriate managerreconsideration is being granted or denied. If the reconsideration is denied, the Supervisor must provide specific objective statements to support the denial. 16.8 The employee may within thirty (30) working days file a written request for a meeting with accept the department head. Within fourteen (14) working days of receipt of a written request stating Supervisor’s response and sign 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 or request an appeal 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 Director (or his/her evaluation that shall be placed in designee). The Department Director (or his/her designee) will review the documentation and provide a written decision to approve or deny the reconsideration. The employee may accept the Department Director’s response and sign the evaluation, or request an appeal to the Human Resource Director. 16.9 The Human Resource Director will review the documentation and provide a written decision to approve or deny the reconsideration. This will be the final step in the appeals process. The employee will be required to sign the evaluation upon receipt of the Human Resource Director’s response. All rebuttals and responses will be attached to the performance evaluation as part of the completed evaluation for the employee’s personnel file. 16.10 Employees who directly report to the Human Resource Director may appeal to the City Manager, who will render the final decision in writing.

Performance Evaluations. Employee ‌ A. Each immediate supervisor under whom the unit member has served for sixty (60) working days or more during any rating period, shall evaluate the unit member by means of a performance evaluation. B. The following schedule 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 followed for the requirements completion 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: 1. Non-recurring discipline history For regular probationary unit members by the end of the fourth month of service. 2. For all regular permanent unit members: at least once each year. 3. For any regular unit member at the time a critical incident (which beneficially or adversely affects the public service) occurs. Such a performance evaluation is more than two (2) years old will not considered a legitimate record of the District's continuing appraisal of its unit members. C. The following procedure shall be referenced adhered to in regard to the performance evaluationsevaluation: 1. The County performance evaluation shall ensure employee be completed by the unit member’s immediate supervisor. 2. The performance evaluations are conducted in accordance with County and departmental policyevaluation shall be completed on forms prescribed by the District. 3. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with Upon completing the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve after approval from 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 immediate supervisor shall present it to the unit member and give them an opportunity to discuss it. 4. The unit member may within thirty request a follow up meeting to review the performance ratings with the Evaluator and Union representative if the evaluation states discipline is likely to occur. Such a review meeting shall be scheduled with the Evaluator in advance of a mutually acceptable time but in no event beyond ten (3010) working days file days. 5. The unit member shall then sign the performance evaluation at the time of the meeting in order to acknowledge their receipt, which does not indicate their agreement, and they shall retain a written request for a meeting with signed copy. In the department head. Within fourteen (14) working days of receipt of a written request stating event the unresolved issues and unit member is no longer supervised by the desired changes in person preparing the written performance evaluation, it may be delivered by mail. 6. The unit member shall have the department head shall meet with the employee right to discuss the issues. Within respond to any performance evaluation within ten (10) working days of said meetingafter the date the performance evaluation was received. The unit member shall submit a response to the performance evaluation and provide it to the immediate supervisor, the department head shall respond in writing immediate supervisor’s manager, and to the employeeHuman Resources office to attach it to the performance evaluation for placement in the personnel file. 7. The decision substance of any performance evaluation, including the observations, opinions, and conclusions of the Department Head evaluator, shall not be final and not subject to the provisions of the grievance procedure. An employee may submit article of this Agreement. D. When a written response to his/her evaluation that unit member assumes the duties and responsibilities of a higher classification on a temporary basis for at least four (4) months, one (1) or more performance evaluations shall be placed completed for that period of time and shall be retained in his/her their personnel file. E. When a performance evaluation is due for a unit member who is currently working in a temporary assignment, the permanent supervisor and the temporary supervisor shall both have input on the performance evaluation and the performance evaluation shall be given by the current supervisor.

Performance Evaluations. Employee performance Each employee shall be evaluated after completing the Initial Probationary Period. The purpose of this initial evaluation is to determine whether the employee has performed in a manner that justifies changing the employee’s status to “Regular” or extending their probationary status. In addition to the initial evaluation, each employee shall be evaluated on an annual basis, with each evaluation to occur at or near the employee’s anniversary date. If, in the discretion of the City, the employee is performing at a less than satisfactory level, a meeting shall be held to discuss the performance issues. The employee shall be provided with written documentation regarding corrective actions that the employee needs to take. The purposes of conducting performance evaluations are to assess each employee’s performance of their job duties and communicated on a yearly basis as required under County policydetermine whether salary adjustments are appropriate. Performance evaluations are used to demonstrate to employees that they are valued; record how an shall be conducted in writing by the employee’s immediate supervisor, or his or her designee. The evaluations shall examine the employee’s performance meet of various categories set forth on the requirements evaluation form and shall also include an overall evaluation rating. Performance ratings of less than “satisfactory” shall include a written explanation for the job; create a job history record; identify rating and provide guidance to the employee strengths and areas for enhancement; to assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standardsachieving more favorable ratings. Every effort will Each evaluation shall 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 discussed with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve employee. Written evaluations may be adjusted by the differences with his/her immediate supervisor. If evaluator as a result of the discussion with his/her immediate supervisor does not result the employee. Once an evaluation is in resolution of final form following the differencesdiscussion with between the evaluator and the employee, 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 make a written request for a meeting with an appeal of the department headevaluation to the City Manager. Within fourteen (14) working days of receipt of a written request stating The City Manager shall hear 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 appeal within ten (10) working days of said meeting, receiving the department head shall respond in writing to the employee. The decision appeal request and provide a written response within thirty (30) days of the Department Head shall be final and appeal meeting. However, performance evaluations are not subject to the grievance procedureprocedures set forth in this MOU. An employee may Employees shall be permitted to submit a written response to his/her evaluation that any performance evaluation, which shall be placed in his/her attached to the evaluation and maintained n the employee’s personnel file. If an employee receives an overall evaluation of less than “satisfactory”, the employee may be re-evaluated after a minimum of six (6) months to determine whether salary adjustments are appropriate. All delayed salary adjustments resulting from less than “satisfactory” performance evaluations shall be prospective and not retroactive, regardless of when the adjustment is made. An employee’s anniversary date does not change regardless of the number of evaluations that occur in a year and regardless of when the employee receives a salary adjustment.

Performance Evaluations. Employee The Village shall implement the performance shall be evaluated evaluation, attached hereto as Appendix “B”, and communicated on made a yearly basis as required under County policypart of this Agreement. Performance evaluations are used The purpose of this process is to demonstrate to employees that they are valued; record how an evaluate the employee’s performance meet during the requirements specific time period set forth herein. The rater(s) shall complete the attached performance evaluation based on objective observations of the job; create a job history record; identify employee strengths employee, which is to be supported by written documentation, such as memo book entries, written communications, notes, recorded statistical data, and areas the like. The rater(s) shall be prepared to support the evaluation through documentation. This is the standard to be applied for enhancement; assist all parts of 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 (2The rater(s) years old will not shall be referenced in performance evaluationsrequired to sign and date each area. The County ratee shall ensure employee be required to sign and date the performance evaluations are conducted in accordance with County and departmental policyevaluation on the appropriate page. Performance evaluations and disciplinary matters The ratee’s signature shall only acknowledge that he/she has participated in the conference to review the performance evaluation with the rater(s). The ratee shall be conducted by County employeesentitled to provide any written comments at the time of the review regarding the performance evaluation. When An employee dissatisfied with his/her evaluation of any specific criteria, shall have the right to file an appeal objecting to that evaluation with the Chief o f Police within seven (7) calendar days after the performance evaluation review. The appeal shall be in writing and specify the section(s) of the performance evaluation he/she is dissatisfied with and objecting to. If the employee who does not agree is dissatisfied with the overall rating he/she receives on his/her written performance evaluationscore, he/she shall discuss indicate this on the written appeal. The Chief of Police shall conduct a meeting with the employee appealing and attempt to resolve the differences with employee’s PBA representative within fifteen (15) calendar days of receipt of the appeal. The Chief of Police shall issue his/her immediate supervisor. If discussion written determination of the employee’s appeal within seven (7) calendar days after the meeting with the employee and his/her immediate supervisor does not result in resolution PBA representative. An employee dissatisfied with any part of the differencesChief o f Police’s determination of his/her appeal may elect to file a grievance pursuant to Article 21 - Grievance Procedure and Arbitration o f this Agreement. For the purposes of this procedure, the employee may file a written request to meet grievance shall be filed directly with the next level of managementVillage Board at Step II, and render its written decision on the grievance as set forth therein. Said request shall state the unresolved issues and the specific changes in the written performance evaluation If the employee is seekingdissatisfied with any part of the decision o f the Village Board, he/she may proceed to arbitration pursuant to Article 21 - Grievance Procedure and Arbitration o f this Agreement. The appropriate manager At the arbitration, the Village shall meet with have the burden of proof to establish that the performance evaluation o f the employee in each criteria which has been appealed is supported by substantial evidence. Performance evaluations shall be done two (2) times each year, once in the month of June and once in the month of December each year. Effective January 1, 2016, performance evaluations shall be done one (1) time each year, in the month of June for the period of June 1st of the prior year, to discuss May 31st of the unresolved issuescurrent year. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate managerEvery supervisor, the which shall be a Sergeant and/or Lieutenant, who has supervised an employee may within for at least thirty (30) working work days file within an evaluation period, shall submit a written request performance evaluation of the employee. If more than one supervisor, as defined herein, has supervised an employee for a meeting with at least thirty (30) work days in the department headperformance evaluation period, the evaluations o f the supervisors shall be weighted in arriving at the employee’s rating. Within fourteen (14) working days A score o f 1 to 2.49 will be considered “below standards.” A score o f 2.5 to 3.49 will be considered to “meets standards.” A score of receipt 3.50 and above will be considered to “exceeds standards.” The performance evaluation of a written request stating the unresolved issues subordinate by any supervisor who has not received a total evaluation of at least “3.25” shall be considered null and void, and the desired changes subordinate employee shall be considered as “meets standards” for the evaluation period in question. The performance evaluation of a subordinate by any supervisor who has not received a total evaluation o f at least “3.0” in the written specific performance criteria shall be considered null and void, and the subordinate employee’s score in that specific criterion shall be deemed as “meets standards” for that evaluation period. No performance evaluation, in part or in whole, may be used for disciplinary charges, or as evidence in any disciplinary proceeding. Employees who receive “exceeds standards” on their performance evaluation shall receive an additional two (2) days paid vacation for use within one (1) year of the department head date of that evaluation. Employees who receive two (2) consecutive “exceeds standards” shall meet with receive, in addition to any of the employee to discuss the issues. Within ten aforementioned vacation days, an additional two (102) working days of said meetingvacation for each additional consecutive “exceeds standards” evaluation. Effective January 1, the department head 2016, employees who receive “exceeds standards” on their performance evaluation shall respond in writing to the employee. The decision receive an additional three (3) days paid vacation for use by May 31st of the Department Head following year (e.g: Performance evaluations shall be final and not subject to the grievance proceduredone in June of 2016. An employee may submit a written response to his/her evaluation that shall Three (3) additional vacation days are awarded for “exceeds standards”, must be placed in his/her personnel fileused by May 31,2017).

Performance Evaluations. Employee ‌ The philosophy of an evaluation is a periodic review for the purpose of improving the employee’s effectiveness. Evaluation by means of the new performance evaluation instrument agreed to by the parties and contained in this Agreement shall take place during the term of this Agreement commencing with the 2017-2018 contract year. The employee’s indirect Supervisor shall be evaluated and communicated on a yearly basis as required under County policythe Mayor. Performance evaluations are used to demonstrate to employees that they are valued; record how an The employee’s performance meet direct Supervisor shall be the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor Department Head 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 whose department he/she receives on his/her written performance works. If the Department Head is covered by this Agreement, then said Department Head shall only provide input regarding the evaluation, he/she but the primary evaluator shall discuss be the Mayor. The preceding notwithstanding, the City Council President shall be the primary evaluator for the Town Clerk and attempt the Clerk of the Council. All performance evaluations shall be subject to resolve the differences with his/her immediate supervisorapproval of the Mayor. If discussion an employee disagrees with his/her immediate supervisor does not result in resolution of the differencesmerit determination, 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 be given a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues evaluator and the desired changes Mayor, if requested in writing, to review his/her merit determination, and may bring a union representative to the meeting. Such evaluation system shall include, but not be limited to, the following general provisions: 1. All employees in the written Association shall be given performance evaluations by their Supervisor’s annually on a calendar year basis. 2. All performance evaluations shall be in writing and shall be maintained as part of the employee’s records by the Human Resources Director. Prior to each evaluation period, the direct Supervisor shall inform the employee of the general performance dimensions and the procedures to be utilized in evaluating the employee’s performance. The Supervisor shall also inform the employee that such evaluation may be utilized by the department of the appointing authority in future personnel determinations. 3. After such evaluation has been conducted, the direct Supervisor shall review the evaluation with the employee. Upon completion of the employee’s review of such evaluation, the department head employee shall meet sign the evaluation. The employee’s signature does not necessarily indicate the employee’s agreement with the content of the evaluation. The employee has the right to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing attach a response to the evaluation, which will be placed in the employee. The decision of the Department Head shall be final and not subject to the grievance procedure’s personnel file. 4. An employee may submit a written response to review all performance evaluations concerning his/her performance at reasonable times during normal business hours and may, if he/she wishes to comment on a performance evaluation that shall , submit to the Human Resources Department, a writing to be placed included in his/her personnel file. Based upon the performance appraisal for calendar year 2017, which shall be completed by March 1, 2018, an employee who receives an overall rating of Exceptional (i.e., 31-45) will receive an additional 0.5% wage increase effective as of 11:59 p.m. on June 30, 2018. Any employee who receives an overall rating of Clearly Outstanding (i.e., 46 or greater) will receive an additional 1.0% wage increase effective as of 11:59 p.m. on June 30, 2018. All other employees will only receive the wage increase listed in Appendix B. Based upon the performance appraisal for calendar year 2018, which shall be completed by March 1, 2019, an employee who receives an overall rating of Exceptional (i.e., 31-45) will receive an additional 0.5% wage increase effective as of 11:59 p.m. on June 30, 2019. Any employee who receives an overall rating of Clearly Outstanding (i.e., 46 or greater) will receive an additional 1.0% wage increase effective as of 11:59 p.m. on June 30, 2019. All other employees will only receive the wage increase listed in the Appendix B. Based upon the performance appraisal for calendar year 2019, which shall be completed by March 1, 2020, an employee who receives an overall rating of Exceptional (i.e., 31-45) will receive a 0.5% wage increase effective as of 11:59 p.m. on June 30, 2020. Any employee who receives an overall rating of Clearly Outstanding (i.e., 46 or greater) will receive a 1.0% wage increase effective as of 11:59 p.m. on June 30, 2020. The determination regarding merit shall not be subject to the grievance and arbitration procedure. However, if an employee disagrees with a merit determination, said employee may request a meeting with the Evaluator to review the merit determination, and may bring a union representative to the meeting.

Performance Evaluations. Employee performance A. Each employee shall be evaluated annually by his Immediate Supervisor. Special evaluations may be made if authorized by the Sheriff. Unless separated from service prior thereto, newly-hired employees shall be evaluated between the one hundred seventy-fifth (175th) and communicated on a yearly basis as required under County policythe one hundred eighty-fifth (185th) day of their probationary period, and they shall also be evaluated not later than the three hundred fifty-fifth (355th) day of their probationary period. Performance Unless removed prior thereto, promote employees shall be evaluated not later than the eightieth (80th) day of their probationary period. B. All performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet shall be written. The supervisor will submit and review the requirements evaluation with the divisional 911 Coordinator. After the initial review 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 911 Coordinator will meet with the employee to discuss the unresolved issuesevaluation. If The employees shall be given copies thereof. The employee must sign and date the issues are written performance evaluation; however, such signing only acknowledges receipt of the evaluation by the employee and is not resolved to be construed as agreement by the employee with the contents of the evaluation. The 911 Coordinator shall discuss the evaluation with the employee and shall counsel the employee regarding any improvement in performance, or conduct which appears desirable or necessary and submit said performance evaluation to the Sheriff or his designee to be placed in the employee’s satisfaction following discussion personnel file. In the event the employee is called-in for an evaluation or review outside his/her normal work hours, that employee shall be paid accordingly. C. If an employee is dissatisfied with his performance evaluation and wishes to have the appropriate managerSheriff review it, the employee may must, within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working consecutive calendar days of after his receipt of a the evaluation, submit his brief (one (1) page or less) written request stating to the unresolved issues and Sheriff for such review. The Sheriff will then review the desired changes in the written performance evaluation, the department head shall meet evaluation with the employee to discuss within fourteen (14) consecutive calendar days after the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to Sheriff receives the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a ’s written response to his/her evaluation that shall be placed in his/her personnel filerequest for review.