Common use of Performance Review Clause in Contracts

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. 117.1 Timely evaluation of employee performance is valuable and necessary for employees and the Board. A new The evaluation process should provide information to the employee about job performance and employment status. 17.2 Employees shall be evaluated by appropriate administrative personnel familiar with the employee's performance. Non-administrative professional staff employed by the Board (including but not limited to classroom teachers) familiar with the employee's job requirements and daily performance, may provide input as described herein, but shall not be responsible for evaluating employee performance. 17.3 Such professional staff may be asked to provide written input of employee performance or conduct at work, based on direct observation of the employee during the evaluation period. Any input provided by professional staff that is used as part of the evaluation process shall be signed by the professional staff member and made available to the employee upon request. If the evaluator asks for input from professional staff as part of the evaluation, the employee shall be advised of the request. 17.4 When evaluating an employee transferred from another wage schedule employee's overall performance, the appropriate building administrator or unitsupervisor will prepare a written performance review, using Appendix B. 17.5 Non-probationary employees shall receive a performance review during at least once every three (3) years, or more often if the sixty (60) day probationary evaluator or employee determines a need to do so. 17.6 A performance review period in hisshall begin with written notice to the employee that her/her new positionhis performance is being formally reviewed. The employee will shall also be advised of the name of the evaluator, and the dates of the review period, which shall be at least 30 work days and no more than one work year (not extending beyond June 30), unless the employee or evaluator requests continuation of the review. A copy of the evaluation form (Appendix B) and appropriate job description shall also be provided with to the employee at this time. The review period may also be modified by mutual agreement between the employee and evaluator. 17.7 Evaluation of an employee's overall performance shall generally be based on a job description that identifies the essential duties and responsibilities composite of any or all of the positionfollowing: direct observation of the employee's work performance by the evaluator(s), input from professional staff provided in accordance with 17.2 and 17.3, and other information about employee conduct or performance since the last formal evaluation, including disciplinary action, if any, brought to the employee’s attention in a timely manner after the evaluator became aware of such conduct or performance. A formal observation will normally be scheduled in advance with the employee. Informal or unscheduled observations may also be conducted as part of the overall evaluation process. Evaluators should promptly advise the employee during the evaluation process if there are concerns about the employee's performance or work related conduct. If the evaluator believes an employee's performance is deficient or unsatisfactory, she/he may involve another administrator for a job description has not yet been developedsecond opinion or to provide suggestions for improvement, and will so notify the employee. If an employee is recommended for discharge based on an unsatisfactory evaluation, the District will employee may ask the Superintendent to involve a second administrator to provide the most recent vacancy posting for the position until such time as the job description is developeda second opinion. 217.8 The evaluator shall meet with the employee before the end of the employee's work year to discuss the final evaluation. Regular employees At this conference, the employee shall receive a minimum completed evaluation form, which the employee shall sign at the conference, unless the parties agree after discussion that changes should be made, in which case, the employee shall sign when presented with an amended form. The signature evidences receipt and not agreement with the contents of one (1) performance review every three yearsthe evaluation. Bus drivers and food service employees A copy of the signed evaluation 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 given to the employee and he/she will be given information regarding placed in 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 appropriateemployee's personnel file. 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. 17.9 If the employee disagrees with the evaluator’s statement(s)evaluation, heshe/she he may submit a written response within five twenty (520) working days after receipt of the last discussionevaluation, prepare and submit to the evaluator a signed supplemental statement to which shall be attached to and filed the file copy of the evaluation. 17.10 Each evaluation shall include the following statement at the end: "Considering all factors, the employee's work performance is (check one): Satisfactory Improvement Needed Unsatisfactory" 17.11 At any time, an administrator may discuss an area of concern about an employee's performance. The parties agree that discussions about performance that may lead to discipline or an unsatisfactory rating on an evaluation shall occur within a reasonable time after the concern develops, generally no later than 15 work days after the administrator is aware of the concern. However, it is recognized that circumstances do occur that interfere with the appraisal form. Evaluation conclusions will be based on supportive documentation. 7administrator's ability to initiate such discussions within the desired timeframe. If a supervisor believes that the employee is 15 day standard cannot performing their job satisfactorilybe met, the supervisor administrator will have inform the option to commence with an evaluation process. The employee will be notified employee, during the 15 day period, of the supervisor’s decision need to discuss the concern, and will offer a future date and time for an evaluation process and written notice of the concerns, directives and a plan for support with a timeline will be given to the employeesuch purpose.

Performance Review. 117.1 Performance review is used to determine whether academic staff members will be granted an increment, merit, promotion, renewal of tenure-track appointments, and tenure. All involved in the performance review process must undertake their roles seriously and with integrity, ensuring that statements, both verbal and written, refer to aspects of performance, are fair commentary, and are based upon appropriate evaluation of the material specified in Article 17.4. The performance review process depends upon honesty, fairness, and confidentiality, and is governed by the principles of natural justice. The Xxxx shall inform academic staff members on the location of electronic files for the availability of the relevant Criteria Document(s) and of articles 16, 17, and 18 of the Collective Agreement. The University, in conjunction with URFA, shall hold yearly information sessions to inform academic staff members of the review process. Information sessions will also be available for the initial reviewer, review committee members and Xxxxx. There shall be URFA representation in these sessions. 17.2 The Xxxx shall conduct a review of the performance of academic staff members, according to the following schedule: 17.2.1 A new employee review pertaining to renewal of appointment shall occur during the second employment year (July 1st to June 30th) of an initial tenure-track appointment. Upon renewal, an increment shall be provided to academic staff members beginning on the first July 1st following the initial date of appointment and each subsequent July 1st until tenure is achieved. Tenure-track academic staff members will normally be considered for tenure in the review period immediately following the completion of four years of appointment. 17.2.2 Each year, a review shall be conducted for all academic staff members who: - hold term appointments; - hold tenure-track appointments (other than an initial one); - have applied for tenure and/or promotion; - have applied for merit; - hold appointments with tenure and have asked the Xxxx in writing by November 30th to be reviewed; - who have had a performance issue explicitly identified on their latest Performance Review Form and who have been informed in writing by the Xxxx by July 1st of the decision and the rationale for the review; - were eligible for an increment the previous year and did not receive one, or were not eligible and were informed that they would not have received an increment even if eligible. 17.2.3 Reviews shall be conducted every third year for academic staff members holding appointments with tenure (other than those affected by conditions specified in Article 17.2.2). Academic staff members holding appointments with tenure shall be provided with an increment on July 1st following any year in which they are not reviewed. The provision of this increment is an expectation of career growth and may not be revoked by a subsequent review. 17.3 Except under unusual circumstances, a review shall not be initiated for an academic staff member who is on leave. Xxxxx intending to review a member on leave shall notify the member in writing before July 1st. The notice shall stipulate the unusual circumstances that appeared to the Xxxx to warrant such a review and explain that the member has the right to notify the Faculty Association. Notwithstanding the foregoing, an academic staff member on leave may initiate a review (including an application for promotion, merit, or an employee transferred appointment with tenure) by notifying the Xxxx in writing no later than November 30th. Members on leave may withdraw a request for review by notifying the Xxxx in writing by January 1st. 17.4 The review shall be based on the following documents: 17.4.1 the Annual Information Form supplied by the University and completed by the academic staff member. In the case of members being reviewed after two or more years, consideration shall be given to the Annual Information Form from another wage schedule each year for the entire period under review; 17.4.2 the Performance Review Form(s), supplied by the University, completed by the initial reviewer, the Review Committee, and the Xxxx and signed by the member as indicated in Articles 17.12, 17.13, and 17.14; 17.4.3 a current curriculum vitae; 17.4.4 material in the academic staff member’s official file relevant to the period under review; 17.4.5 documents and other works relevant to the academic staff member’s performance of duties during the period under review; 17.4.6 aggregated and summarized data from student course/instructor evaluations developed pursuant to Article 17.18 and forming part of the official file pursuant to Article 10.7. The academic staff member is responsible for providing the relevant information and documentation for the review. The member may append to the Annual Information Form any related additional information. 17.4.7 Information for the period under review that is not stated on the Annual Information Form or unitPerformance Review Form or not contained in the official file, shall receive a not be considered. 17.5 The period to be reviewed terminates on December 31st. Career decisions shall focus on the period under review.  When an academic staff member is applying for promotion, or applying for, or being considered for an appointment with tenure, the performance review shall cover the member’s entire career.  When a member is applying for merit, the performance review shall cover the period since the last merit was received or, if the member has never received merit, since the initial appointment. Performance reviews may refer to issues raised with a member in the previous performance review and evaluate how the member has addressed these issues during the sixty (60) day probationary period in his/her new position. The employee will since that review. 17.6 Upon written request to Human Resources, an academic staff member shall be provided with a job description that identifies list of all members in the essential duties and responsibilities same category (faculty, librarian, laboratory instructor, or instructor) who, within five years of the positiondate of such request and within the same academic unit as the member, have received the career progress that the member is seeking. 17.7 Each year, every academic staff member shall complete the Annual Information Form and submit the completed form to the department head or other appropriate person. If a job description has However, if the member is not yet been developedbeing reviewed and is absent from campus, and if the Xxxx agrees, the District will provide Form need not be submitted. Instead, two Forms shall be submitted at the most recent vacancy posting for end of the position until such time as the job description is developednext year. Academic staff members who hold tenure-track appointments shall submit their completed Annual Information Form and any supporting documentation by December 15th. Members with term appointments or appointments with tenure shall submit their completed Form and any supporting documentation by January 31st. 217.8 Those applying for tenure, promotion, or merit shall apply to the Xxxx with a copy to the department head or other appropriate person, no later than November 30th. Regular employees Applications for promotion or tenure require supporting documentation at this time. Supporting documentation for merit 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 provided with the employee and he/she will be given information regarding Annual Information Form. Academic staff members shall have the complaint in order to have an adequate opportunity to respond provide supplementary documentation at any time before the initial review is conducted. Applications may be withdrawn at any action is taken. Efforts will time by notifying the Xxxx in writing but must be made to reconcile with before the complainant and the employee if appropriateinitial review is completed. 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. 1. A new employee or an employee transferred from another wage schedule or unit, shall receive 11.1 The Employee agrees to submit to a performance review carried out annually during the sixty term of this Agreement, but acknowledges that such a performance review relates only to a review of performance during the term of this Agreement, and does not relate to any decision to offer a new Employment Agreement after the expiry of this Agreement. 11.2 The performance review shall be carried out in accordance with the following conditions: 11.2.1 The review shall be carried out during each year of the term of this Agreement at a time and using a method to be determined by the Chief Executive Officer in consultation with the Employee, which are annexed as Schedule 2 (60the “Performance Appraisal”). 11.2.2 The Chief Executive Officer shall undertake the review and may call on one or more other persons to assist with the process, or may engage the services of an independent facilitator to support and oversee the performance review process. 11.2.3 The Employee shall be entitled to have a representative (industrial or other) day probationary period in his/her new positionattendance during the review process to provide support. 11.2.4 The review will assess the Employee’s performance by reference to the extent to which the Employee has discharged the goals, objectives, responsibilities and duties as detailed in the Position Description annexed as Schedule 1, the Performance Appraisal annexed as Schedule 2 and any strategic objectives for the particular year as agreed between the Employee and the Chief Executive Officer. 11.2.5 A written report relating to the Review shall be compiled and a copy provided to the Employee. It shall set out in detail the particular aspects of the Employee’s performance. 11.3 The employee Employee’s position description and performance criteria (attached as Schedule 1) must be reviewed and, if necessary, amended by agreement within three months after each performance review. 11.4 At any stage during term of this Agreement, or following receipt of the written report referred to in Clause 11.2.5, if the Chief Executive Officer determines that the Employee’s performance is unsatisfactory, the Employee will be provided with a job description that identifies written notice, stipulating 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 aspects of his/her permanent District employee fileperformance which the Chief Executive Officer considers unsatisfactory. If This notice shall provide a time frame within which the employee disagrees with Employee’s performance in the evaluator’s statement(s), he/she may within five (5) working days stipulated area or areas should improve. 11.5 At the completion of the last discussiontime frame referred to in 11.4, prepare and submit the Employee will either: 11.5.1 Be informed that performance has improved to the evaluator a signed supplemental statement to be attached to satisfaction of the Chief Executive Officer and filed with the appraisal form. Evaluation conclusions no further action will be based on supportive documentation.taken; or 7. If 11.5.2 Be provided with further written notice, providing final warning that unless the Employee’s performance improves in the same stipulated areas, once again within a supervisor believes that the employee is not performing their job satisfactorilytimeframe, the supervisor Chief Executive Officer will have the option terminate this contract pursuant 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 employeeClause 12.2.

Performance Review. 1. A new employee or an employee transferred from another wage schedule or unit, shall receive a 14.1 The purpose of the annual performance review during is to provide the sixty (60) day probationary APT member with an honest and fair assessment of performance in relation to the job description and the pay grade of the member. The persons involved in performance review recognize that the process depends upon honesty and fairness. All persons involved in the review will undertake their roles seriously and with integrity, ensuring that statements, both verbal and written, refer to aspects of performance, are fair commentary, and are based upon appropriate evaluation of evidence. 14.2 Annually, the Director or equivalent will initiate in December a review of the APT member. 14.3 The review shall be for the period in ending December 31st, and any salary adjustments resulting from it will take effect April 1st immediately following. 14.4 The APT member will provide an outline of their activities and achievements for the review period on the Annual Information Form supplied by the University. Where appropriate, the member will also supply supporting documentation or material relevant to his/her new position. The APT member shall provide this information to their Director or equivalent by February 15th. The Director or equivalent to whom the employee directly reports, will be responsible for the final assessment of performance, but may require other intervening levels of supervision including Functional Supervisor to contribute to the assessment process. The review shall be based upon the information provided on the Annual Information Form, other information provided by the member, and material from the member’s official file appropriate to the period under review. 14.5 Prior to making the final assessment, the Director or equivalent shall arrange for a meeting by March 15th to discuss the information on the Annual Information Form provided by the member and the Director or equivalent’s assessment of the member’s performance in relation to the job description and the previous related performance review. The Director or equivalent will also define new goals and objectives for the following review period which will form part of the next performance review, if relevant. The new goals and objectives will be provided with a job description that identifies to the essential member in writing. If there are significant changes in the duties and responsibilities from those listed in the job description, these should be discussed, and appropriate action taken by the Director or equivalent or the member (see Article 15). If the Director or equivalent deems that some aspects of the positionperformance have been less than satisfactory, that information will be conveyed to the member and a performance development plan will be developed in consultation with the member. If A second meeting may be scheduled at the member’s request within 10 days of the initial meeting for further discussion. This meeting will be arranged by the Director or equivalent at 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 developedmutually agreeable time. 214.6 The Director or equivalent shall complete their final assessment on the Performance Review Form prior to March 31st. Regular employees shall receive a minimum This final assessment will be provided to the APT member and the member will sign one of one (1two statements contained on the form: a) performance review every three years. Bus drivers I have read the assessment and food service employees shall receive a minimum of one (1agree with it; or b) performance review per year during I have read the first two (2) years of employment assessment and a minimum of one (1) performance review every three years thereafterdisagree with it. 3. An employee 14.7 The APT member may request additional evaluation(s). 4. Complaints against an employee’s performance will be shared with attach a personal statement to the employee and Performance Review Form if he/she so wishes. 14.8 One signed and dated copy of the Annual Information Form and the completed Performance Review Form (with any attached statement and performance development plan) will be given information regarding placed on 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 APT member’s official file, 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 a copy will be provided an opportunity to meet with his/her supervisorthe APT member by the Director or equivalent. 614.9 If the performance is deemed satisfactory and the member is eligible, the member shall receive an increment in accordance with Appendix A on April 1st. 14.10 If the APT member is dissatisfied because an increment is not granted, the member may appeal, within thirty (30) calendar days of receiving the salary advice letter. The employee will sign appeal must be in writing and addressed to the appraisal form at the time Chair of the evaluation Faculty Association. The Faculty Association shall inform the Director of Human Resources 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 soon as possible of the last discussion, prepare appeal and submit to the evaluator a signed supplemental statement to be attached to and filed with the appraisal form. Evaluation conclusions an appeal committee will be based on supportive documentationconstituted under Article 37.9. 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. 1. A new Employees shall be subject to quarterly performance reviews, based upon criteria related to their job performance, skills and professional development. 2. The Employer and the Union consider the proper evaluation of the performance of Employees an indispensable aspect of the Management process, and being vital to the development of individual employees’ full potential; thereby enabling them to perform their jobs efficiently. 3. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss and then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his/her performance appraisal. 4. The employee shall be permitted up to fourteen (14) days from the time he or she is presented with the review form to provide his or her signature and written comments. 5. After two months following the due date, any failure of the Employer to complete the annual assessment of the employee, shall result in the employee being awarded an automatic annual increment. 6. After the employee transferred from another wage schedule or unithas signed the performance appraisal, no further written comments shall be added. The employee shall receive a performance review during copy of their signed Performance Appraisal with all relevant signatures 7. The employee may use the sixty (60) day probationary period grievance procedure to correct any inaccuracies in his/her new positionperformance appraisal. 8. The employee will be provided with a job description that identifies the essential duties and responsibilities formal review of the position. If a job description has not yet been developed, the District will provide the most recent vacancy posting an employee's performance shall also incorporate an opportunity for the position until such time as the job description is developed. 2. Regular employees shall receive a minimum of one (1) performance review employee to state his/her career development goals and that 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 effort be made to reconcile with develop the complainant and career potentials of each individual through In-Service Training, Retraining, or any other facets of career development which may be available. 9. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee if appropriate. 5. The employee will be informed in advance was not made aware, by the provision 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 a copy thereof at the time of the evaluation as evidence that the contents have been reviewed and discussed. It will then become filing or within 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 documentationreasonable period thereafter. 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.