Supervisor Review. At least once each year, supervisors shall meet individually with their employees to review the employees’ work performance. A copy of the performance evaluation shall be made available to the employee at the time of the evaluation.
Supervisor Review. Please review the employee’s responses carefully to see whether you think the information provided accurately describes their position. Do not change the employee’s responses. Write any additions or exceptions you would make to the employee’s responses below. Please indicate a page number and topic area for easy reference. I have reviewed the content of the questionnaire and agree that the responses are reflective of the position except as noted above. _ _ Supervisor Signature Date
Supervisor Review. Any FTO supervisor may cancel a FTO’s required court appearance should it be determined it is in the best interests of the trainee, the Department or the FTO Program. Every effort shall be made to notify the assigned FTO, and the trainee, of the cancellations well in advance of the appearance, and consistent with the cancellation procedure set forth in this agreement.
Supervisor Review. The information on the Reclassification Review Request is accurate and complete to the best of my knowledge and belief. Yes No If you do not agree with any of the information on the Reclassification Review Request, please explain why below, or attach additional page(s). Please describe the level of supervision you exercise over this position: Please list examples of decisions that the employee is authorized to make without your prior review. Add any additional information that you believe should be considered in the review of this position. Supervisor’s Signature Date Supervisor’s Name (type or print) Guide to Completing the Reclassification Review Request Introduction The purpose of the Reclassification Review Request is to collect information necessary to understand your position and compare it to existing job positions, to determine the proper classification for your position. This guide has been designed to assist you with completing the Reclassification Review Request form. After you have completed the form, submit it (and any attachments) to your supervisor. The total packet (form and attachments) should be no more than ten pages. The earliest you can submit the form to your supervisor is November 1; the latest you can submit it to your supervisor is January 16. Your supervisor will review and complete the “Supervisor Review” section, sign the form and submit it to Human Resources, the LWESP President or designee, and you within 15 calendar days of receipt, but no later than February 1. Submitting information that is as clear and complete as possible will help the LWESP/LWSD Reclassification Committee when they review your Reclassification request. Leaving any requested information out may result in a delay of your review. For additional information on the Reclassification process, see Section 6.5 of the LWESP Collective Bargaining Agreement. Suggested Approach to Completing Your Reclassification Review Request It is suggested that you review: The Reclassification Review Request and this guide to familiarize yourself with the information that you will need to convey. Current, official job descriptions, including the job description for your own position, which your human resources office and the LWESP/LWSD Reclassification Committee will use to evaluate your request and to determine the appropriate classification for your position. Current, official job descriptions are available from Human Resources or from the LWESP President. Information abo...
Supervisor Review. The supervisor shall review the request and respond in writing within fifteen (15) working days. The supervisor's response shall include at least one of the following:
Supervisor Review. A. If the grievance is not resolved by informal discussion, the employee must prepare a grievance memorandum which provides all relevant facts concerning the grievance, including:
Supervisor Review. No later than October 1, the employee shall arrange a conference with his/her building principal/supervisor responsible for the employee's evaluation, to discuss the professional growth plan. The principal/supervisor shall review the plan as prepared by the employee, make such recommendations as he/she feels may be of assistance to the employee, which may or may not be included by the employee, and discuss specific resources to be allocated to the employee.
Supervisor Review. Please review the employee’s responses carefully to see whether you think the information provided accurately describes their position. Do not change the employee’s responses. Write any additions or exceptions you would make to the employee’s responses below. Please indicate a page number and topic area for easy reference. I have reviewed the content of the questionnaire and agree that the responses are reflective of the position except as noted above. Supervisor Signature Date Supervisors are to return the signed forms to their agency Assistant Director or Director. The form will then be forwarded to Human Resources. APPENDIX 2 TO: Human Resources Administrator With this form, I am hereby withdrawing from Union membership of Local 2049 under the terms of Article 3 – Check Off. Print Name Date Signature APPENDIX 3 AFSCME Salary Grades Salary Grade Minimum 1 $15.00 2 $1 3 $15.25 4 $15.50 5 $16.00 6 $16.26 7 $17.03 8 $17.79 9 $18.55 10 $19.31 11 $20.08 12 $20.84 13 $21.98 Range Annual $31,200 $31,408 $31,720 $32,240 $33,280 $33,820.80 $35,422.40 $37,003.20 $38,584 $40,164.80 $41,766.40 $43,347.20 $45,718.40 Pay Title Pay Title Grade Grade 1 Custodial Worker 5 Administrative Secretary 1 Dock Worker Fiscal Clerk Printing Technician Kennel Attendant 2 Landscaper 2 Client Data Tech Maintenance Worker Mail Processor Veterinary Assistant Radio Dispatcher 6 Fiscal Support Analyst 3 Clerical Specialist Painter Home Repair Assistant Press Operator Parking Attendant/Security Assistant Social Work Assistant Parking Facility Attendant Receptionist 7 Deputy Dog Warden 1 Redemption Clerk Home Repair Inspector Support Service Clerk Maintenance Worker Crew Leader Telephone Operator Oil Change Technician Paint Crew Leader 4 Kennel Attendant Service Technician Telecommunication Technician 8 Animal Adoption Assistant Locksmith 9 Administrative Assistant 1 11 Equipment Installer Building Permit Clerk IT Support Analyst Xxxxxxxxx Safety/Security Tech Crew Leader Communications Assistant Telecommunications Support Analyst Deputy Dog Warden 2 Volunteer Coordinator Electrician Equipment Installer Assistant 12 Building Xxxxxxx Mechanic Sr. Purchasing Coordinator Plumber Safety/Security Technician 13 Building Plans Examiner Equipment Installer Lead 10 Behavior Coordinator Xxxxxxxxx Crew Leader Environmental Technician Xxxxxx Coordinator Planning Project Coordinator Rescue Coordinator
Supervisor Review. Employees will have an opportunity to complete an annual, written, supervisor review. Employees can also provide feedback about their direct supervisor in a confidential manner to Human Resources and the supervisor’s manager, who will receive and review supervisee feedback as part of the final step of the supervisors’ annual performance and development process. The results will also be used to aid any ongoing coaching processes and professional development. To protect the integrity and separation of both performance review and development processes, supervisor review of supervisee performance and development reviews will occur after employees and supervisors have met and discussed the results of the employee’s own performance and development review.
Supervisor Review. (To be completed by the supervisor ) The employee’s official worksite is documented on the most recent Standard Form (SF) 50, Notification of Personnel Action, for such purposes as determining special salary rates, locality pay adjustments, and travel. Employee has fully successful or higher performance rating. Employee has completed mandatory telework training. Employee has completed mandatory Cyber Security Awareness Training. Employee has completed mandatory Emergency Preparedness Training. Employee has completed mandatory Annual Ethics Training. Employee has signed rules of behavior.
