Performance Review Process. 33.3.1 Immediate supervisors will meet with employees at the start of their review period to discuss performance expectations, and during the review period to discuss any modifications to those expectations. Performance evaluations will not be used as disciplinary tools. Performance problems will be brought to the attention of the employee before it is mentioned in an evaluation. At the conclusion of the review period, immediate supervisors will meet to review the final evaluation, plan for the forthcoming review period, and answer the employee’s questions.
33.3.2 As part of the performance evaluation process employees will be provided with a written, University Performance Development Plan form with instructions, which will be utilized bargaining unit wide, and will include a signature line for the employee to acknowledge receipt of the evaluation and a space to record the employee’s comments regarding the evaluation. At the feedback session, the employee and the supervisor will share their draft performance assessments. The employee, at this time, may request a personal meeting with the reviewer as outlined in the referenced Plan above.
33.3.3 The completed performance evaluation, including the employee’s comments, will be maintained in the employee’s personnel file.
33.3.4 If an employee disagrees with his or her performance evaluation, the employee has the right to attach a written rebuttal.
Performance Review Process. The College and the Faculty Association have co-developed the current Performance Review Process and agree to maintain a co-development approach to any revisions to that Process. A post-probationary employee shall participate in the Faculty Performance Review Process once every four (4) years. The Xxxx/Manager will initiate the review process at the beginning of the four (4) year cycle. At this meeting, the Xxxx/Manager and the employee will agree on the employee’s goals for the cycle and the sources of information and student feedback to be gathered. In the absence of an all-inclusive performance review in a given year, the employee's performance shall be deemed to be satisfactory.
Performance Review Process. 13.4.1. All ADs will be evaluated by the xxxx during the second (2nd) year of their three (3)-year term. The evaluation will address the faculty member’s performance of their AD duties, as outlined in the job description. The evaluation will consist of the following components, using forms and formats as agreed by the parties:
a. Self-evaluation which includes an overview of equity and antiracism work;
b. Evaluations by Division faculty,
c. Evaluation by the Division Operations Director; and
d. Evaluation by the xxxx.
13.4.2. The xxxx will write a summary evaluation report. The evaluation will be designated with the summary outcomes of Meets Expectations, Exceeds Expectations, or Needs Improvement. The xxxx will meet with the AD and discuss the written summary evaluation report. The AD may provide a written response to the evaluation report.
Performance Review Process. The University shall be responsible for the performance review process and shall ensure fair and reasonable treatment of any faculty members being reviewed. Student course evaluation forms shall be completed for each assigned credit course prior to the end of each academic semester, unless otherwise agreed between the University and the Faculty Association. At the conclusion of each semester, the University shall produce a summary of all numerical ratings along with a record of all written comments from every student course evaluation form. This documentation shall be sent to the faculty member as soon as practicable after the end of the semester, with a copy to the Vice-President Academic and a copy placed in each faculty member’s personnel file. All faculty members shall be notified when their summaries of course evaluations (for Teaching Faculty) or written administrative assessments (for Non-Teaching Faculty) are available for examination and shall be required annually to examine their own summary or assessment and to advise Human Resources, by written record, confirming that they have done so. For each Non-Teaching faculty member, an administrative assessment shall be completed annually by the Non-Teaching faculty member’s direct administrative supervisor and placed in the faculty member’s personnel file. The Developmental Review Committee shall review Probationary faculty members annually. Regular faculty members may be reviewed by the Developmental Review Committee annually, and no less than once within a three year period. The Xxxx, an Assistant Xxxx of the Faculty or equivalent and one faculty elected by the Regular faculty from the Faculty shall review Non-Regular faculty members annually within their program areas. Recommendations of this committee, regarding the eligibility for renewal of Non-Regular appointments, shall be provided to the faculty member, prior to being forwarded to the Sessional Hiring Committees. Where the performance review is deemed unsatisfactory and/or where the recommendation is not to re-hire, the non-regular faculty member shall be notified by the Xxxx and provided an opportunity to discuss the review/recommendation.
Performance Review Process. (a) The diversity of professional interests and expertise among employees requires that they have the freedom to pursue developments and opportunities in self-directed professional service and professional activity. In exercising this freedom the employee will take into account the value of these pursuits to their professional advancement, the Library and the broader library and research community.
(b) The evaluation process will involve a meeting or series of meetings between the employee and their supervisor to review:
(i) the employee’s position-related activities, professional service and professional activity, of the Review Year;
(ii) an evaluation of performance measured in the context of goals set for the Review Year; and,
(iii) goals for the coming Review Year. The position-related goals must align with the strategic direction of the library as determined by the University Librarian or the Director, Health Sciences Library, as applicable.
(c) The employee’s Annual Activity Report, completed in accordance with Article 24.6, must be submitted to their supervisor no later than the end of the Review Year (May 7th).
(d) Once received, the employee’s supervisor will provide a written performance evaluation reflecting the supervisor’s assessment of the employee’s job performance, professional service and professional activity, no later than June 15th. The employee may respond in writing to the supervisor’s comments. This response will be appended to the supervisor’s evaluation.
(e) The Annual Activity Report will be used both as a working document and a final submission. Changes may be made to the initial Annual Activity Report submitted by the employee as a consequence of discussions between the employee and the supervisor.
Performance Review Process. Where employee deficiencies are identified, the following shall take place prior to implementation of the evaluation process:
(a) a conference has been held between the employee and Executive Director outlining the steps of the process and the identified deficiencies;
(b) performance expectations and recommendations for change have been clearly stated and recorded;
(c) a program of assistance has been mutually developed;
(d) the employee has progressed through the stages of the program on a time schedule to which the parties have mutually agreed. Should the above outlined process not correct the deficiencies, the evaluation process shall be instituted as follows:
(a) a meeting shall be held between the employee and supervisor;
(b) deficiencies shall be clearly stated in writing;
(c) the program of assistance, including timelines, shall be clearly delineated in writing by the employee's supervisor;
(d) possible consequences or actions to follow shall be clearly stated to the employee by the supervisor;
(e) the employee will be given a copy of the evaluation form to sign. This signature will acknowledge that the employee has seen the evaluation and does not necessarily acknowledge agreement with the evaluation. The employee may attach a reply to the written evaluation.
Performance Review Process. (a) The diversity of professional interests and expertise among employees requires that they have the freedom to pursue developments and opportunities in self-directed professional service and professional activity. In exercising this freedom the employee will take into account the value of these pursuits to her professional advancement, the Library and the broader library and research community.
(b) The evaluation process will involve a meeting or series of meetings between the employee and her supervisor to review:
(i) the employee’s position-related activities, professional service and professional activity, of the Review Year;
(ii) an evaluation of performance measured in the context of goals set for the Review Year; and,
(iii) goals for the coming Review Year. The position-related goals must align with the strategic direction of the library as determined by the University Librarian or the Director, Health Sciences Library, as applicable.
(c) The employee’s Annual Activity Report must be submitted to her supervisor no later than the end of the Review Year (April 30).
(d) Once received, the employee’s supervisor will provide a written performance evaluation reflecting the supervisor’s assessment of the employee’s job performance, professional service and professional activity. The employee may respond in writing to the supervisor’s comments. This response will be appended to the supervisor’s evaluation.
(e) The Annual Activity Report will be used both as a working document and a final submission. Changes may be made to the initial Annual Activity Report submitted by the employee as a consequence of discussions between the employee and the supervisor.
Performance Review Process. The College and the Faculty Association shall co-develop a Performance Review Process.
Performance Review Process. The Institute shall be responsible for the performance review process and shall ensure fair and reasonable treatment of any Faculty Members being reviewed.
Performance Review Process. The University shall be responsible for the performance review process and shall ensure fair and reasonable treatment of any Faculty Members being reviewed. Student course evaluation forms shall be completed for each assigned credit course prior to the end of each academic semester, unless otherwise agreed between the University and the Faculty Association. At the conclusion of each semester, the University shall produce a summary of all numerical ratings along with a record of all written comments from every student course evaluation form. This documentation shall be placed in each Faculty Member’s personnel file, with a copy to the Vice President Academic. For each Non-Teaching Faculty Member, an administrative assessment shall be completed annually by the Non-Teaching Faculty Member’s direct administrative supervisor and placed in the Faculty Member’s personnel file. The Developmental Review Committee shall review Probationary Faculty Members annually. Regular Faculty Members may be reviewed by the Developmental Review Committee annually, and no less than once within a three year period. The Xxxx, an Assistant Xxxx of the Faculty or equivalent and one faculty elected by the Regular faculty from the Faculty shall review Non-Regular Faculty Members annually within their Faculty.
