EMPLOYEE EVALUATION AND RECORDS. 20:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. Such feedback may include referring the employee to relevant existing University resources.
EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lecturer.
EMPLOYEE EVALUATION AND RECORDS. 11:08 The Chair or Designated Authority of the employing Department shall be the sole Department authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Chair may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
EMPLOYEE EVALUATION AND RECORDS. 12:06 The Principal or Designate shall be the sole authority responsible for issuing warnings, reprimands, or more serious disciplinary sanctions. The Principal or Designate may take into account, when setting a reasonable time for improvement, the discussions that have taken place between the supervisor and the employee on this matter.
EMPLOYEE EVALUATION AND RECORDS. 40.01 Performance Evaluation When a formal written performance evaluation is carried out, the employee will be made aware of the evaluation and will signify in writing that she/he has seen it. A copy of the evaluation will be given to the employee. If an employee disagrees with the evaluation, then the employee may object in writing and the objection will be attached to the evaluation that is retained by the Employer.
EMPLOYEE EVALUATION AND RECORDS. 13:08 The University and the Union recognize that coaching letters are non-disciplinary. For clarity, coaching letters shall not form a step in the progressive discipline process and shall not be relied upon to increase the severity of discipline imposed. Coaching letters shall be removed from the employee’s file when twelve (12) months of active employment (i.e., months actually at work at the University in a bargaining unit position) have elapsed since the date of issue. For clarity, a new coaching letter may be issued at any time. All coaching letters shall be clearly identified as such in the subject line of the letter.
EMPLOYEE EVALUATION AND RECORDS. 15.01 The University may review the performance of Members under this Article, once per term. Such an evaluation, if any, shall be in addition to any other assessments including student assessments (SET) and feedback, which may be required by other provisions of this Agreement. If the University wishes a Member to participate in any discussion or meeting as part of this review, the Member shall receive written notice of an evaluation under this Article at least five (5) days in advance of the meeting. The Employer and the Union agree that the purposes of performance evaluations are to maintain and improve the quality of the employee’s work, to provide the employee feedback on their performance and determine suitability for future employment. Evaluations may be provided to the employee within four (4) weeks of the conclusion of an appointment. A written record of the discussion, signed by both the Supervisor and the employee, to acknowledge the discussion has taken place, shall be retained. Performance in an appointment will be deemed satisfactory if no formal written performance evaluation to the contrary exists, or if no performance evaluation has been conducted.
EMPLOYEE EVALUATION AND RECORDS. Note: King’s is required to implement SQCTs (SETs) as part of its affiliation agreement with Western. The Employer and the Union agree to enter into a working group to develop a best practice for employee evaluation in addition to SQCTs for the purposes of improved quality of work, feedback, and suitability for future employment. The working group will be struck within 60 days of ratification for a three-month period with the potential for extension based on mutual consent of the parties. The following sections remain in place until such time as an agreement can be reached by the Parties through the working group.
EMPLOYEE EVALUATION AND RECORDS. Effective April 1, 2019 Improvements to access an employee’s personnel file, including granting the union the ability to request the employee’s personnel record, upon authority of the employee. This improvement allows for better advocacy by the union on behalf of employees. A new provision governs the removal and destruction of letters of expectation from an employee’s personnel file 36 months after the date of the letter, provided that there has not been repetition of the behaviour or conduct addressed in the letter.
EMPLOYEE EVALUATION AND RECORDS
