Year-End Performance Evaluation. A. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following:
1. An overall performance rating;
2. Modification of the employee’s job description (if applicable);
3. Recommendations for training as appropriate.
B. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account.
C. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee.
D. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file.
X. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of "Meets Standards" or above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of "Below Standards" or below may be grieved through the entire grievance process.
F. The Employer will not apply forced distributions or other limitations to employee ratings.
Year-End Performance Evaluation. The end-of-year evaluation shall be based on performance factors/goals established at the expectations meeting and shall include the following:
1. The overall performance rating;
2. The employee’s job description;
3. Recommendations for training/development, if applicable. Where an employee did not have an opportunity to perform work described by a performance factor/goal, that factor/goal will not be considered in the year-end performance evaluation. All applicable performance factors/goals will be applied fairly and objectively. When applying performance factors/goals, equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control will be considered. Time off on approved leave (sick, personal, annual, etc.) and authorized time for Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors/goals. However, where an employee has been placed on notice regarding a Sick Leave usage problem, the employee’s Sick Leave usage may be taken into account for failure to meet expectations. The supervisor will meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. Subsequent to the review of the end-of-year evaluation, and after the rater’s supervisor’s review and approval, the employee will be asked to sign the evaluation. A copy shall be given to the employee and another shall be placed in the employee’s personnel file. An employee will be permitted to attach comments and/or objections to an evaluation to be placed in the employee’s personnel file. In the event that the Parties reach an economic agreement during the life of this MOU which calls for merit increases based on an evaluation that is different than “Meets Standards,” then employees will have the right to access the grievance procedure in the event that they wish to contest an evaluation that is less than that which enables them to obtain the merit increase negotiated in accordance with Article 7 of the MOU. Overall performance evaluations that exceed the level of performance necessary to ensure a merit increase under the aforementioned provision of the MOU shall only be grievable through Step 2 of the grievance procedure.
Year-End Performance Evaluation. The year-end annual performance evaluation shall include the following:
1. An overall performance rating.
2. The specific tasks, which the employee needs to achieve during the next evaluation period and performance objectives, which are established at the Annual Expectations Meeting (see Section 2 above).
3. Modifications of the employee's job description that will alter an employee's bargaining unit status; it is understood and agreed that that the University will advise the Union thirty
