Performance Standards and Evaluation. Performance standards and employee accountability for quantity and quality of their work will not change due to participation in the telecommuting program. As in "regular'' office assignments, supervisors and employees must discuss and understand what it is that is expected to be produced during telecommuting and when it is due. Supervisors and employees must also arrange when/how to make contact with each other on telecommuting day(s). The Performance Evaluation of the employee's job performance will be based on established standards. Performance must remain in the category of "Meets Expectations" or above in all categories of the evaluation to remain in the Telecommuting Program.
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. 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. The Finance Director is subject to an initial six month probation. 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. 7.1. Total Army Performance Evaluation System (TAPES):
a. The EMPLOYER agrees to permit the use of the counseling checklist portion of the Base System Civilian Performance Counseling Checklist/record, on page 1 of DA Form 7223-1, May 93, in the Senior System, at the option of the Senior System Rater. It is understood that the DA Form 7223-1 will not become a part of any senior level employee’s official rating file.
b. The optional “values” section of the appraisal form will be used in accordance with the instruction contained in the DA Pamphlet 690-400, page 50.
c. To the fullest extent possible, performance standards/objectives developed under TAPES will be consistent with the duties and responsibilities contained in a properly classified position description.
d. To the fullest extent possible, performance standards/ objectives should be reasonably obtainable.
7.2. An employee must work under the evaluating supervisor for at least one hundred and twenty (120) calendar days, except when a rating supervisor is not able to participate in the preparation of a performance rating (e.g., extended illness, death, reassignment or resignation). In such cases it will be done by the new or next level supervisor by the due date.
7.3. The EMPLOYER and the UNION agree that the development of performance plans and identification of performance objectives will be a joint effort. Employees and their supervisors shall meet at least once each year to discuss the performance standards and objectives to be applicable for the coming rating year. The standards and identified objectives shall be put in writing, reviewed, and signed or initialed by the employee and supervisor. Further amendments may be made during the rating year, and these amendments should be noted with the parties’ initials and date. The EMPLOYER will make the final decision on the standards and objectives.
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. The Board shall utilize the performance evaluation protocol adopted at its February 4, 2009, meeting, as modified on July 6, 2011, and May 1, 2013, and August 5, 2015 meeting unless further modified by mutual agreement of the Board and in consultation with the Superintendent. The evaluation shall be in writing, shall be in a form that comports with TCA 49-2-203, State Department of Education Regulation 0520-1, and Board Policy CWI is mutually agreeable to the Board and the Superintendent, 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. 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. In all instances where the Board deems the Superintendent's performance to be unsatisfactory, except in the case of malfeasance, the Board shall allow the Superintendent a reasonable period of time to improve in the areas identified.
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.
