Supervisor Files Sample Clauses

Supervisor Files. Files maintained by supervisors regarding an employee are considered part of the employee’s personnel file and subject to the requirements of state law, RCW 49.12.240, RCW 49.12.250 and RCW 49.12.260, and any provisions of this Agreement applicable to personnel files, including allowing employee access to such files.

Supervisor Files. A supervisor may create private files on employees that include such things as documents and notes kept for purposes of evaluation. Such a file does not constitute an official personnel file. The existence of such a file on an employee shall be made known to that employee who, in turn, shall have the right to review the file upon request and initial acknowledgment of each item entered in the file. After an employee’s performance evaluation has been completed, and upon the employee’s request, documents and notes kept in the supervisor’s file for more than three years regarding that employee shall be removed and discarded.

Supervisor Files. ‌ Supervisors may keep information, records and materials related to employee work performance. Materials kept separately by the employee’s supervisor are not deemed part of the employee’s personnel file. Supervisor notes and informal correspondence are not to be entered into an employee’s personnel file until they have been seen and signed by the employee or witnessed that the employee has received a copy for review. Performance-related supervisor notes and correspondence that are not placed into an employee’s personnel file shall be destroyed within two (2) years of the date they were created.

Supervisor Files. Performance related notes will not be kept in supervisor files

Supervisor Files. Only one (1) official personnel file will be maintained on an employee. The official personnel file is located in the Human Resources Services Section at GHQ. However, the supervisor may maintain a supervisory file which shall include notes on an employee’s job performance for the explicit purpose of preparing employee performance evaluation reports. Within three (3) business days of an employee’s request to his/her direct supervisor, he/she shall be allowed to inspect the supervisor’s file. An employee requesting to examine his/her supervisor file shall do so in the presence of his/her supervisor, or designee. Employees shall not remove any material from their file. Employees shall be given upon request a copy of their supervisor’s file dated and certified as complete.

Supervisor Files. A. Supervisors may maintain one (1) file for each Member under their supervision which contains informal notes by the supervisor concerning the Member's job performance or conduct, notes made in performance review or other counseling sessions with the Member, copies of completed work assignments, drafts or work in progress and informal written communications between the Member and the supervisor concerning performance or conduct issues. B. The purpose of supervisory files is to encourage supervisors to maintain informal records on a continuing basis, which will provide substantiation for performance ratings or other performance or conduct related actions. File materials become part of a Member's personnel file only if they are incorporated in or attached to related personnel actions. In the event a Member transfers within the department, his supervisory file materials may be transferred to a new supervisor. C. Documents contained in supervisory files shall not be retained after one (1) year from said documentation.

Supervisor Files. Official supervisor files shall be maintained under the following circumstances. 1. No material derogatory to a supervisor's conduct, service, character or personality shall be placed in the files unless the supervisor has had an opportunity to read the material. The supervisor shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed and does not necessarily indicate agreement with its content. However, an incident which has not been reduced to writing within three months of its occurrence, exclusive of the summer vacation period, may not later be added to the file. 2. Supervisors may not grieve material in the file. 3. The supervisor may append a response to any material for the file. 4. If disciplinary charges do not follow, the letter and response shall be removed from the file three years from the date the original material is placed in the file. 5. Upon appropriate request by the supervisor, he/she shall be permitted to examine his/her files. 6. The supervisor shall be permitted to reproduce any material in his/her files.

Supervisor Files. 39 A. An employee’s supervisor may maintain a supervisory file at his/her work site. 41 B. The supervisory file is kept for the purpose of containing material pertinent to the 42 employee’s performance and for completion of an employee’s evaluation(s). 44 C. The supervisory file will be destroyed annually before September 1st. 45

Supervisor Files. Any incident reports and/or complaints or informal records appearing within a supervisory file which are not utilized in the evaluation process or disciplinary process within a twelve (12) month period from the date of the report may not be used as evidence against an employee in future disciplinary actions or performance evaluations. However, any incident reports and/or complaints which are cited specifically within a performance evaluation, disciplinary action, or are otherwise appropriately placed within the official personnel file may be considered. For disciplinary purposes, Article 13 of the MOA shall prevail. Since an employee must be supervised by a supervisor who has been in the position for 90 days, that evaluating supervisor must have their own files. Therefore, in the event a supervisor leaves or is replaced, all supervisory files must be forwarded to the reviewer for use or disposal as appropriate.

Supervisor Files. Any incident reports and/or complaints or informal records appearing within a supervisory file which are not utilized in the evaluation process or disciplinary process within a twelve (12) month period from the date of the report may not be used as evidence against an employee in future disciplinary actions or performance evaluations. However, any incident reports and/or complaints which are cited specifically within a performance evaluation, disciplinary action, or are otherwise appropriately placed within the official personnel file may be considered. For disciplinary purposes Article 13 of the MOA shall prevail.