Common use of Professional Evaluation Clause in Contracts

Professional Evaluation. Section 1. The following evaluation procedure shall apply to all permanent and probationary professional employees and temporary professional employees eligible for benefits under Article 31. A. Permanent professional employees, temporary employees, as referenced in Section 1. above, in their twelfth month of employment, and probationary professional employees in their 12-month of employment, shall be evaluated using the Professional Development Report. Probationary professional employees with less than twelve (12) months of employment shall be evaluated using the SUA Probationary Evaluation Form. B. Performance evaluations are to be completed by supervisors who are familiar with the work of the professional employee being rated. C. The performance of each permanent professional employee shall be formally evaluated once each year and as changing conditions warrant. The performance of each probationary professional employee shall be evaluated in the third, sixth, ninth and twelfth month of his/her probationary period. This section shall apply to temporary employees, as referenced in Section 1 above, based on their actual month of employment. D. The performance of each professional employee shall be based on performance observed throughout the year. At the beginning of each rating period, each professional employee and his/her supervisor shall discuss: 1. The professional employee's duties and responsibilities; 2. Supervisory relationships; 3. Immediate and long-term objectives E. In assessing a professional employee's performance, the supervisor, after discussion with the professional employee shall determine the extent, if any, to which secondary sources (i.e., agencies, offices or individuals who interact with the professional employee in question) should be consulted as part of the evaluation process. F. The evaluation form shall be completed and signed by the supervisor and the supervisor shall then discuss this rating with the professional employee. Such discussion should be conducted in private so as to encourage xxxxx and open responses. Particular attention shall be given to those areas in which the professional employee has been rated "Fair" or "Unsatisfactory." If, at the conclusion of the discussion regarding the evaluation, the supervisor is of the opinion that he/she should adjust the original rating, the supervisor shall be free to do so. If adjustments are made to the original rating, the original rating shall be destroyed and the professional employee shall be advised and given a copy of the adjusted rating. G. Each professional employee shall be allowed to offer comments concerning the evaluation. Such comments shall be in writing and signed and dated by the professional employee. Further, such comments shall be attached to the evaluation completed by the supervisor and shall become a part of the official evaluation. X. In the event a professional employee disagrees with the evaluation which he/she has received, the professional employee may request a meeting with the reviewing officer. If, as a result of the discussion with the reviewing officer, adjustments are made to the original rating, the original rating shall be destroyed and the professional employee should be apprised of and given a copy of the adjusted evaluation. I. A professional employee who has received a rating of "Unsatisfactory" may, if he/she so desires, appeal said evaluation to the President of the university unless the President has been the initial rater or Reviewing Officer. In no event shall the appeals process go beyond the Office of the President. Such an appeal must be in writing and submitted no later than five working days after a decision by the reviewing officer has been rendered and shall contain written justification as to why the professional employee feels the evaluation is not appropriate. The President of the university shall investigate the allegations as he/she deems appropriate and shall issue a final decision, which decision shall dispose of the controversy. Section 2. The evaluation of a professional employee, the decisions of the supervisor, the reviewing officer and of the President of the university shall not be subject to the Grievance and Arbitration procedure provided for in Article 13 of this Agreement. Section 3. An individual professional employee shall have the right to grieve only with respect to the failure to observe the procedure provided for in Section 1 of this Article. In the event an arbitrator finds that the Employer failed to observe the procedures provided for in Section 1 of this Article, the arbitrator's only authority shall be to order a re-evaluation of the professional employee.

Professional Evaluation. Section 1. The following evaluation procedure shall apply to all permanent and probationary professional employees and temporary professional employees eligible for benefits under Article 31. A. Permanent professional employees, temporary employees, as referenced in Section 1. above, in their twelfth month of employment, and probationary professional employees in their 12-month of employment, shall be evaluated using the Professional Development Report. Probationary professional employees with less than twelve (12) months of employment shall be evaluated using the SUA Probationary Evaluation Form. B. Performance evaluations are to be completed by supervisors who are familiar with the work of the professional employee being rated. C. The performance of each permanent professional employee shall be formally evaluated once each year and as changing conditions warrant. The performance of each probationary professional employee shall be evaluated in the third, sixth, ninth and twelfth month of his/her probationary period. This section shall apply to temporary employees, as referenced in Section 1 above, based on their actual month of employment. D. The performance of each professional employee shall be based on performance observed throughout the year. At the beginning of each rating period, each professional employee and his/her supervisor shall discuss: 1. The professional employee's duties and responsibilities; 2. Supervisory relationships; 3. Immediate and long-term objectives E. In assessing a professional employee's performance, the supervisor, after discussion with the professional employee shall determine the extent, if any, to which secondary sources (i.e., agencies, offices or individuals who interact with the professional employee in question) should be consulted as part of the evaluation process. F. The evaluation form shall be completed and signed by the supervisor and the supervisor shall then discuss this rating with the professional employee. Such discussion should be conducted in private so as to encourage xxxxx and open responses. Particular attention shall be given to those areas in which the professional employee has been rated "Fair" or "Unsatisfactory." If, at the conclusion of the discussion regarding the evaluation, the supervisor is of the opinion that he/she should adjust the original rating, the supervisor shall be free to do so. If adjustments are made to the original rating, the original rating shall be destroyed and the professional employee shall be advised and given a copy of the adjusted rating. G. Each professional employee shall be allowed to offer comments concerning the evaluation. Such comments shall be in writing and signed and dated by the professional employee. Further, such comments shall be attached to the evaluation completed by the supervisor and shall become a part of the official evaluation. X. In the event a professional employee disagrees with the evaluation which he/she has received, the professional employee may request a meeting with the reviewing officer. If, as a result of the discussion with the reviewing officer, adjustments are made to the original rating, the original rating shall be destroyed and the professional employee should be apprised of and given a copy of the adjusted evaluation. I. A professional employee who has received a rating of "Unsatisfactory" may, if he/she so desires, appeal said evaluation to the President of the university unless the President has been the initial rater or Reviewing Officer. In no event shall the appeals process go beyond the Office of the President. Such an appeal must be in writing and submitted no later than five working days after a decision by the reviewing officer has been rendered and shall contain written justification as to why the professional employee feels the evaluation is not appropriate. The President of the university shall investigate the allegations as he/she deems appropriate and shall issue a final decision, which decision shall dispose of the controversy. Section 2. The evaluation of a professional employee, the decisions of the supervisor, the reviewing officer and of the President of the university shall not be subject to the Grievance and Arbitration procedure provided for in Article 13 of this Agreement. Section 3. An individual professional employee shall have the right to grieve only with respect to the failure to observe the procedure provided for in Section 1 of this Article. In the event an arbitrator finds that the Employer failed to observe the procedures provided for in Section 1 of this Article, the arbitrator's only authority shall be to order a re-evaluation of the professional employee.

Professional Evaluation. Section 1. The following evaluation procedure shall apply to all permanent and probationary professional employees and temporary professional employees eligible for benefits under Article 31. A. Permanent professional employees, temporary employees, as referenced in Section 1. above, in their twelfth month of employment, and probationary professional employees in their 12-month of employment, shall be evaluated using the Professional Development Report. Probationary professional employees with less than twelve (12) months of employment shall be evaluated using the SUA Probationary Evaluation Form. B. Performance evaluations are to be completed by supervisors who are familiar with the work of the professional employee being rated. C. The performance of each permanent professional employee shall be formally evaluated once each year and as changing conditions warrant. The performance of each probationary professional employee shall be evaluated in the third, sixth, ninth and twelfth month of his/her probationary period. This section shall apply to temporary employees, as referenced in Section 1 above, based on their actual month of employment. D. The performance of each professional employee shall be based on performance observed throughout the year. At the beginning of each rating period, each professional employee and his/her supervisor shall discuss: 1. The professional employee's duties and responsibilities; 2. Supervisory relationships; 3. Immediate and long-term objectives E. In assessing a professional employee's performance, the supervisor, after discussion with the professional employee shall determine the extent, if any, to which secondary sources (i.e., agencies, offices or individuals who interact with the professional employee in question) should be consulted as part of the evaluation process. F. The evaluation form shall be completed and signed by the supervisor and the supervisor shall then discuss this rating with the professional employee. Such discussion should be conducted in private so as to encourage xxxxx and open responses. Particular attention shall be given to those areas in which the professional employee has been rated "Fair" or "Unsatisfactory." If, at the conclusion of the discussion regarding the evaluation, the supervisor is of the opinion that he/she should adjust the original rating, the supervisor shall be free to do so. If adjustments are made to the original rating, the original rating shall be destroyed and the professional employee shall be advised and given a copy of the adjusted rating. G. Each professional employee shall be allowed to offer comments concerning the evaluation. Such comments shall be in writing and signed and dated by the professional employee. Further, such comments shall be attached to the evaluation completed by the supervisor and shall become a part of the official evaluation. X. H. In the event a professional employee disagrees with the evaluation which he/she has received, the professional employee may request a meeting with the reviewing officer. If, as a result of the discussion with the reviewing officer, adjustments are made to the original rating, the original rating shall be destroyed and the professional employee should be apprised of and given a copy of the adjusted evaluation. I. A professional employee who has received a rating of "Unsatisfactory" may, if he/she so desires, appeal said evaluation to the President of the university unless the President has been the initial rater or Reviewing Officer. In no event shall the appeals process go beyond the Office of the President. Such an appeal must be in writing and submitted no later than five working days after a decision by the reviewing officer has been rendered and shall contain written justification as to why the professional employee feels the evaluation is not appropriate. The President of the university shall investigate the allegations as he/she deems appropriate and shall issue a final decision, which decision shall dispose of the controversy. Section 2. The evaluation of a professional employee, the decisions of the supervisor, the reviewing officer and of the President of the university shall not be subject to the Grievance and Arbitration procedure provided for in Article 13 of this Agreement. Section 3. An individual professional employee shall have the right to grieve only with respect to the failure to observe the procedure provided for in Section 1 of this Article. In the event an arbitrator finds that the Employer failed to observe the procedures provided for in Section 1 of this Article, the arbitrator's only authority shall be to order a re-evaluation of the professional employee.