Common use of PERFORMANCE REVIEW BOARD Clause in Contracts

PERFORMANCE REVIEW BOARD. A. Employees shall not have recourse to the grievance procedure to dispute their performance evaluation scores. However, employees receiving a less than “effective” score shall have recourse to the Performance Review Board (PRB) for disputes regarding their performance evaluations in matters concerning procedural issues, and allegations of bias and/or discrimination. However, employees shall discuss their concerns regarding performance evaluations with their immediate supervisor and the Department Manager. If dissatisfied with the results of these discussions, the employee shall present their concerns to the Union. The Union shall decide if the issue involving the performance evaluation shall be taken to the PRB. B. The PRB shall consist of two (2) members appointed by the District, and two (2) members appointed by the Union. The appointed members will form a standing committee with the Labor Relations Department staff’s assistance. C. The PRB will convene to investigate allegations, interview pertinent witnesses and review documents. Recommendations of the PRB shall be made by consensus of all Board members and will be prepared for the General Manager’s review. D. The General Manager or designee will determine what action will be implemented within twenty (20) days of receipt of the report. The General Manager’s decision will be sent to the Union President and to the Labor Relations Department Manager. The General Manager shall not unreasonably overturn recommendations made by the PRB. The decision shall be final and binding on all parties.

PERFORMANCE REVIEW BOARD. A. Employees shall not have recourse to the grievance procedure to dispute their performance evaluation scores. However, employees receiving a less than “effective” score shall have recourse to the Performance Review Board (PRB) for disputes regarding their performance evaluations in matters concerning procedural issues, and allegations of bias and/or discrimination. However, employees shall discuss their concerns regarding performance evaluations with their immediate supervisor and the Department Manager. If dissatisfied with the results of these discussions, the employee shall present their concerns to the Union. The Union shall decide if the issue involving the performance evaluation shall be taken to the PRB. B. . The PRB shall consist of two (2) members appointed by the District, and two (2) members appointed by the Union. The appointed members will form a standing committee with the Labor Relations Department staff’s assistance. C. . The PRB will convene to investigate allegations, interview pertinent witnesses witnesses, and review documents. Recommendations of the PRB shall be made by consensus of all Board members and will be prepared for the General Manager’s review. D. . The General Manager or designee will determine what action will be implemented within twenty (20) days of receipt of the report. The General Manager’s decision will be sent to the Union President and to the Labor Relations Department Manager. The General Manager shall not unreasonably overturn recommendations made by the PRB. The decision shall be final and binding on all parties.. PRB Procedure:

PERFORMANCE REVIEW BOARD. A. Employees shall not have recourse to the grievance procedure to dispute their performance evaluation scores. However, employees receiving a less than “effective” score shall have recourse to the Performance Review Board (PRB) for disputes regarding their performance evaluations in matters concerning procedural issues, and allegations of bias and/or discrimination. However, employees shall discuss their concerns regarding performance evaluations with their immediate supervisor and the Department Manager. If dissatisfied with the results of these discussions, the employee shall present their concerns to the Union. The Union shall decide if the issue involving the performance evaluation shall be taken to the PRB. B. . The PRB shall consist of two (2) members appointed by the District, and two (2) members appointed by the Union. The appointed members will form a standing committee with the Labor Relations Department staff’s assistance. C. . The PRB will convene to investigate allegations, interview pertinent witnesses witnesses, and review documents. Recommendations of the PRB shall be made by consensus of all Board members and will be prepared for the General Manager’s review. D. . The General Manager or designee will determine what action will be implemented within twenty (20) days of receipt of the report. The General Manager’s decision will be sent to the Union President and to the Labor Relations Department Manager. The General Manager shall not unreasonably overturn recommendations made by the PRB. The decision shall be final and binding on all parties.