Common use of PERFORMANCE PLANNING AND EVALUATION Clause in Contracts

PERFORMANCE PLANNING AND EVALUATION. The systems shall include one or more performance planning and evaluation processes for University employees that (i) establish and communicate the University's performance expectations, (ii) help develop productive working relationships, (iii) allow employees to present their views concerning their performance, (iv) identify areas for training or professional development, (v) establish the process by which evaluations shall be conducted, (vi) clarify how superlative or inadequate performance shall be addressed, and (vii) ensure that all University employees are provided relevant information on the evaluation process. The systems may include separate performance and evaluation processes for reasonably distinguishable groups of University employees. On the effective date, the existing merit-based performance management system for faculty shall continue, until amended by the University. On or after that effective date, University nonfaculty salaried participating covered employees may be subject to a variable merit-based performance management system.

PERFORMANCE PLANNING AND EVALUATION. The systems Systems shall include one or more performance planning and evaluation processes for University employees that (i) establish and communicate the University's performance expectations, (ii) help develop productive working relationships, (iii) allow employees to present their views concerning their performance, (iv) identify areas for training or professional development, (v) establish the process by which evaluations shall be conducted, (vi) clarify how superlative or inadequate performance shall be addressed, and (vii) ensure that all University employees are provided relevant information on the evaluation process. The systems Systems may include separate performance and evaluation processes for reasonably distinguishable groups of University employees. On the effective dateEffective Date of the University’s initial Management Agreement with the Commonwealth, the existing merit-based performance management system for faculty and Medical Center employees shall continue, until amended by the University. On or after that effective dateEffective Date, University Academic Division and College nonfaculty salaried participating covered employees Participating Covered Employees may be subject to a variable merit-based performance management system.

PERFORMANCE PLANNING AND EVALUATION. The systems Systems shall include one or more performance planning and evaluation processes for University employees that (i) establish and communicate the University's performance expectations, (ii) help develop productive working relationships, (iii) allow employees to present their views concerning their performance, (iv) identify areas for training or professional development, (v) establish the process by which evaluations shall be conducted, (vi) clarify how superlative or inadequate performance shall be addressed, and (vii) ensure that all University employees are provided relevant information on the evaluation process. The systems Systems may include separate performance and evaluation processes for reasonably distinguishable groups of University employees. On the effective dateEffective Date of the University's Human Resources System, the existing merit-based performance management system for faculty shall continue, until amended by the University. On or after that effective dateEffective Date, University nonfaculty salaried participating covered employees Participating Covered Employees may be subject to a variable merit-based performance management system.

PERFORMANCE PLANNING AND EVALUATION. The systems Systems shall include one or more performance planning and evaluation processes for University employees that (i) establish and communicate the University's performance expectations, (ii) help develop productive working relationships, (iii) allow employees to present their views concerning their performance, (iv) identify areas for training or professional development, (v) establish the process by which evaluations shall be conducted, (vi) clarify how superlative or inadequate performance shall be addressed, and (vii) ensure that all University employees are provided relevant information on the evaluation process. The systems Systems may include separate performance and evaluation processes for reasonably distinguishable groups of University employees. On the effective dateEffective Date of the University’s initial Management Agreement with the Commonwealth, the existing merit-based performance management system for faculty shall continue, until amended by the University. On or after that effective dateEffective Date, University nonfaculty salaried participating covered employees Participating Covered Employees may be subject to a variable merit-based performance management system.

PERFORMANCE PLANNING AND EVALUATION. The systems Systems shall include one or more performance planning and evaluation processes for University College employees that (i) establish and communicate the UniversityCollege's performance expectations, (ii) help develop productive working relationships, (iii) allow employees to present their views concerning their performance, (iv) identify areas for training or professional development, (v) establish the process by which evaluations shall be conducted, (vi) clarify how superlative or inadequate performance shall be addressed, and (vii) ensure that all University College employees are provided relevant information on the evaluation process. The systems Systems may include separate performance and evaluation processes for reasonably distinguishable groups of University College employees. On the effective dateEffective Date of the College’s initial Management Agreement with the Commonwealth, the existing merit-based performance management system for faculty shall continue, until amended by the UniversityCollege. On or after that effective dateEffective Date, University College nonfaculty salaried participating covered employees Participating Covered Employees may be subject to a variable merit-based performance management system.