Common use of Personnel Practices Clause in Contracts

Personnel Practices. Section 21.1: The preparation of derogatory material relating to an employee’s performance shall be performed by an employee acting in a supervisory capacity. Section 21.2: Each employee covered by this agreement shall have a written evaluation of his/her work performance by his/her immediate supervisor once every calendar year, by the anniversary of his date of hire or the anniversary of his appointment to his present position, or upon written request of such employee prior to either the employee or the supervisor leaving the unit. In addition, there shall be a written evaluation of all probationary personnel, which shall occur approximately mid-point between the employee’s date of hire and the end of the employee’s probationary period. Section 21.3: When an employee has probationary status, his supervisor shall, unless impossible, make an interim evaluation in writing of such employee prior to either the employee or supervisor leaving the unit, whether this be due to transfer, reassignment or the supervisor’s termination from the department. When a conflict exists, such interim evaluation may be appealed to the department head or his designee. Section 21.4: The performance evaluation form shall be made available to the evaluator no less than fifteen working days prior to the date the evaluation is due. Section 21.5: Employees shall be given a copy of any evaluation prepared by their supervisors. Employees shall have the right to discuss such evaluation with their supervisors. The employee shall acknowledge he has read such material to be filed by affixing his signature on the actual copy to be filed, with the understanding that such signature merely signifies that he has read the material to be filed and does not necessarily indicate agreement with its contents. Section 21.6: No employee shall receive a below average evaluation unless said employee has received an informal counseling interview at least three (3) months before the evaluation, pursuant to Section 22.3 of this agreement. Section 21.7: An employee concerned as to his evaluation, interim evaluation, or formal counseling interview shall have the right to be represented by the Federation in discussion of such matters with the department head or his designee. Employees who wish a review at that level must present a written request no later than ten (10) working days following the receipt of the written evaluation or corrective interview. The employee or the Federation may request that the subject matter of such discussion be kept confidential. Section 21.8: An employee shall have the right to answer the material relating to his evaluation, interim evaluation, or record of a formal counseling interview, and such answer shall be attached to the evaluatory material filed. The supervisor shall acknowledge that he has read such answer by affixing his signature to the answer filed. The affixed signature of the supervisor merely signifies that he has read such answer and does not indicate that said supervisor agrees with such answer. Section 21.9: In accordance with past procedures, each employee shall have access to all material in his personnel file. The employee shall have the right to submit a statement concerning any material in his file. Such statement shall become part of the personnel file. Section 21.10: No person other than authorized personnel shall have access to a covered employee’s personnel file. For the purposes of this section, authorized personnel shall be defined as: the employee’s immediate supervisor, Staff Development personnel, Certification Supervisors, Administrative Caseworker, and such other persons having a legitimate purpose in examining an employee’s personnel file, or as may be authorized by the Director of Human Services, the County Executive, or their respective designees. No other person shall have access to a personnel file without the employee’s permission in writing to the department head or his designee. Section 21.11: No derogatory material related to the employee’s conduct, performance, character or personality shall be placed in the personnel file without notification to the employee. The employee shall be given an opportunity to read such material and may acknowledge that he has read such material by affixing his signature on the material to be filed, with the understanding that such signature merely acknowledges that he has read such material and does not indicate agreement with its contents. The employee shall receive a copy of such material upon request. Any employee who has derogatory material lodged against him shall have such material deleted from his personnel file when such material has been determined invalid by normal grievance procedures, civil court action, or formal or informal hearings within the County. Section 21.12: An Ad Hoc evaluation committee shall study the current evaluation procedures, when evaluation criteria are being considered which effect members of the bargaining unit, with the goal of refining the criteria for evaluating work performance. Such committee shall meet at appropriate times and shall include two designated representatives of the Federation. When criteria for evaluating work performance are developed, and the Federation representatives disagree with the results, the Federation shall have the right to grieve such criteria with regard to reasonableness commencing at the second step of the grievance procedure. Section 21.13: A post-employment evaluation will consist of a composite of all past evaluations and shall be completed by designees of the department head. Section 21.14: The County agrees that all new or changed policy directives to staff concerning work processes will be in writing. Section 21.15: A counseling interview encompassing an incident of misconduct or incompetency shall, after one (1) year, not be used to disadvantage an employee for future promotions or assignments unless similar incidents of misconduct or incompetency are documented by the County subsequent to the counseling interview. Section 21.16: Any report of an adverse nature which is three (3) or more years old shall upon written request of the employee, be removed from the Personnel File and placed in a sealed envelope and may be opened only after reasonable notification to the employee and only for purposes of defense by either the employee or the County in a legal or administrative proceeding. Material, which has been placed in a sealed envelope, will only be referred to in cases of discipline. .

Personnel Practices. Section 21.1: The preparation Typing of derogatory material relating to an employee’s performance shall be performed by an employee acting in a supervisory capacityclerical employees at the administrative level. Section 21.2: Each employee covered by this agreement shall have a written evaluation of his/her his work performance by his/her his immediate supervisor once every calendar year, by the anniversary of his date of hire or the anniversary of his appointment to his present position, or upon written request of such employee prior to either the employee or the supervisor leaving the unit. In addition, there shall be a written evaluation of all probationary personnel, which shall occur approximately mid-point between the employee’s date of hire and the end of the employee’s probationary period.the Section 21.3: When an employee has probationary status, his supervisor shall, unless impossible, make an interim evaluation in writing of such employee prior to either the employee or supervisor leaving the unit, whether this be due to transfer, reassignment or the supervisor’s termination from the department. When a conflict exists, such interim evaluation may be appealed to the department head or his designee. Section 21.4: The performance evaluation form shall be made available to the evaluator no less than fifteen working days prior to the date the evaluation is due. Section 21.5: Employees shall be given a copy of any evaluation prepared by their supervisors. Employees shall have the right to discuss such evaluation with their supervisors. The employee shall acknowledge he has read such material to be filed by affixing his signature on the actual copy to be filed, with the understanding that such signature merely signifies that he has read the material to be filed and does not necessarily indicate agreement with its contents. Section 21.6: No employee shall receive a below average evaluation unless said employee has received an informal counseling interview at least three (3) months before the evaluation, pursuant to Section 22.3 of this agreement. Section 21.7: An employee concerned as to his evaluation, interim evaluation, or formal counseling interview shall have the right to be represented by the Federation in discussion of such matters with the department head or his designee. Employees who wish a review at that level must present a written request no later than ten (10) working days following the receipt of the written evaluation or corrective interview. The employee or the Federation may request that the subject matter of such discussion be kept confidential. Section 21.8: An employee shall have the right to answer the material relating to his evaluation, interim evaluation, or record of a formal counseling interview, and such answer shall be attached to the evaluatory material filed. The supervisor shall acknowledge that he has read such answer by affixing his signature to the answer filed. The affixed signature of the supervisor merely signifies that he has read such answer and does not indicate that said supervisor agrees with such answer. Section 21.9: In accordance with past procedures, each employee shall have access to all material in his personnel file. The employee shall have the right to submit a statement concerning any material in his file. Such statement shall become part of the personnel file. Section 21.10: No person other than authorized personnel shall have access to a covered employee’s personnel file. For the purposes of this section, authorized personnel shall be defined as: the employee’s immediate supervisor, Staff Development personnel, Certification Supervisors, Administrative Caseworker, and such other persons having a legitimate purpose in examining an employee’s personnel file, or as may be authorized by the Director of Human Services, the County Executive, or their respective designees. No other person shall have access to a personnel file without the employee’s permission in writing to the department head or his designee.Certification Section 21.11: No derogatory material related to the employee’s conduct, performance, character or personality shall be placed in the personnel file without notification to the employee. The employee shall be given an opportunity to read such material and may acknowledge that he has read such material by affixing his signature on the material to be filed, with the understanding that such signature merely acknowledges that he has read such material and does not indicate agreement with its contents. The employee shall receive a copy of such material upon request. Any employee who has derogatory material lodged against him shall have such material deleted from his personnel file when such material has been determined invalid by normal grievance procedures, civil court action, or formal or informal hearings within the County. Section 21.12: An Ad Hoc evaluation committee shall study the current evaluation procedures, when evaluation criteria are being considered which effect members of the bargaining unit, with the goal of refining the criteria for evaluating work performance. Such committee shall meet at appropriate times and shall include two designated representatives of the Federation. When criteria for evaluating work performance are developed, and the Federation representatives disagree with the results, the Federation shall have the right to grieve such criteria with regard to reasonableness commencing at the second step of the grievance procedure. Section 21.13: A post-employment evaluation will consist of a composite of all past evaluations and shall be completed by designees of the department head. Section 21.14: The County agrees that all new or changed policy directives to staff concerning work processes will be in writing. Section 21.15: A counseling interview encompassing an incident of misconduct or incompetency shall, after one (1) year, not be used to disadvantage an employee for future promotions or assignments unless similar incidents of misconduct or incompetency are documented by the County subsequent to the counseling interview. Section 21.16: Any report of an adverse nature which is three (3) or more years old shall upon written request of the employee, be removed from the Personnel File and placed in a sealed envelope and may be opened only after reasonable notification to the employee and only for purposes of defense by either the employee or the County in a legal or administrative proceeding. Material, which has been placed in a sealed envelope, will only not be referred to in cases a subsequent step of discipline. the contractual grievance procedure.

Personnel Practices. Section 21.1: The preparation Typing of derogatory material relating to an employee’s performance shall be performed by an employee acting in a supervisory capacityclerical employees at the administrative level. Section 21.2: Each employee covered by this agreement shall have a written evaluation of his/her his work performance by his/her his immediate supervisor once every calendar year, by the anniversary of his date of hire or the anniversary of his appointment to his present position, or upon written request of such employee prior to either the employee or the supervisor leaving the unit. In addition, there shall be a written evaluation of all probationary personnel, which shall occur approximately mid-point between the employee’s date of hire and the end of the employee’s probationary period.a Section 21.3: When an employee has probationary status, his supervisor shall, unless impossible, make an interim evaluation in writing of such employee prior to either the employee or supervisor leaving the unit, whether this be due to transfer, reassignment or the supervisor’s termination from the department. When a conflict exists, such interim evaluation may be appealed to the department head or his designee. Section 21.4: The performance evaluation form shall be made available to the evaluator no less than fifteen working days prior to the date the evaluation is due. Section 21.5: Employees shall be given a copy of any evaluation prepared by their supervisors. Employees shall have the right to discuss such evaluation with their supervisors. The employee shall acknowledge he has read such material to be filed by affixing his signature on the actual copy to be filed, with the understanding that such signature merely signifies that he has read the material to be filed and does not necessarily indicate agreement with its contents. Section 21.6: No employee shall receive a below average evaluation unless said employee has received an informal counseling interview at least three (3) months before the evaluation, pursuant to Section 22.3 of this agreement. Section 21.7: An employee concerned as to his evaluation, interim evaluation, or formal counseling interview shall have the right to be represented by the Federation in discussion of such matters with the department head or his designee. Employees who wish a review at that level must present a written request no later than ten (10) working days following the receipt of the written evaluation or corrective interview. The employee or the Federation may request that the subject matter of such discussion be kept confidential. Section 21.8: An employee shall have the right to answer the material relating to his evaluation, interim evaluation, or record of a formal counseling interview, and such answer shall be attached to the evaluatory material filed. The supervisor shall acknowledge that he has read such answer by affixing his signature to the answer filed. The affixed signature of the supervisor merely signifies that he has read such answer and does not indicate that said supervisor agrees with such answer. Section 21.9: In accordance with past procedures, each employee shall have access to all material in his personnel file. The employee shall have the right to submit a statement concerning any material in his file. Such statement shall become part of the personnel file. Section 21.10: No person other than authorized personnel shall have access to a covered employee’s personnel file. For the purposes of this section, authorized personnel shall be defined as: the employee’s immediate supervisor, Staff Development personnel, Certification Supervisors, Administrative Caseworker, and such other persons having a legitimate purpose in examining an employee’s personnel file, or as may be authorized by the Director of Human Services, the County Executive, or their respective designees. No other person shall have access to a personnel file without the employee’s permission in writing to the department head or his designee. Section 21.11: No derogatory material related to the employee’s conduct, performance, character or personality shall be placed in the personnel file without notification to the employee. The employee shall be given an opportunity to read such material and may acknowledge that he has read such material by affixing his signature on the material to be filed, with the understanding that such signature merely acknowledges that he has read such material and does not indicate agreement with its contents. The employee shall receive a copy of such material upon request. Any employee who has derogatory material lodged against him shall have such material deleted from his personnel file when such material has been determined invalid by normal grievance procedures, civil court action, or formal or informal hearings within the County. Section 21.12: An Ad Hoc evaluation committee shall study the current evaluation procedures, when evaluation criteria are being considered which effect members of the bargaining unit, with the goal of refining the criteria for evaluating work performance. Such committee shall meet at appropriate times and shall include two designated representatives of the Federation. When criteria for evaluating work performance are developed, and the Federation representatives disagree with the results, the Federation shall have the right to grieve such criteria with regard to reasonableness commencing at the second step of the grievance procedure. Section 21.13: A post-employment evaluation will consist of a composite of all past evaluations and shall be completed by designees of the department head. Section 21.14: The County agrees that all new or changed policy directives to staff concerning work processes will be in writing. Section 21.15: A counseling interview encompassing an incident of misconduct or incompetency shall, after one (1) year, not be used to disadvantage an employee for future promotions or assignments unless similar incidents of misconduct or incompetency are documented by the County subsequent to the counseling interview. Section 21.16: Any report of an adverse nature which is three (3) or more years old shall upon written request of the employee, be removed from the Personnel File and placed in a sealed envelope and may be opened only after reasonable notification to the employee and only for purposes of defense by either the employee or the County in a legal or administrative proceeding. Material, which has been placed in a sealed envelope, will only not be referred to in cases a subsequent step of discipline. the contractual grievance procedure.

Personnel Practices. Section 21.1: The preparation of derogatory material relating to 1. Level III Attendance Suspensions and all Level I & II Disciplines on an employee’s record shall be cleared after one (1) year free of any infractions. Level III Disciplines (performance related) on an employee’s record shall be cleared after two (2) years free of any disciplines. Nothing in this Section shall require the Employer to remove any document from an employee's file. 2. Any Employee whose job performance or conduct becomes subject to evaluation shall have the right to participate in review of such evaluation. Evaluation of an Employee shall be performed by an employee acting in a supervisory capacity. Section 21.2: Each employee covered by this agreement shall have a written evaluation of his/her work performance by his/her immediate supervisor once every calendar year, and signed by the anniversary Employee. Such signature shall signify only that the evaluation has been reviewed with the Employee and shall not indicate concurrence in the content of his date of hire or the anniversary of his appointment to his present position, or upon written request evaluation. Any Employee who is aggrieved by the content of such employee prior to either the employee or the supervisor leaving the unit. In addition, there shall be a written evaluation of all probationary personnel, which shall occur approximately mid-point between the employee’s date of hire and the end of the employee’s probationary period. Section 21.3: When an employee has probationary status, his supervisor shall, unless impossible, make an interim evaluation in writing of such employee prior to either the employee or supervisor leaving the unit, whether this be due to transfer, reassignment or the supervisor’s termination from the department. When a conflict exists, such interim evaluation may be appealed to the department head or his designee. Section 21.4: The performance evaluation form shall be made available to the evaluator no less than fifteen working days prior to the date the evaluation is due. Section 21.5: Employees shall be given a copy of any evaluation prepared by their supervisors. Employees shall have the right to discuss such pursue the validity of the evaluation with their supervisorsthrough the first three steps only of the grievance procedure provided herein. 3. The employee shall acknowledge he has read such material to be filed by affixing his signature on Any Employee and/or the actual copy to be filedUNION, with the understanding that such signature merely signifies that he has read the material to be filed and does not necessarily indicate agreement with its contents. Section 21.6: No employee shall receive a below average evaluation unless said employee has received an informal counseling interview at least three (3) months before the evaluationEmployee’s written consent, pursuant to Section 22.3 of this agreement. Section 21.7: An employee concerned as to his evaluation, interim evaluation, or formal counseling interview shall have the right to review the contents of the Employee’s personnel file to determine any matter affecting such Employee. Notice to review such files shall be represented given by the Federation Employee or the UNION in discussion of such matters with writing and the department head or his designee. Employees who wish a review at that level must present a written request no later than ten files shall be making available by CROZER within two (102) working days following after the receipt of the written evaluation or corrective interviewsuch notice. The employee UNION agrees not to utilize this right in an abusive or the Federation may request that the subject matter of such discussion be kept confidentialexcessive manner. Section 21.8: An employee shall have the right to answer the material relating to his evaluation, interim evaluation, or record of a formal counseling interview, and such answer shall be attached to the evaluatory material filed. The supervisor shall acknowledge that he has read such answer by affixing his signature to the answer filed. The affixed signature of the supervisor merely signifies that he has read such answer and does not indicate that said supervisor agrees with such answer. Section 21.9: In accordance with past procedures, each employee shall have access to all material in his personnel file. The employee shall have the right to submit a statement concerning any material in his file. Such statement shall become part of the personnel file. Section 21.10: No person other than authorized personnel shall have access to a covered employee’s personnel file. For the purposes of this section, authorized personnel shall be defined as: the employee’s immediate supervisor, Staff Development personnel, Certification Supervisors, Administrative Caseworker, and such other persons having a legitimate purpose in examining an employee’s personnel file, or as may be authorized by the Director of Human Services, the County Executive, or their respective designees4. No other person shall have access material derogatory to a personnel file without the employee’s permission in writing to the department head or his designee. Section 21.11: No derogatory material related to the employeean Employee’s conduct, work performance, character or personality shall be placed in the his/her personnel file without notification to unless the employee. The employee shall be given Employee has had an opportunity to read such material and may review the material. The Employee shall acknowledge that he he/she has read had such material an opportunity by affixing his his/her signature on to the copy of the material to be filed. However, with the understanding that such signature merely acknowledges that he has read such material and does by the Employee shall not indicate agreement with its contentshis/her concurrence in the contents of such material. The employee Employee shall receive a copy of such material upon request. Any employee who has derogatory material lodged against him shall have such material deleted from his personnel file when such material has been determined invalid by normal grievance procedures, civil court action, or formal or informal hearings within the County. Section 21.12: An Ad Hoc evaluation committee shall study the current evaluation procedures, when evaluation criteria are being considered which effect members of the bargaining unit, with the goal of refining the criteria for evaluating work performance. Such committee shall meet at appropriate times and shall include two designated representatives of the Federation. When criteria for evaluating work performance are developed, and the Federation representatives disagree with the results, the Federation shall also have the right to grieve submit a written answer to any material he/she finds objectionable and his/her answer shall be placed in his/her personnel file. Copies of such criteria with regard material shall be furnished to reasonableness commencing at the second step of an Employee upon his/her written request for same for use in the grievance procedureprocedure provided herein. Section 21.13: A post-employment evaluation will consist of a composite of all past evaluations and shall be completed by designees of the department head. Section 21.14: The County agrees that all new or changed policy directives to staff concerning work processes will be in writing. Section 21.15: A counseling interview encompassing an incident of misconduct or incompetency shall, after one (1) year, not be used to disadvantage an employee for future promotions or assignments unless similar incidents of misconduct or incompetency are documented by the County subsequent to the counseling interview. Section 21.16: Any report of an adverse nature which is three (3) or more years old shall upon written request of the employee, be removed from the Personnel File and placed in a sealed envelope and may be opened only after reasonable notification to the employee and only for purposes of defense by either the employee or the County in a legal or administrative proceeding. Material, which has been placed in a sealed envelope, will only be referred to in cases of discipline. .