Common use of Year-End Performance Evaluation Clause in Contracts

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. A. The end-of-year evaluation shall be based on those performance factors/factors and goals and objectives established at the expectations meeting and shall include the following: 1. The An overall performance rating; 2. The Modification of the employee’s job descriptiondescription (if applicable); 3. Recommendations for training/development, if applicable. training as appropriate. B. Where an employee did not have an opportunity to perform work described by a performance factor/goalstandard or goal and objective, that factor/standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors/factors and goals and objectives will be applied fairly and objectively. When applying performance factors/goals, 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 will be consideredwhen 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/goals. Howeverfactors and performance goals and objectives, provided that where an employee has been placed on notice regarding a Sick Leave sick leave usage problem, the employee’s Sick Leave sick leave usage may be taken into account for failure account. C. The performance evaluation requires a second signature. An individual superior to meet expectationsthe 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 supervisor will 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. Subsequent to the review of the end-of-year evaluation, and after the rater’s supervisor’s review and approval, the The employee will be asked to must sign the evaluation. A evaluation and a copy shall be given to the employee and another shall will be placed in the employee’s personnel file. An employee will be permitted to attach . X. A statement of an employee’s comments and/or objections to an evaluation to may be placed attached and put 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 "Meets Standards" or above may only be grievable 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 limitation to employee ratings. G. The Office of Human Resources (OHR) will work with supervisors and employees so that the processes detailed in this article are understood and carried out in a timely manner. Performance evaluations are tracked by OHR as completed. Supervisors who fail to complete the process by the due date will be contacted and provisions of the article will be enforced.

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 5 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 endyear-of-year end annual performance evaluation shall be based on performance factors/goals established at the expectations meeting and shall include the following: 1. The A. An overall performance rating;. 2. B. 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). C. Modifications of the employee’s '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 (30) days in advance of the proposed date of modification to the employee's job description;. It is further understood that the University reserves the right to promote employees, in accordance with this MOU, to a position that may be outside the bargaining unit. 3. D. Recommendations for training/developmenttraining as appropriate. (See Annual Expectations Meeting, Section 2 above.) The supervisor conducting the performance evaluation shall be the employee's immediate supervisor, who is in the ordinary course of business the individual responsible for assigning and reviewing the employee's work, signing time sheets, and approving leave. If the supervisor has been the employee's supervisor for less than six (6) months, the employee's former supervisor if applicableavailable will provide input. Where an employee did not have an opportunity to perform work described by a performance factor/goalstandard or goal and objective, that factor/standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors/factors and goals and objectives 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 The University shall take into consideration impediments to an employee’s 's job performance, which are beyond the control will be consideredof the employee. 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. Howeverfactors and performance goals and objectives, provided that where an employee has been placed on notice regarding a Sick Leave sick leave usage problem, the employee’s Sick Leave 's sick leave usage may be taken into account for failure account. The employee's second level supervisor reserves the right to meet expectationsmake valid changes or modification(s) to approve an employee's end-of-the-year evaluation prior to the employee's signature. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The supervisor will meet with the employee, discuss the performance evaluation, and shall give the employee a copy of the end-of-year evaluation. Subsequent to the review of the end-ofthe-year evaluation, and after the rater’s supervisor’s review and approval, the employee which will be asked to sign signed by the evaluation. A employee, and a copy shall be given to the employee and another shall will be placed in the employee’s 's personnel filefile with the job description attached. An employee will A statement of an employee's objection or comments may be permitted submitted to attach the first and second level supervisor within thirty calendar thirty (30) days of receipt of the current evaluation. A copy of the employee's comments and/or objections shall also be forwarded, by the appropriate supervisor, to an evaluation to be placed the Office of Human Resources for placement in the employee’s '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.