Procedures to be Followed. 10.3.1 Performance evaluation reports shall be made on prescribed forms and shall be prepared by the unit member's immediate supervisor. The form shall be reviewed by the next higher level supervisor. Evaluation of unit members shall be based on consistent observation and review by the evaluator. The immediate supervisor will insure that each unit member is informed verbally initially and then, in writing, of any request to perform job duties that are not expressly required to be performed in the job description applicable to that employee on an ongoing basis. No performance evaluation shall be based upon hearsay statements unless the evaluator has conducted an investigation and has substantiated the statements. Such hearsay statements shall be in writing, dated and signed by the informant. This information shall become a part off the unit member’s official personnel file. 10.3.2 The immediate supervisor shall present the performance evaluation report to the unit member and shall discuss it with him/her. The evaluation form shall be signed by the unit member to indicate receipt and the unit member shall be given a signed copy at the time it is signed. 10.3.3 If any category on the performance evaluation is rated “below District standards” for probationary unit members or “below competent” for permanent unit members, the following shall be included: a. Statement of the problem or concern; b. The desired improvement; c. Suggestions for improvement; and, d. Provisions for assisting the unit member. 10.3.4 The unit member shall have the right to review and respond to the performance evaluation, and such response shall be attached to the evaluation. 10.3.5 Performance evaluation reports shall be filed in the unit member’s official personnel file and shall be available for review in connection with promotional examinations and disciplinary actions.
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Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Procedures to be Followed. 10.3.1 Performance evaluation reports shall be made on prescribed forms and shall be prepared by the unit member's immediate supervisor. The form shall be reviewed by the next higher level supervisor. Evaluation of unit members shall be based on consistent observation and review by the evaluator. The immediate supervisor will insure that each unit member is informed verbally initially and theninformed, in writing, of any request to perform his/her job duties that are not expressly required to be performed in the job description applicable to that employee and responsibilities on an ongoing basis. No performance evaluation shall be based upon hearsay statements unless the evaluator has conducted an investigation and has substantiated the statements. Such hearsay statements shall be in writing, dated and signed by the informant. This information shall become a part off the unit member’s official personnel file.
10.3.2 The immediate supervisor shall present the performance evaluation report to the unit member and shall discuss it with him/her. The evaluation form shall be signed by the unit member to indicate receipt and the unit member shall be given a signed copy at the time it is signed.
10.3.3 If any category on the performance evaluation is rated “below District standards” for probationary unit members or “below competent” for permanent unit members, the following shall be included:
a. Statement of the problem or concern;
b. The desired improvement;
c. Suggestions for improvement; and,
d. Provisions for assisting the unit member.
10.3.4 The unit member shall have the right to review and respond to the performance evaluation, and such response shall be attached to the evaluation.
10.3.5 Performance evaluation reports shall be filed in the unit member’s official personnel file and shall be available for review in connection with promotional examinations and disciplinary actions.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Procedures to be Followed. 10.3.1 11.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time.
11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance. If necessary, "performance counseling" procedures described in the "Guide to Classified Employee Performance Evaluation" should be implemented.
11.8.3 At the end of each evaluation reports period, a performance evaluation report shall be made on prescribed by the appropriate evaluator and discussed in conference with the employee. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document by the employee.
11.8.4 Evaluation forms and shall be prepared signed by both the supervisor and the unit member being evaluated. The signing of the evaluation form may not necessarily mean the unit member is in agreement with the evaluation but shall signify that he/she has reviewed the evaluation and received a copy. One copy of the evaluation shall be retained by the unit member and one copy shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department for inclusion in the unit member's immediate supervisor. The form permanent file.
11.8.5 Each evaluation shall be reviewed by reflect the next higher level supervisor. Evaluation of unit members shall be based on consistent observation judgment and review by of the evaluator. The immediate supervisor will insure that each unit member is informed verbally initially and then, in writing, of any request to perform job duties that are not expressly required to be performed in the job description applicable to that employee on an ongoing basis. No performance evaluation Any category evaluated as "Does Not Meet Standards" shall be based upon hearsay statements include written recommendations for correction unless the evaluator has conducted an investigation and has substantiated the statements. Such hearsay statements shall be in writing, dated and signed by the informant. This information shall become a part off the unit member’s official personnel fileDistrict intends to commence dismissal proceedings.
10.3.2 The immediate supervisor shall present the performance evaluation report to the unit member and shall discuss it with him/her. The evaluation form shall be signed by the unit member to indicate receipt and the unit member shall be given a signed copy at the time it is signed.
10.3.3 If any category on the performance evaluation is rated “below District standards” for probationary unit members or “below competent” for permanent unit members, the following shall be included:
a. Statement of the problem or concern;
b. The desired improvement;
c. Suggestions for improvement; and,
d. Provisions for assisting the unit member.
10.3.4 The unit member shall have the right to review and respond to the performance evaluation, and such response shall be attached to the evaluation.
10.3.5 Performance evaluation reports shall be filed in the unit member’s official personnel file and shall be available for review in connection with promotional examinations and disciplinary actions.
Appears in 1 contract
Samples: Collective Bargaining Agreement
