Performance Standards and Evaluation Sample Clauses

Performance Standards and Evaluation. Applies to both Title 5 and Contract Education Employees

Performance Standards and Evaluation. Union and Management agree that performance management will be in accordance with the most current Department Regulation (DR 4040-430 – Employee Performance Management) and Agency performance management system (FSH 6109.13).

Performance Standards and Evaluation. The Superintendent recognizes that consistent with the state’s approved educator evaluation system, the process for evaluating superintendents will reflect performance based evaluation criteria which includes measures of standards, indicators elements, and performance descriptors for effective administrative leadership. The Superintendent understands that performance within the above stated role will be evaluated by the School Committee’s Negotiation Subcommittee. Following the completion of the fiscal year, the Subcommittee shall convene for the purpose of reviewing and evaluating the goals attainment documentation provided by the Superintendent. To the degree in which such documentation satisfies the Subcommittee, they shall extend a performance remuneration recommendation to the Superintendent. At this juncture the Superintendent can support or contest the Subcommittee’s decision, but the burden rests with the Superintendent to provide additional documentation for any reconsideration. Although the full School Committee expects to be kept informed, it entrusts its Subcommittee with the authority to reach closure with the Superintendent. Additionally, the full School Committee functions as an appeal mechanism if and when necessary.

Performance Standards and Evaluation. At least once a year during the term of the Contract, the Board shall evaluate and assess the performance of the Superintendent, but not later than the 15th day of July of each year. The Chair of the Board shall be responsible for organizing the evaluation of the Superintendent. Any instrument to be used by the Board to evaluate the performance of the Superintendent shall be developed by the Board and adopted by the Board at a regular meeting. The evaluation shall be based upon specific and measurable criteria and shall be reasonably related to the Superintendent's duties and goals and objectives for the year in question. In the event that the Board determines that the Superintendent's performance is unsatisfactory in any respect, the evaluation shall describe, in reasonable detail, specific instances of unsatisfactory performance and recommendations for improvement. The Board agrees to discuss the performance of the Superintendent and the working relationship between the Board and Superintendent prior to completing its annual evaluation of the Superintendent. In conducting the Superintendent’s evaluation, the Board Chair shall appoint an independent facilitator to prepare a summarized report of the individual evaluations of the Board and the Board Chair or designee shall present the report at a regularly scheduled Board meeting. The Board shall provide the Superintendent with a copy of his evaluation. Within thirty (30) days thereafter or at such other time as is mutually agreeable, the Board shall meet with the Superintendent to discuss the evaluation. The Superintendent shall have the right to submit a written reaction or response to the evaluation. The response shall become a permanent attachment to the Superintendent's evaluation. Upon completion of each year’s performance evaluation, specific action items identified during such evaluation as needing improvement shall be provided to the Superintendent. Except in the case of malfeasance, the MBOE shall allow the Superintendent a reasonable period of time to improve in the areas identified. A mid-year review may be conducted to assess progress made on current year goals, specific action item(s) and other Board concerns. After completion of an annual evaluation for which the Superintendent attains an overall result of 4.0 or higher on the current 5-point scale, the Board may, in its sole discretion, grant a bonus to the Superintendent in an amount not to exceed 10% of base salary.

Performance Standards and Evaluation. The Finance Director is subject to an initial ninety day probationary period during which time he/she may be terminated for any reason what so ever, at the discretion of the Board. The Clerk shall formally evaluate the performance of the Finance Director annually. The Clerk and the Finance Director may participate in the creation of a written evaluation form delineating criteria to be utilized in performance evaluations. Annually, the township board and the Finance Director may define the goals and performance objectives to be achieved. The review shall take into consideration the Finance Director’s performance, duties, and responsibilities.

Performance Standards and Evaluation. Performance standards and employee accountability for quantity and quality of their work will not change due to participation in the teleworking program. As in "regular'' office assignments, supervisors and employees must discuss and understand what it is that is expected to be produced during teleworking and when it is due. Supervisors and employees must also arrange when/how to make contact with each other on teleworking day(s). Teleworking employees are expected to turn cameras on during Zoom, Microsoft Teams, or other videoconference-mediated meetings, and must follow applicable security protocols when using that technology. Teleworking employees and supervisors must establish clear communication and response expectations during work hours. The evaluation of the employee's job performance will be based on established standards. When employee performance fails to meet expectations, the supervisor will evaluate whether participation in the Telework Program is a contributing factor.

Performance Standards and Evaluation. Section 1. Performance appraisals shall be based only on a written comparison of actual performance against written standards for the duties and responsibilities in the position description. A copy shall be provided to the BUE within fifteen (15) days of the BUE’s signature on the performance appraisal form. Grievance time limits shall not begin until the day after the BUE receives his/her copy of the final signed document. Performance standards shall be applied uniformly throughout the bargaining unit. Section 2. The Parties agree that performance standards are written for the primary duties and responsibilities described in the Position Description and must be used as the only basis for comparing the BUE’s actual job performance against the requirements (duties and responsibilities) of the position. Section 3. Members of the bargaining unit shall be rated by their Facility Watch Supervisor (FWS). Section 4. The Parties agree that the two (2) level Performance Management Program, as established by MCO 12430.2, shall be utilized. The Employer shall use form NAVMC 11408 to assess BUE performance under this Article. Any changes to the Performance Management Program affecting bargaining unit BUEs shall be negotiated with the Union in accordance with Article 7 of this Agreement. Section 5. The BUE’s signature, after the review of his/her performance evaluation, indicates that he/she has reviewed the completed appraisal record and that it has been discussed with him/her. The BUE’s signature shall not be taken to mean that he/she agrees with all the information or that he/she forfeits any rights of review or appeal. During any discussions regarding performance, the BUE shall be advised, in advance, of the right to make comments. The BUE shall receive copies of any documentation and records made of these discussions. Any written BUE comments shall be appended to any documentation of a performance review. Section 6. At any time during the performance appraisal cycle that a BUE’s performance is determined to be unacceptable in one (1) or more critical elements, the BUE’s FWS shall notify the BUE, in writing, of the critical element(s) for which performance is unacceptable and inform the BUE of the performance requirement(s) or standard(s) that must be attained in order to demonstrate acceptable performance in his/her position. The FWS should also inform the BUE that unless his/her performance in the critical element(s) improves to and is sustained at an acceptable ...

Performance Standards and Evaluation. Employee will be evaluated on his job performance and ability to meet established goals and objectives after six (6) months of employment and annually thereafter or when otherwise deemed appropriate by the City Manager.

Performance Standards and Evaluation a. The Company shall be responsible for complying with all local ordinance regarding working times. The Company assumes all liability for complying with local ordinances. The Company will schedule security officers as determined by the needs of the District and in accordance with the direction of the District’s Operations Director. Any changes to the established schedule must have prior approval of the District. Scheduling of work must be coordinated with the individual facilities’ operational needs in order to avoid disruption or unsafe conditions. b. Security officers must be able to perform all of the essential functions of the job, including, having the ability to, stand and walk for prolonged periods of time without the need for a break or assistance; engage in strenuous physical activity, including running, quickly climbing stairs, pursuing persons on foot, and safely physically restraining persons; as well as, having the ability and willingness to be out-of-doors in all types of Michigan (inclement) weather, including, cold, heat, snow, icy weather, etc., among other functions of the job. c. The Company shall be responsible and liable for any and all damages caused by any action or inaction of an employee working for the Company.