Performance Review. Where a performance review of an employee’s performance is carried out, the employee shall be given sufficient opportunity after the interview to read and review the performance review. Provision shall be made on the performance review form for an employee to sign it. The form shall provide for the employee’s signature in two (2) places, one (1) indicating that the employee has read and accepts the performance review, and the other indicating that the employee disagrees with the performance review. The employee shall sign in only one (1) of the places provided. No employee may initiate a grievance regarding the contents of a performance review unless the signature indicates disagreement. An employee shall, upon request, receive a copy of this performance review at the time of signing. An employee’s performance review shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this Agreement. The employee may respond, in writing, to the performance review. Such response will be attached to the performance review.
Performance Review. (a) The Board will carry out the annual review of the principal’s performance in accordance with the annual performance agreement.
(b) The review is in relation to the objectives in the performance agreement and to professional standards.
4.2.2 While the Board shall retain responsibility for the review it may delegate the management of the process to Board member(s). The Board or delegated Board member(s) may decide to engage, following consultation with the principal, an external reviewer.
4.2.3 Evidence used in the review should be relevant and should be objective and robust.
4.2.4 The principal will assist the Board to conduct any review under this clause and in particular will give to the Board such information as the Board requires to carry out the review.
(a) The Board will, in consultation with the principal, prepare a final report based on the review.
(b) The principal shall have the opportunity to comment on the final report, but is not obliged to do so.
Performance Review. (A) Employees shall be evaluated by their immediate supervisors or designated raters, who shall be held accountable for such reviews. Performance reviews shall be conducted in accordance with Rule 60L-35, F.A.C., Performance Evaluation System.
(B) The parties agree that management is required to establish squad-level numerical arrest and other case-related goals in accordance with legislative direction associated with performance-based budgeting. Such goals may be considered for the evaluation of individual performance; however, the primary factor in such evaluation shall be the employee’s performance of assigned duties and responsibilities.
(C) Performance evaluations are not grievable under Article 6 of this Agreement; however, a performance evaluation may be contested if it serves, in whole or in part, as the basis for a reduction in base pay, involuntary transfer over 50 miles by highway, suspension, demotion, or dismissal.
(D) An employee who has attained permanent status in his current position shall not be disciplined for poor performance unless the employee has been counseled about the poor performance and provided a reasonable opportunity to correct performance deficiencies.
(E) The use of performance counseling shall not preclude the agency from seeking to discipline the employee for cause based upon specific acts of misconduct.
(F) Employees shall receive an evaluation from the academy upon completion of entry- level Special Agent training. A copy of the evaluation shall be forwarded to the appropriate supervisor.
Performance Review. The College shall review the performance of each probationary full- or part-time Faculty Member in accordance with Article 21: Performance Review – Building Employee Success.
Performance Review. 1. A new employee or an employee transferred from another wage schedule or unit, shall receive a performance review during the sixty (60) day probationary period in his/her new position. The employee will be provided with a job description that identifies the essential duties and responsibilities of the position. If a job description has not yet been developed, the District will provide the most recent vacancy posting for the position until such time as the job description is developed.
2. Regular employees shall receive a minimum of one (1) performance review every three years. Bus drivers and food service employees shall receive a minimum of one (1) performance review per year during the first two (2) years of employment and a minimum of one (1) performance review every three years thereafter.
3. An employee may request additional evaluation(s).
4. Complaints against an employee’s performance will be shared with the employee and he/she will be given information regarding the complaint in order to have an adequate opportunity to respond before any action is taken. Efforts will be made to reconcile with the complainant and the employee if appropriate.
5. The employee will be informed in advance of the evaluation process and the form(s) to be used and will be provided an opportunity to meet with his/her supervisor.
6. The employee will sign the appraisal form at the time of the evaluation as evidence that the contents have been reviewed and discussed. It will then become a part of his/her permanent District employee file. If the employee disagrees with the evaluator’s statement(s), he/she may within five (5) working days of the last discussion, prepare and submit to the evaluator a signed supplemental statement to be attached to and filed with the appraisal form. Evaluation conclusions will be based on supportive documentation.
7. If a supervisor believes that the employee is not performing their job satisfactorily, the supervisor will have the option to commence with an evaluation process. The employee will be notified of the supervisor’s decision for an evaluation process and written notice of the concerns, directives and a plan for support with a timeline will be given to the employee.
Performance Review. The Charter Schools Director shall review the Organizer’s performance no less frequently than annually, with the content and scope of each review to be determined by the Charter Schools Director. As part of the overall review process, the Charter Schools Director shall review the Organizer's performance in operating the Charter School, including methodology for gauging the progress of the Charter School in achieving the educational mission and goals incorporated in the Application, the Charter, and the Accountability Plan. Such performance review shall include methods for holding the Organizer accountable for improvement in student performance as measured by the following, if appropriate for grade level:
a. Results on mandatory annual assessments, as defined in 511 IAC § 6.2-6-1, including the number and percentage of students meeting state academic standards;
b. Student attendance rates;
c. Graduation rates;
d. Number and percentage of students completing the Core 40 curriculum and results on Core 40 end of course assessments; and
e. Number of academic honors diplomas.
Performance Review. A performance review will be conducted by the District to ensure services are performed satisfactory by the Contractor and its resource. Contractor will be notified by the District of their performance. If the review is unsatisfactory, the contractor will be required to submit a corrective action plan to address the deficiencies. If the performance is not improved, the contractor will not be renewed and the option years will not be exercised.
Performance Review. The City may conduct a formal quarterly review of the Subrecipient’s compliance with the terms of this Agreement. A report of their findings will be made available to the Subrecipient within thirty (30) days of the completion of the review.
Performance Review. The Port may conduct a performance review on a semi- annual basis to evaluate the Provider's compliance with the provisions of this Agreement.
Performance Review. SECTION 1 Performance Reviews
(A) Performance reviews of employees shall be conducted in accordance with Rule 60L-35, F.A.C., Performance Evaluation System.
(B) Employees’ performance shall be reviewed by their immediate supervisors or designated raters, who shall submit the proposed performance review to higher management for approval.
(C) Performance reviews shall be based on an employee’s actual job performance and shall not conform to preconceived percentage distributions. When a numerical scoring formula is to be utilized by an agency, the evaluation form shall contain the formula with blanks for insertion of the actual scores that will be used in reaching the overall evaluation.
(D) Numerical arrest, citation, or violation quotas will not be used as a factor in evaluating employees’ performance, as provided in section 316.640(8)(b), F.S.
(E) The provisions of this article are not grievable under Article 6 of this Agreement except as follows:
(1) If the performance evaluation of an employee who has obtained permanent status in his current position serves, in whole or in part, as the basis for a reduction in base pay, involuntary transfer over 50 miles by highway, suspension, demotion, or dismissal.
(2) If the overall annual performance evaluation score of an employee who has obtained permanent status in his current position is Needs Improvement or Unsatisfactory and it is alleged that a violation of (A), (C), or (D) of this section has occurred. In these instances, grievance decisions at Step 3 shall be final and binding.
