Purpose of Performance Evaluations. The parties agree that performance evaluations are intended to be a constructive tool to enhance communication and understanding between the employee and the administrator. Performance evaluations shall not be used as a substitute for progressive discipline or corrective action. Kitchen Lead and Central Kitchen Manager shall be evaluated under the same provisions and dates by the Supervisor administrator for Food Services. Kitchen Lead and Central Kitchen Manager will be responsible for providing input to the Food Service administrator who will evaluate all employees under his/her supervision.
Purpose of Performance Evaluations. All performance evaluations shall be prepared on the 4 approved evaluation form, attached hereto as Appendix “F.” No evaluation shall be made 5 based upon hearsay statements, but shall only be based upon direct observations of 6 witnesses and knowledge of the evaluator.
Purpose of Performance Evaluations. The parties agree that 9 performance evaluations are intended to be a constructive tool to enhance 10 communication and understanding between the employee and the supervisor. 11 Performance evaluations shall not be used as a substitute for progressive discipline or 12 corrective action. 13
Purpose of Performance Evaluations. The parties agree that 4 performance evaluations are intended to be a constructive tool to enhance 5 communication and understanding between the employee and the administrator. 6 Performance evaluations shall not be used as a substitute for progressive discipline or 7 corrective action. Kitchen Lead and Central Kitchen Manager shall be evaluated under 8 the same provisions and dates by the Supervisor administrator for Food Services. 9 Kitchen Lead and Central Kitchen Manager will be responsible for providing input to the 10 Food Service administrator who will evaluate all employees under his/her supervision.
Purpose of Performance Evaluations. The parties agree that 16 performance evaluations are intended to be a constructive tool to enhance communication 17 and understanding between the employee and the administrator. Performance 18 evaluations shall not be used as a substitute for progressive discipline or corrective action
