PROBATION AND EVALUATION. A. All employees shall serve an initial one hundred and twenty (120) working days probationary period. Working days shall be defined as “the period of time the employee is scheduled and working.” Breaks and recess shall not be counted as working days. On or about the one hundredth (100th) day the employee will meet with the immediate supervisor to assess the employee’s job performance. If the employee’s job performance has been found to be satisfactory, he/she shall be employed and their seniority shall be retroactive to their original date of hire. Probationary employees shall be eligible for any and all benefits contained herein. However, the Board shall have sole discretion to discipline or discharge such initial probationary employees and such action shall not be subject to review through the Grievance Procedure. Probationary employees shall not be discharged or disciplined for Union membership or participation in lawful Union activities. All employees retained beyond their probationary period, shall be subject for dismissal only for just cause. This procedure expressly supersedes Ohio Revised Code Chapter 124 and Section 3319.
B. Employees who transfer positions to a job of more responsibility or to a job in a different classification are subject to a 60 working day probation period. The administration may transfer the employee back to their original position if performance is documented to be below expectations and the employee was given instruction, training, and notification of weaknesses by the end of the 40th work day. The employee may also opt back into their original position by written notification to the Superintendent’s designee prior to the end of the probation period. It is expected that the employee work the full 60 work days in the new position unless otherwise mutually agreed upon.
C. All employees will be subject to an annual evaluation to be performed by a designated supervisor during the month of March and April. The employee will be provided the opportunity to have a meeting to discuss the evaluation and write comments (if he/she deems this relevant) on the evaluation form prior to signing it. The evaluation form will then be made a part of the employee’s personnel file.
D. With two working days’ prior notice employees may view their personnel file with the exception of letters of reference or recommendations which are confidential.
PROBATION AND EVALUATION. The Board recognizes that the teaching process is an extremely complex one, and that the appraisal of this process is a difficult and technical function. But, because it is universally accepted that good teaching is the most important element in a sound educational program, teacher appraisal must be done. Appraisal of teaching services should serve three purposes:
PROBATION AND EVALUATION. 1001 New Hire Probation 1002 Each newly hired Health Care Professional, those hired after a break in continuous service, and those who transfer from another represented or unrepresented employee group, or region (with the exception of Health Care Professionals who are hired into one UNAC/UHCP affiliate from another UNAC/UHCP affiliate), will serve a basic ninety (90) calendar day probationary period. All new Health Care Professional graduates’ probationary period will begin upon completion of orientation. Upon completion of the original period, if the Health Care Professional cannot be properly evaluated for purposes of retention, the Employer may extend the new hire probationary period up to an additional sixty (60) calendar days, and the Health Care Professional will be advised of the extension and the purpose. 1003 During each newly hired Health Care Professionals probationary period, Management will notify the Association immediately upon identification of any performance issues which need to be addressed. Notification will result in a joint meeting to include the Health Care Professional, Management representatives, and Local Affiliate representatives in an attempt to resolve the issues. Notice is not required if the Health Care Professional is successfully completing the probationary period. Midway through the probationary period, the Association will meet with the Health Care Professional to address issues and/or concerns that the Health Care Professional may have. 1004 Probationary periods may be extended by any absences. 1005 Nothing in this Article implies a delay in the Health Care Professional becoming a member in good standing of the Association. 1006 During the probationary period, a Health Care Professional may be dismissed for any reason without recourse to the grievance procedure. However, this does not preclude a probationary employee from filing grievances related to contractual violations or disputes such as pay errors, improper cancellation, etc. 1007 Orientation for newly hired Health Care Professionals shall take place within the first (1st) sixty (60) calendar days of employment, the purpose being to better acquaint the Health Care Professional with the Employer’s operations as an aid in developing the best employment relationships. 1008 A list of all new Health Care Professional orientees covered by this Agreement will be sent to the Association Representative. During the orientation, the Human Resources Leader will distribute a co...
PROBATION AND EVALUATION. A. Each new employee to the District shall remain in a probationary status for a period of not more than sixty (60) actual workdays following the hire date. During this probationary period, the District may discharge such employee at its discretion and termination procedures and grievances regarding termination herein are not applicable.
B. Upon completion of the probationary period, the employee will be subject to all rights and duties contained in this Agreement.
PROBATION AND EVALUATION. A. Upon completing thirty (30) working days of probationary service, the employee shall be evaluated in writing. Satisfactory rating shall include a recommendation for continued employment. All employees completing the probationary period will be paid at the rate specified in Step 1 for the balance of the school year. Probationary drivers will be paid at $0.50 per hour less than Step 1 during the probationary period, however, substitute drivers who have substituted in Okemos Public Schools for more than one school year may continue to receive their current substitute rate during the period of probation.
B. If the service of a new bus driver fails to be satisfactory within the first sixty (60) working days, he/she may be dismissed with one (1) day notice. Whether such service is satisfactory is to be determined by the Director of Transportation and with the approval of the Deputy Superintendent. The decision of the Director of Transportation and the Deputy Superintendent shall be final and not subject to challenge.
C. A written evaluation will be completed by the Director of Transportation by April 1st of each year. A copy shall be signed by the driver and placed in the employee's personnel file.
PROBATION AND EVALUATION. Section 8.01. Upon completion of the ninety (90) workdays probationary status, and annually thereafter, a performance evaluation report shall be accomplished for each employee.
Section 8.02. Employees shall be evaluated annually. Such evaluation shall be completed and reviewed with the employee annually by August 31st. Concern(s) regarding an employee’s performance will be discussed with the employee prior to inclusion in the year-end evaluation.
PROBATION AND EVALUATION. Section 1. Newly hired employees will be on probation the first 12 months of actual work
Section 2. Performance evaluation reports shall be reviewed with the employee by the employee's immediate supervisor. Performance evaluation reports shall be made annually or as prescribed by the Ravalli County Personnel Policy.
Section 3. The County will schedule another Dispatcher in addition to a probationary Dispatcher, unless the probationary Dispatcher previously worked as a Dispatcher for the County and the County deems such experience to be sufficient.
PROBATION AND EVALUATION. Section 1. All new appointments to Deputy Sheriff in the bargaining unit will be on a probationary basis for a period of twelve (12) months.
Section 2. Employee performance evaluation reports will be made in accordance with the FTO program, and periodically thereafter. Performance evaluation reports shall be reviewed with the Employee by the Employee's supervisor or Sheriff. Performance evaluation reports on regular Employees shall be made periodically as prescribed by the Ravalli County Personnel Policy.
PROBATION AND EVALUATION for full text see pages 22‐24
PROBATION AND EVALUATION. Section 1: All new appointments to positions in the bargaining unit will be on a probationary basis for a period of six months. The Employer may extend the probationary period one time by an additional three months, provided the employee is notified in writing regarding the reasons for extending the probationary period and the Federation is notified of the extension. Employees serving a probationary period may be separated at any time without the necessity of showing of cause by the department head.
Section 2: Employee performance evaluation reports will be made on probationary employees and prior to the end of the sixth month. Performance evaluation reports shall be reviewed with the employee by the employee's supervisor or department head. Performance evaluation reports on regular employees shall be made at least annually in accordance with the Missoula County Performance Appraisal Policy. Disciplinary action based on an employee’s job performance shall be subject to the provisions of Article 26, Section 2. Evaluations are intended to recognize positive performance and to address areas in which an employee can improve and excel. Evaluation review meetings may not be inclusive of disciplinary meetings.
