Common use of Supervisor Performance Evaluation Clause in Contracts

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the Supervisor’s annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the Supervisor’s annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s 's Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “"2” " or a “1"l,” " the supervisor’s 's manager or immediate supervisor must notify the supervisor that his/her performance perfonnance is deficient and that he/she may receive no performance-performance based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance perfonnance deficiencies and the corrective coITective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate irnn1ediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the 2001,the Supervisor’s 's annual evaluation will occur on or about November November 1. Each overall evaluation shall fall into one of the following categories: “"5” " (highest), “"4,” “" "3,” “" "2” " or “1” "l" (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity opp01iunity to participate in the formulation forn1Ulation of performance perforn1ance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s 's personnel file. The supervisor’s 's signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “"2,” " the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance perfonnance and shall review with the supervisor any warnings or prior counseling received with respect to performanceperfonnance. The supervisor receiving a “"2” " will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s 's understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance 's perfotmance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance perfonnance has not come up to a “"3” " level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance perfotmance may result in further fmiher discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “of" 1” " shall not be entitled to receive any increase in compensation. Such performance perfotmance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance perfo1mance and shall review with the staff member any warnings or prior counseling received with respect to performanceperfonnance. The performance perfonnance of supervisors receiving the level “"1” " evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “"3” " level after three months, such supervisor shall be discharged. J. The supervisor’s 's performance evaluation rating is not subject to the contractual grievance procedure (Article Atiicle 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-performance based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the 2001,the Supervisor’s annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-performance based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Supervisor performance shall be evaluated and reviewed annually on or about January 1 by the unit member’s manager or immediate supervisor. Beginning FY 2001, the Supervisor’s an annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior X. Xxxxx to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-performance based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the Supervisor’s annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If X. Xx a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. X. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-performance based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning warning/reprimand regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the The Supervisor’s annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure. L. The University agrees that any proposed changes to the above supervisor performance evaluation system shall be negotiated upon request by the Union to the extent required by law.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior X. Xxxxx to evaluating a supervisor as a “2” or a “1,” the supervisor’s manager or immediate supervisor must notify the supervisor that his/her performance is deficient and that he/she may receive no performance-performance based increases. Such notification shall be made through a written memorandum, documented oral warning, and/or written warning regarding performance issues. In addition, such notification shall contain a description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the 2001,the Supervisor’s annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “5” (highest), “4,” “3,” “2” or “1” (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s personnel file. The supervisor’s signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If X. Xx a supervisor received a rating of “2,” the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “2” will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “3” level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “3” level after three months, such supervisor shall be discharged. J. X. The supervisor’s performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.

Supervisor Performance Evaluation. A. The annual supervisory performance evaluation will be done on a prompt and timely basis. At the time of the evaluation, the supervisor will be provided a copy of his/her job description. The supervisor being evaluated will be provided a copy of his/her performance evaluation and will have three (3) calendar days, excluding holidays and weekends, to review the evaluation. By the conclusion of the time period, the supervisor may add his/her comments to the original performance evaluation and shall sign the original performance evaluation. Comments added by the supervisor shall be included in the Supervisor’s 's Personnel file in Human Resources. B. If comments are not made within this period or the supervisor does not sign within this period, the right to comment will be forfeited, the manager or immediate supervisor will note the refusal to sign and forward the evaluation to Human Resources for inclusion in the Personnel file. C. Prior to evaluating a supervisor as a “"2” " or a “1"l,” " the supervisor’s 's manager or immediate supervisor must notify the supervisor that hisimmediatesupervisormustnotifythesupervisorthathis/her performance is deficient and that heherperformance isdeficientand thathe/she may receive no performance-shemayreceivenoperformance based increases. Such notification Suchnotification shall be made bemade through a written memorandum, documented oral warning, and/or written warning regarding performance regardingperformance issues. In additionInaddition, such notification shall contain a suchnotificationshallcontaina description of the performance deficiencies and the corrective actions needed to remedy the performance deficiencies. D. Upon the mutual consent of the supervisor and his/her manager or immediate supervisor, his/her manager or immediate supervisor, and a Union representative shall meet to discuss performance issues. Such a meeting shall not be considered part of the grievance procedure. Further, the performance rating of the supervisor is not subject to the grievance procedure. E. Beginning FY 2001, the 2001,the Supervisor’s 's annual evaluation will occur on or about November 1. Each overall evaluation shall fall into one of the following categories: “"5” " (highest), “"4,” “" "3,” “" "2” " or “1” "I" (lowest). F. Each supervisor shall be notified of his/her rating and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and his/her manager or immediate supervisor. G. The supervisor shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All evaluations shall be signed by the supervisor and by the manager or immediate supervisor before being placed in the supervisor’s 's personnel file. The supervisor’s 's signature shall signify that the supervisor has seen and reviewed the evaluation, but not that she/he necessarily concurs with its contents. H. If a supervisor received a rating of “"2,” " the manager or immediate supervisor shall review the substance of performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps which should be taken to improve performance and shall review with the supervisor any warnings or prior counseling received with respect to performance. The supervisor receiving a “"2” " will have the right to have a union representative accompanying him/her. Also in attendance will be a representative from Labor Relations. The purpose of the meeting is not to challenge the rating, but to promote the supervisor’s 's understanding of the basis of the rating and appropriate steps for improvement. The supervisor’s 's performance must be re-evaluated after another three (3) month period (within 90 days). If upon re-evaluation the performance has not come up to a “"3” " level, the re- re-evaluation shall be considered to be a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall also advise the supervisor that failure to improve performance may result in further discipline up to and including discharge. The supervisor will be provided with a fully executed copy of the re-evaluation. I. A supervisor receiving a rating of “1” "I" shall not be entitled to receive any increase in compensation. Such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The manager or immediate supervisor shall review the performance deficiencies with the supervisor and shall counsel the supervisor as to appropriate steps that should be taken to improve performance and shall review with the staff member any warnings or prior counseling received with respect to performance. The performance of supervisors receiving the level “1” "l" evaluation shall be carefully monitored by the manager or immediate supervisor. If performance remains below the “"3” " level after three months, such supervisor shall be discharged. J. The supervisor’s 's performance evaluation rating is not subject to the contractual grievance procedure (Article 14). K. Violation of the procedure set forth above is subject to the contractual grievance procedure.