Unsatisfactory Rating. 15.4.1 If an employee is rated as unsatisfactory in any area, the evaluator will develop an improvement plan with specific performance expectations and timeline to meet the expectations. At the end of the timeline, the evaluator shall re-evaluate the employee’s performance and prepare a written performance summary indicating whether or not the employee has met expectations. This document shall be attached to the most recent evaluation and placed in the employee’s personnel file.
Unsatisfactory Rating. A rating of unsatisfactory in one (1) category or a needs improvement in two (2) categories may constitute an overall unsatisfactory service rating. When an employee is rated unsatisfactory in any category, the rater shall state the reason(s), and if practicable, suggestions for improvement. Overall needs improvement and unsatisfactory service ratings must be discussed with the employee at an informal meeting to be scheduled by the rating supervisor, normally within seven (7) days after the employee has seen and signed the rating. An employee’s signature on the rating form shall serve as confirmation that the employee has seen the rating and not as an indication that the employee agrees with the rating.
Unsatisfactory Rating. 1. a. Where the performance of an employee is unsatisfactory, the designated supervisor will confer with such employee at least once every three (3) months and shall set forth the deficiencies and improvement goals required to achieve a satisfactory level of performance.
Unsatisfactory Rating. Any unsatisfactory evaluation ratings shall require the evaluator’s written explanation and specific suggestions for improvement.
Unsatisfactory Rating. Any rating by a supervisor of "Unsatisfactory" shall also contain the specific reason in writing why so rated and shall include specific suggestions for meeting the standard of the position. When three (3) or more items are marked "Unsatisfactory" on a formal evaluation, a special evaluation may be required at the end of two (2) months following the evaluation.
Unsatisfactory Rating. The HACP responds to an employee's Unsatisfactory rating with progressive disciplinary action and an intense monitoring system. This insures that the employee either improves his/her attendance and/or promptness, or is terminated. For chronic cases, termination is finalized in less than a year from the time of his/her first Unsatisfactory rating. Once an employee receives an Unsatisfactory rating, the following shall apply:
Unsatisfactory Rating. Any unsatisfactory evaluation rating shall require the evaluator’s written explanation and specific suggestions for improvement.
Unsatisfactory Rating. A. If a bargaining unit member receives an unsatisfactory rating, the District may withhold his/her scheduled salary increase, subject to the Just Cause provision of Article 36 of this Agreement. In the event that the bargaining unit member attains a satisfactory rating after receiving an initial unsatisfactory rating, he/she shall be prospectively placed on the salary schedule as if he/she had not received the initial unsatisfactory rating, but he/she shall not be entitled to the salary increase he/she would have received during the time period between the initial unsatisfactory rating and the satisfactory rating. A bargaining unit member who receives a second unsatisfactory rating after September 1, 1994, whether consecutive or not, will not be prospectively placed on the salary schedule as provided above, but shall have his/her salary permanently reduced by the salary increase amount withheld as a result of the second unsatisfactory rating.
X. A tenured bargaining unit member who receives an unsatisfactory rating based on professional performance shall be required to participate in a program to help eliminate the identified deficiencies in his/her job performance, subject to the following procedures:
1. The bargaining unit member shall be granted adequate time to correct identified deficiencies in his/her performance-prior to receiving a second formal rating;
2. A mentoring program will be provided for the bargaining unit member by the building principal and Superintendent. The mentoring program will contain goals for the bargaining unit member designed to correct the identified deficiencies and will specify the means by which the bargaining unit member can attain the identified goals.
3. If cooperation and progress toward achieving the mentoring program's remediation goals is not evident after a reasonable time and the bargaining unit member receives a second unsatisfactory rating, the dismissal provisions of the School Code may be applied.
Unsatisfactory Rating. If the Contractor’s performance is deemed unsatisfactory, the Contractor will be notified in writing of the specific deficiencies in performance of this Agreement. If the deficiencies are not corrected to the satisfaction of the Authority within 60 days, the Authority may, in its sole discretion, terminate this Agreement.
Unsatisfactory Rating. Any Employee who receives a year-end unsatisfactory rating shall not receive a salary increase for the subsequent year.
A. An unsatisfactory rating which results in no gain in salary may be grieved. Any other unsatisfactory rating shall not be subject to the grievance procedure unless the collective bargaining agreement otherwise permits unsatisfactory ratings to be grieved.
B. Only the year-end unsatisfactory rating can cause no gain in salary to occur. Only a year-end satisfactory rating shall result in resumption of step/column movement.
C. If the Employee who received an unsatisfactory rating resulting in no salary increase receives a year-end satisfactory rating in the subsequent year, he/she shall move to the next step of the salary schedule to which he/she would have been entitled the previous year if an unsatisfactory rating had not been issued. For example, if Employee is on B-18 in 2023-2024 and receives an unsatisfactory rating in June, 2024, that Employee remains at B-18 for 2024-2025 and is paid his/her identical salary as in year 2023-2024. If in June, 2025 Employee receives a satisfactory rating, he/she shall be moved to B-17 for the 2025-2026 school year. Additionally, no column movement in the salary schedule shall be recognized until the Employee is rated satisfactorily and resumes step movement.
