EMPLOYEE PERFORMANCE EVALUATION. Purpose: To provide the policy and procedures for assessing employee performance and communicating the results of assessment to the employee and to others using assessment information in personnel decisions, and further to express the mutual commitment of the parties to the University’s values.
EMPLOYEE PERFORMANCE EVALUATION. 21.1 The University and the Union support a performance management system that is fair and equitable and that is applied consistently to all bargaining unit members. Supervisors of bargaining unit members shall conduct the performance evaluation process in a timely, fair and equitable manner, and in accordance with university values. All bargaining unit members shall have performance expectations established annually by their supervisor at or near the beginning of the evaluation period. Members shall attend at least two feedback sessions during the evaluation process. Members shall receive a final written performance evaluation at or near the end of the evaluation period
EMPLOYEE PERFORMANCE EVALUATION. A. The performance of each employee shall be evaluated in writing by the employee's designated immediate supervisor. At the time of the evaluation conference, the supervisor shall provide the employee a copy of the evaluation.
EMPLOYEE PERFORMANCE EVALUATION. The County reserves the right to determine the method, the means and the timing or necessity for employee performance evaluations, subject only to the following provisions: An employee shall be formally evaluated at least annually by the employee’s immediate supervisor. However, an employee who is at Step I of the salary range may, at the discretion of the supervisor, be formally evaluated at least bi-annually. Evaluation factors shall be job-related. Performance deficiencies, if any and necessary corrective actions will be documented in formal evaluations. Evaluations shall include space for employee comments and additional employee comments may be attached. Employees shall have thirty (30) calendar days after receipt to submit their response to their supervisor. Performance evaluations of only full-time and part-time employees which deny a merit salary increase or have an overall rating of unsatisfactory may be grieved through the Third Step of the Grievance Procedure established under this Memorandum for a final decision.
EMPLOYEE PERFORMANCE EVALUATION. 5.1 The performance of each employee shall be evaluated in writing by the employee's immediate supervisor or the employee’s department supervisor.
EMPLOYEE PERFORMANCE EVALUATION. A. The annual Employee Performance Evaluation of bargaining unit employees shall continue and be completed by management. Each employee will be given on line access to a completed copy of his/her annual Performance Evaluation form. The fact that the employee electronically acknowledges the report does not signify his/her approval.
EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will be evaluated within the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designee. The evaluation may include input from appropriate personnel. The evaluation shall not be disciplinary and shall address the following areas: Basic Skills, Relationships, Self-directed, Work Force, Job Related Skills, Personal/Professional Strength.
EMPLOYEE PERFORMANCE EVALUATION. 10.1 The University will take into account the impact of COVID-19 on the working environment and personal lives of all employees when undertaking any performance evaluation, or managing performance of any employee.
EMPLOYEE PERFORMANCE EVALUATION. Employees shall be given an opportunity to read and sign their Professional Development Plan and/or their Employee Performance Evaluation (Short Form) prior to placement of the evaluation in the employee's official personnel files. It is acknowledged that the fact the employee has signed either evaluation plan does not necessarily mean the employee agrees with the evaluation, but that such signature shall be evidence of the employee's knowledge of the completed evaluation. The employee shall receive a copy of the evaluation within thirty (30) working days of the date of the evaluation. A Professional Development Plan or Short Form may not be utilized by the APCD to affect an employee's job status unless and until the employee has been given an opportunity to review such evaluation.
EMPLOYEE PERFORMANCE EVALUATION. MCERA shall review and evaluate EMPLOYEE annually, unless the Board of Retirement determines a more frequent performance review is necessary. Performance objectives will be established and reviewed at each evaluation to ensure progress toward organizational goals and employee development. The current Retirement Administrator job description is included as attachment B to this contract.
