Personnel Evaluations. Any employee whose job performance or conduct becomes subject to evaluation shall have the right to participate in a review of such evaluation. Evaluation of an employee shall be performed by his/her immediate supervisor and signed by the employee. Such signature shall signify only that the evaluation has been reviewed with the employee and shall not indicate concurrence in the content of the evaluation.
Personnel Evaluations. 29.1 The City and the Union agree that all evaluating during the life of this Agreement will be made according to the system outlined in Appendix C.
29.2 The AFSCME Performance Appraisal Committee shall continue to meet on an as needed basis during the term of this agreement to monitor the effectiveness of the appraisal process and to recommend changes as appropriate.
Personnel Evaluations. 23.1 The City and the Union agree that all evaluating during the life of this Agreement will be made according to the system outlined in Appendix C.
23.2 The AFSCME Performance Appraisal Committee shall continue to meet on an as needed basis during the term of the contract to monitor the effectiveness of the appraisal process and to recommend changes as appropriate. All proposed modifications to the process, including the forms attached in Appendix C, shall be submitted to the labor-management committee for review and both parties agree to abide by the committee's recommendation.
23.3 Employees working less than 18.75 standard hours per week will not receive an annual performance appraisal as outlined in Appendix C-2 on their twelve-month anniversary date of hire.
Personnel Evaluations. 18.1 Secretary personnel shall be given a draft copy of any evaluation report and shall examine such report with the person preparing it within eight (8) days of the completed evaluation.
18.2 If the Employee wants to have another meeting to discuss any matter raised in the evaluation report, he/she must file a request with the Supervisor within five (5) days after the initial meeting.
18.3 After such review, the Employee shall sign the evaluation report to indicate awareness of the contents of the evaluation report. The signature of the Employee shall mean only that the report has been seen and discussed; it shall not indicate agreement or disagreement with the report.
18.4 Provisions shall be made for the Employee to write a statement concerning the evaluation, whether the Employee agrees or disagrees, and such statement shall be included with the report.
18.5 Any complaints regarding Secretarial personnel made to any member of the Administration by any parent, student, or other person, which is reduced to writing, shall, within eight (8) days of the complaint, be brought to the Employee's attention. The Principal or Supervisor shall meet with the Employee to apprise the Employee of the full nature of the complaint. The Employee shall have the opportunity to rebut the allegations of the complaint. If the Employee is not satisfied with the results of the meeting(s) with the Principal or Supervisor, the Employee may file a Grievance.
18.6 Any Secretary who receives an evaluation with an area marked "needs improvement" or "ineffective", shall receive an "improvement plan" which shall be mutually developed by the Employee with the Employee's Immediate Supervisor and/or the Building Principal. An improvement plan shall cover not more than a six (6) month period of time and a re-evaluation of the Employee shall occur within the time frame of the improvement plan.
Personnel Evaluations. A. For probationary employees, a performance evaluation is required, at a minimum, every six months.
B. Permanent employees, shall be evaluated annually from the anniversary date of original hiring or current position.
C. If an employee does not agree with an evaluation, the employee may prepare a written response to the evaluation which shall be kept in the employee’s personnel file with the contested evaluation. The employee also may request a meeting with the City Manager to discuss the evaluation.
D. A special employee performance evaluation may be done at any time to recognize exceptional, marginally acceptable, or unacceptable performance but would not be attached to a pay increase.
Personnel Evaluations. 5-01 In accordance with the Department of Elementary and Secondary Education (DESE) and pursuant to the new educator evaluation regulations, 603 CMR 35.00, the new Massachusetts Administrator Evaluation Model System is adopted by the Chelmsford Public Schools in its entirety. Please see Appendix "C."
Personnel Evaluations. Any employee whose job performance or conduct becomes subject to evaluation shall have the right to participate in a review of such evaluation. Evaluation of an employee shall be performed by a supervisor with knowledge of the employee’s performance and electronically signed by the employee. Such signature shall signify only that the evaluation has been reviewed with the employee and shall not indicate concurrence in the content of the evaluation. Any employee who is aggrieved by the content of such evaluation shall have the right to place a written response in his/her personnel file. This section shall not be subject to the grievance and arbitration process.
Personnel Evaluations. SPLC will maintain a system of evaluation for all personnel in compliance with the laws of New Mexico and the standards and procedures adopted by the New Mexico Public Education Department, which system will also reflect and support the mission, goals, and objectives of the school.
Personnel Evaluations. Personnel evaluations (jinji-kouka) of Seconded Persons shall be made initially by CKK and, using the same as a reference, shall be determined finally by LEDERLE pursuant to LEDERLE's own rules and provisions. Further, CKK shall provide to LEDERLE data and information necessary for such purpose.
Personnel Evaluations. For probationary employees, a performance evaluation is required, at a minimum, every three months. For permanent employees, a performance evaluation is required annually. The completed evaluation should be submitted ten working days before the annual due date. Nothing in this provision shall prevent departments from issuing performance evaluations more frequently than the required time period. Merit pay increases will go into effect on a timely basis, unless the performance evaluation of less than “meets standards” has been completed at least two weeks prior to the anniversary date. If an employee does not agree with an evaluation, the employee may prepare a written response to the evaluation which shall be kept in the employee’s personnel file with the contested evaluation. The employee also may request a meeting with the City Manager to discuss the evaluation.
