Common use of RATINGS AND WARNINGS Clause in Contracts

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request. Section 5. An employee desiring that material which s/he feels is incorrect and should be removed from the personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her their current position description class specification at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the The statewide performance evaluation system or another system approved by the State agency’s Office of Human Resources Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her their performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Performance appraisals are not grievable under the terms of this agreement. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has they have been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request. Section 5. An employee desiring that material material, which s/he feels they feel is incorrect and should be removed from the personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed destroyed, by written request from the employee to their supervisor, no later than one year eighteen (18) months after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings.. In addition, materials which are related to client abuse, mistreatment, or exploitation, that have resulted in a formal disciplinary action shall become permanent contents of the employee’s personnel file for two (2) years unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi- Section 7. Material placed in the personnel files of an employee without conformity with the provisions of this Section will not be used by the Employer in on any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating employees. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request. Section 5. An employee desiring that material which s/he feels is incorrect and should be removed from the personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed no later than one year year, upon request of the employee, after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee may request and receive The Employer will establish a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Division shall be utilized by the Employer in for the evaluation of employees covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating. After six (6) months, or one thousand and forty hours (1,040) the employee shall receive a performance evaluation. Section 32. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her their performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 3. If an employee disagrees with the performance appraisal evaluation and desires a review by a higher authority, the employee may request review by the designated reviewer. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has they have been shown the material, material or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request. It is recognized that material may also have to be held beyond the eighteen (18)-month period established the event that an appropriate party demands with legal authority that such documents be preserved. However, such material shall not be used against the employee except as provided for in Article 15 of the Agreement. Section 5. An employee desiring that material a letter of discipline which s/he feels they feel is incorrect and should be removed from the their personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment admonishment, and reprimand shall be considered temporary contents of the an employee's personnel file of an employee and shall be destroyed no later than one year after they have been eighteen (18) months of being placed in the file unless such items can be used in support of possible disciplinary action arising file, by written request from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings.the Section 7. Material placed in the an employee's personnel files of an employee file without conformity with the provisions of this Section section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 42. Performance appraisals are not subject to the grievance procedure. No information reflecting critically upon an employee in their performance appraisal shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the materialemployee, or a statement by a supervisor the certificate of the Employer's representative that the employee has been was shown the material and refused to sign itit and the signature of the supervisor. If the employee desires to submit a written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached. The statement shall be signed and dated by the employee and by the immediate supervisor. A copy of any such material materials shall be furnished to the employee upon request. Section 53. An employee desiring that material which s/he feels Formal discipline is incorrect and should be removed from the personnel file of the employee, shall have the right subject to appeal it through the grievance procedure. Section 6process as stated in Article 11. Letters The Employer shall treat letters of caution, consultation, warning, admonishment admonishment, and reprimand shall be considered as temporary contents of a personnel file. Letters shall be removed from the personnel file of an employee and shall be destroyed no later sooner than one year 2 years after they have been being placed in the personnel file. If the employee has formal discipline for like behaviors within the 2-year period, those letters shall remain in the file unless such items can for an additional year based upon the date of the latest infraction. An employee must submit a written request to Human Resources requesting the letter be used removed. In the event a written request is not received after the two-year period, any information prior to the two years may not be considered if there have been no formal disciplinary issues. Formal discipline will remain in support of possible disciplinary action arising from more recent employee action or behavior patterns or an employee’s file if the material is applicable to a pending legal or quasi-legal proceedings. Section 7proceeding. Material placed in the personnel files of an employee without conformity with the provisions of The Superintendent, or designee may waive this Section will not provision concerning such letters if they may be used by the Employer in any subsequent evaluation or to support disciplinary proceeding involving the employeeaction arising from similar employee behavior.

RATINGS AND WARNINGS. Section 1. An employee may request and receive The Employer will establish a copy of his/her current position description at any time.performance evaluation system for the Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her their performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 3. If an employee disagrees with the performance appraisal evaluation and desires a review by a higher authority, the employee may request review by the designated reviewer. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has they have been shown the material, material or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request. It is recognized that material may also have to be held beyond the eighteen (18)-month period established the event that an appropriate party demands with legal authority that such documents be preserved. However, such material shall not be used against the employee except as provided for in Article 15 of the Agreement. Section 5. An employee desiring that material a letter of discipline which s/he feels they feel is incorrect and should be removed from the their personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment admonishment, and reprimand shall be considered temporary contents of the an employee's personnel file of an employee and shall be destroyed no later than one year after they have been eighteen (18) months of being placed in the file file, by written request from the employee to their supervisor, unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is are applicable to pending legal or quasi-legal proceedings. However, in instances of discipline for patient abuse or neglect that has not resulted in termination but where the employee has been found guilty after having been accorded due process, the documentation relating to the discipline shall be retained in a separate file after the eighteen (18)-month period and may be used as evidence in any future charge of patient abuse or neglect against the employee. Section 7. Material placed in the an employee's personnel files of an employee file without conformity with the provisions of this Section section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. ‌ Section 1. An employee Investigator may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the The statewide performance evaluation system or another system approved by the State Human Resources Personnel Division shall be utilized by the Employer in the evaluation of employees Investigators covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating Investigators. Section 3. When performance appraisals are prepared by the employeeInvestigator's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee Investigator in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee Investigator and note by signature retained in the personnel file that the evaluation has been discussed with the employeeInvestigator. If the employee Investigator desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information Information reflecting critically upon on an employee shall Investigator may not be placed in the a personnel file of unless the employee that does not bear either the signature or initials of the employee indicating that s/he document has been shown sent to the materialInvestigator, initialed by the Investigator, or a statement by a supervisor has noted in the file that the employee Investigator has been shown the material and refused to sign it. A copy of any such material shall be furnished to initial or accept the employee upon requestdocument in question. Section 5. An employee Investigator desiring that material which she/he she feels is incorrect and should be removed from the personnel file of the employee, Investigator shall have the right to appeal it through the grievance procedure. Section 6. Letters Formal letters of caution, consultation, warning, admonishment admonishment, and reprimand shall be considered temporary contents of the remain in an Investigator's personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee Investigator action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee Investigator without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employeeInvestigator. Section 8. With the Investigator's written permission, the Employer will provide the Federation with copies of any employer-initiated material relating to the performance, discipline, or termination for cause of the Investigator.

RATINGS AND WARNINGS. Section 1. An All permanent employees shall be evaluated during their probationary period and again during the first year of their employment. Thereafter, evaluations will be performed at the discretion of an administrator or at the request of an employee but no less frequently than once every three (3) years after the initial year of employment. The performance evaluations shall be conducted by the building principal or department head as the case may request and receive a copy be. The process of his/her current position description at any timeevaluating employees shall be established by the District. Absence of an annual formal evaluation means that the District has determined the employee’s performance to be satisfactory for the year. Section 2. Unless otherwise established or modified in the individual supplemental agreementsShould an employee receive less than a satisfactory evaluation, the statewide performance evaluation system or another system approved such employee, upon request, shall be re-evaluated by the State Human Resources Division shall be utilized by Administrator who performed the Employer in initial evaluation with the evaluation assistance of employees covered by this Agreementanother District administrator who regularly performs employee evaluations or who is familiar with the assigned work and duties of such employee. Section 3. When performance appraisals are prepared by the A copy of an employee's immediate supervisor and the next higher supervisor, the results of the combined ’s evaluation shall be transmitted provided to the employee upon its completion. The evaluation shall be considered a confidential document, and shall not be shown to other employees, outside of those in the form administrative staff who would normally have access to the document, members of a copy the Board of his/her performance appraisalTrustees, or to any other person without permission of the employee. The immediate supervisor At any employee’s request, the Administrator involved in any re- evaluation is provided for in Section 2 of this Article, shall discuss the evaluation with the employee and note by signature retained in the personnel file that private, as soon after delivery of the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel fileis made as is possible. Section 4. No information reflecting critically upon letter of caution, warning, admonishment or reprimand shall be placed in an employee’s personnel file without first having been shown to such employee. An employee shall have the right to attach written objections to such letters, provided such written objections are forwarded to the Executive Director of Human Resources within fifteen (15) consecutive calendar days after any such letter has been filed with the Executive Director of Human Resources. Section 5. There shall be one (1) personnel file maintained by the District for each employee. Section 6. Material prepared or placed in the personnel file of the an employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished without conformity to the employee upon request. Section 5. An employee desiring that material which s/he feels is incorrect and should provisions of this Article shall not be removed from used to the personnel file detriment of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of Should an employee without conformity receive an evaluation that recommends a Plan of Improvement, such Plan of Improvement shall include measurable goals and time requirements and shall be provided to the employee within 10 working days after the evaluation is reviewed with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee Investigator may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the The statewide performance evaluation system or another system approved by the State Human Resources Personnel Division shall be utilized by the Employer in the evaluation of employees Investigators covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating Investigators. Section 3. When performance appraisals are prepared by the employeeInvestigator's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee Investigator in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee Investigator and note by signature retained in the personnel file that the evaluation has been discussed with the employeeInvestigator. If the employee Investigator desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information Information reflecting critically upon on an employee shall Investigator may not be placed in the a personnel file of unless the employee that does not bear either the signature or initials of the employee indicating that s/he document has been shown sent to the materialInvestigator, initialed by the Investigator, or a statement by a supervisor has noted in the file that the employee Investigator has been shown the material and refused to sign it. A copy of any such material shall be furnished to initial or accept the employee upon requestdocument in question. Section 5. An employee Investigator desiring that material which she/he she feels is incorrect and should be removed from the personnel file of the employee, Investigator shall have the right to appeal it through the grievance procedure. Section 6. Letters Formal letters of caution, consultation, warning, admonishment admonishment, and reprimand shall be considered temporary contents of the remain in an Investigator's personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee Investigator action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee Investigator without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employeeInvestigator. Section 8. With the Investigator's written permission, the Employer will provide the Association with copies of any employer-initiated material relating to the performance, discipline, or termination for cause of the Investigator.

RATINGS AND WARNINGS. Section 1. An All permanent employees shall be evaluated during their probationary period and again during the first year of their employment. Thereafter, evaluations will be performed at the discretion of an administrator or at the request of an employee but no less frequently than once every three (3) years after the initial year of employment. The performance evaluations shall be conducted by the building principal or department head as the case may request and receive a copy be. The process of his/her current position description at any timeevaluating employees shall be established by the District. Absence of an annual formal evaluation means that the District has determined the employee’s performance to be satisfactory for the year. Section 2. Unless otherwise established or modified in the individual supplemental agreementsShould an employee receive less than a satisfactory evaluation, the statewide performance evaluation system or another system approved such employee, upon request, shall be re-evaluated by the State Human Resources Division shall be utilized by Administrator who performed the Employer in initial evaluation with the evaluation assistance of employees covered by this Agreementanother District administrator who regularly performs employee evaluations or who is familiar with the assigned work and duties of such employee. Section 3. When performance appraisals are prepared by the A copy of an employee's immediate supervisor and the next higher supervisor, the results of the combined ’s evaluation shall be transmitted provided to the employee upon its completion. The evaluation shall be considered a confidential document, and shall not be shown to other employees, outside of those in the form administrative staff who would normally have access to the document, members of a copy the Board of his/her performance appraisalTrustees, or to any other person without permission of the employee. The immediate supervisor At any employee’s request, the Administrator involved in any re-evaluation is provided for in Section 2 of this Article, shall discuss the evaluation with the employee and note by signature retained in the personnel file that private, as soon after delivery of the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel fileis made as is possible. Section 4. No information reflecting critically upon letter of caution, warning, admonishment or reprimand shall be placed in an employee’s personnel file without first having been shown to such employee. An employee shall have the right to attach written objections to such letters, provided such written objections are forwarded to the Executive Director of Human Resources within fifteen (15) consecutive calendar days after any such letter has been filed with the Executive Director of Human Resources. Section 5. There shall be one (1) personnel file maintained by the District for each employee. Section 6. Material prepared or placed in the personnel file of the an employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished without conformity to the employee upon request. Section 5. An employee desiring that material which s/he feels is incorrect and should provisions of this Article shall not be removed from used to the personnel file detriment of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of Should an employee without conformity receive an evaluation that recommends a Plan of Improvement, such Plan of Improvement shall include measurable goals and time requirements and shall be provided to the employee within 10 working days after the evaluation is reviewed with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee Investigator may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the The statewide performance evaluation system or another system approved by the State Human Resources Personnel Division shall be utilized by the Employer in the evaluation of employees Investigators covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating Investigators. Section 3. When performance appraisals are prepared by the employeeInvestigator's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee Investigator in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee Investigator and note by signature retained in the personnel file that the evaluation has been discussed with the employeeInvestigator. If the employee Investigator desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information Information reflecting critically upon on an employee shall Investigator may not be placed in the a personnel file of unless the employee that does not bear either the signature or initials of the employee indicating that s/he document has been shown sent to the materialInvestigator, initialed by the Investigator, or a statement by a supervisor has noted in the file that the employee Investigator has been shown the material and refused to sign it. A copy of any such material shall be furnished to initial or accept the employee upon requestdocument in question. Section 5. An employee Investigator desiring that material which she/he she feels is incorrect and should be removed from the personnel file of the employee, Investigator shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand Formal disciplinary records shall be considered temporary contents of the remain in an Investigator's personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee Investigator action or behavior patterns or is applicable to pending legal or quasi-legal proceedingspatterns. Section 7. Material placed in the personnel files of an employee Investigator without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employeeInvestigator. Section 8. With the Investigator's written permission, the Employer will provide the Federation with copies of any employer-initiated material relating to the performance, discipline, or termination for cause of the Investigator. Section 9. The Division reports discipline to the Public Safety Officer Standards and Training (POST) in accordance to Administrative Rule 23.13.702.

RATINGS AND WARNINGS. Section 1. An employee All permanent employees shall be evaluated during their probationary period and again during the first year of their employment. Thereafter, evaluations will be performed at the discretion of an administrator but no less frequently than once every three (3) years after the initial year of employment. The performance evaluations shall be conducted by the building principal or department head as the case may request and receive a copy be. The process of his/her current position description at any timeevaluating employees shall be established by the District. Section 2. Unless otherwise established or modified A copy of an employee’s evaluation shall be provided to the employee upon its completion. The evaluation shall be considered a confidential document, and shall not be shown to other employees, outside of those in the individual supplemental agreementsadministrative staff who would normally have access to the document, members of the Board of Trustees, or to any other person without the permission of the employee. If an employee believes the evaluation is incomplete or inaccurate, the statewide performance evaluation system or another system approved by employee may submit any objections in writing, which shall be attached to the State file copy of the evaluation, provided such written objections are furnished to the District Human Resources Division shall be utilized by the Employer in Office within twenty (20) working days after receipt of the evaluation of employees covered by this Agreementreport. Section 3. When performance appraisals are prepared by the No letter of caution, warning, admonishment or reprimand shall be placed in an employee's immediate supervisor and personnel file without first having been shown to such employee. An employee shall have the next higher supervisorright to attach written objections to such letters, provided such written objections are forwarded to the results District Executive Director of Human Resources within fifteen (15) calendar days after any such letter has been filed with the combined evaluation District Executive Director of Human Resources. After one calendar year following the date of filing all such material may be removed from an employee’s personnel file upon written request by such employee made to the District’s Executive Director of Human Resources whose decision on removal shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employeefinal. If the employee desires Executive Director of Human Resources decides not to submit a brief written statement remove such material, it shall remain in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the such employee’s personnel file. Section 4. No information reflecting critically upon an employee There shall be one personnel file maintained by the District for each employee. Section 5. Material prepared or placed in the personnel file of the an employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished without conformity to the employee upon request. Section 5. An employee desiring that material which s/he feels is incorrect and should provisions of this Article shall not be removed from used to the personnel file detriment of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of Should an employee receive an evaluation that recommends a Plan of Improvement, such Plan of Improvement shall include measureable goals and time requirements and shall be destroyed no later than one year after they have been placed in provided to the file unless such items can be used in support employee within 10 working days of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee without conformity evaluation with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request.employee Section 5. An employee desiring that material which s/he feels is incorrect and should be removed from the personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed destroyed, at the request of the employee, no later sooner than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. ‌ Section 1. An employee Investigator may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the The statewide performance evaluation system or another system approved by the State Human Resources Personnel Division shall be utilized by the Employer in the evaluation of employees Investigators covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating Investigators. Section 3. When performance appraisals are prepared by the employeeInvestigator's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee Investigator in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee Investigator and note by signature retained in the personnel file that the evaluation has been discussed with the employeeInvestigator. If the employee Investigator desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information Information reflecting critically upon on an employee shall Investigator may not be placed in the a personnel file of unless the employee that does not bear either the signature or initials of the employee indicating that s/he document has been shown sent to the materialInvestigator, initialed by the Investigator, or a statement by a supervisor has noted in the file that the employee Investigator has been shown the material and refused to sign it. A copy of any such material shall be furnished to initial or accept the employee upon requestdocument in question. Section 5. An employee Investigator desiring that material which she/he she feels is incorrect and should be removed from the personnel file of the employee, Investigator shall have the right to appeal it through the grievance procedure. Section 6. Letters Formal letters of caution, consultation, warning, admonishment admonishment, and reprimand shall be considered temporary contents of the remain in an Investigator's personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee Investigator action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee Investigator without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employeeInvestigator. Section 8. With the Investigator's written permission, the Employer will provide the Association with copies of any employer-initiated material relating to the performance, discipline, or termination for cause of the Investigator.

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Personnel Division shall be utilized by the Employer in the evaluation of employees covered by this Agreement. Supervisors shall receive training in the operation of the performance appraisal system before evaluating employees. Section 3. When performance appraisals are prepared by the employee's immediate supervisor and the next higher supervisor, the results of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or mitigation of any remark on the performance appraisal form, the statement shall be attached to the performance appraisal form in the personnel file. Section 4. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that s/he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon request. Section 5. An employee desiring that material which s/he feels is incorrect and should be removed from the personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 6. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed no later than one year after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 7. Material placed in the personnel files of an employee without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.

RATINGS AND WARNINGS. Section 1. An employee may request and receive a copy of his/her current position description at any time. Section 2. Unless otherwise established or modified in the individual supplemental agreements, the statewide performance evaluation system or another system approved by the State Human Resources Personnel Division shall be utilized by the Employer in the evaluation of employees covered by this Agreementevaluating employees. Section 3. When Performance appraisals shall follow the appropriate human resource procedures. The standard human resource procedures include: a) Discussion of the performance appraisals are prepared evaluation by the employee's immediate supervisor and the next higher supervisor, the results employee; b) Ability of the combined evaluation shall be transmitted to the employee in the form of a copy of his/her performance appraisal. The immediate supervisor shall discuss the evaluation with the employee and note by signature retained in the personnel file that the evaluation has been discussed with the employee. If the employee desires to submit a brief written statement in explanation or of mitigation of any remark on the performance appraisal form, the statement shall be evaluation that is attached to the performance appraisal form in appraisal; c) Access to the personnel fileperformance evaluation by the employee; d) Reviewed by the next higher supervisor. Section 4. If an employee disagrees with the performance appraisal evaluation and desires a review by a higher authority, he/she may process his/her objection through the grievance procedure. Section 5. No information reflecting critically upon an employee shall be placed in the personnel file of the employee that does not bear either the signature or initials of the employee indicating that she/he she has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to sign it. A copy of any such material shall be furnished to the employee upon requestrequests. Section 56. An employee desiring that material which she/he she feels is incorrect and should be removed from the personnel file of the employee, shall have the right to appeal it through the grievance procedure. Section 67. Letters of caution, consultation, warning, admonishment and reprimand shall be considered temporary contents of the personnel file of an employee and shall be destroyed no later than one year 12 months after they have been placed in the file unless such items can be used in support of possible disciplinary action arising from more recent employee action actions or behavior patterns or is applicable to pending legal or quasi-legal proceedings. Section 78. Material placed in the personnel files of an employee without conformity with the provisions of this Section will not be used by the Employer in any subsequent evaluation or disciplinary proceeding involving the employee.