Common use of Time of Evaluation Clause in Contracts

Time of Evaluation. 5.1.1 Probationary employees shall be evaluated by their primary evaluator prior to recommendations for permanency. Normally the evaluations shall be made after the second and fifth months of employment on standard evaluation forms. 5.1.2 Permanent employees shall be evaluated annually within thirty (30) work days before or after their anniversary date, or by May 30th, unless the employee and the manager agree to another evaluation cycle. The District shall provide the necessary evaluation forms to be completed by the primary evaluator. The District and CSEA promote an evaluation process that provides regular, on-going feedback to employees, with the annual evaluation document constituting a summary of verbal and/or written communication occurring throughout the evaluation cycle. This process should include a discussion of goals and objectives, for the upcoming year, at the annual evaluation conference. 5.1.2.1 Employees who do not have an evaluation in their file assessing an annual time period will be presumed to have performed satisfactorily for that time period. 5.1.3 Normally evaluations shall be conducted by those most familiar with the work of the employee, but in cases where uniformity of criteria is important, the site or location manager may designate an evaluator for a single, broad job classification at a specific site. 5.1.4 Employees shall be provided copies of evaluations. 5.1.5 Employees shall sign all evaluations to indicate knowledge of the contents but not necessarily agreement on the contents. 5.1.6 Employees upon request are entitled to both a pre and post evaluation conference with the evaluator to discuss the evaluation. 5.1.7 Within 10 working days of receipt of the evaluation, the employee may file a written response to the evaluation which shall be placed in the Personnel File with the evaluation. (See 12.1.3 for definition.) 5.1.8 At any time an employee establishes a pattern of unsatisfactory performance, it shall be the responsibility of the supervisor and/or administrator to do the following: 5.1.8.1 Confer with the individual. 5.1.8.2 Specifically identify the problem areas and offer positive steps for correction. 5.1.8.3 Provide the employee with a copy of the written record of that conference, and send one copy to the Personnel File. 5.1.8.4 Unless it is not feasible due to the timing of the employees performance in relation to the annual evaluation conference, an employee shall not receive an unsatisfactory rating on an annual evaluation unless the employee has received notice of deficiencies, suggestions for improvement where applicable, and an opportunity to improve.

Time of Evaluation. 5.1.1 Probationary employees shall be evaluated by their primary evaluator prior to recommendations for permanency. Normally the evaluations shall be made after the second and fifth months of employment on standard evaluation forms. 5.1.2 Permanent employees shall be evaluated annually within thirty (30) work days before or after their anniversary date, or by May 30th, unless the employee and the manager agree to another evaluation cycle. The District shall provide the necessary evaluation forms to be completed by the primary evaluator. The District and CSEA promote an evaluation process that provides regular, on-going feedback to employees, with the annual evaluation document constituting a summary of verbal and/or written communication occurring throughout the evaluation cycle. This process should include a discussion of goals and objectives, for the upcoming year, at the annual evaluation conference. 5.1.2.1 Employees who do not have an evaluation in their file assessing an annual time period will be presumed to have performed satisfactorily for that time period. 5.1.3 Normally evaluations shall be conducted by those most familiar with the work of the employee, but in cases where uniformity of criteria is important, the site or location manager may designate an evaluator for a single, broad job classification at a specific site. 5.1.4 Employees shall be provided copies of evaluations. 5.1.5 Employees shall sign all evaluations to indicate knowledge of the contents but not necessarily agreement on the contents. 5.1.6 Employees upon request are entitled to both a pre and post evaluation conference with the evaluator to discuss the evaluation. 5.1.7 Within 10 working days of receipt of the evaluation, the employee may file a written response to the evaluation which shall be placed in the Personnel File with the evaluation. (See 12.1.3 for definition.) 5.1.8 At any time an employee establishes a pattern of unsatisfactory performance, it shall be the responsibility of the supervisor and/or administrator to do the following: 5.1.8.1 Confer with the individual. 5.1.8.2 Specifically identify the problem areas and offer positive steps for correction. 5.1.8.3 Provide the employee with a copy of the written record of that conference, and send one copy to the Personnel File. 5.1.8.4 Unless it is not feasible due to the timing of the employees employee s performance in relation to the annual evaluation conference, an employee shall not receive an unsatisfactory rating on an annual evaluation unless the employee has received notice of deficiencies, suggestions for improvement where applicable, and an opportunity to improve.