Common use of EMPLOYEE PERFORMANCE EVALUATION Clause in Contracts

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. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling. 5. If the employee wishes to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer shall create a plan with the employee to determine how often they shall meet to evaluate the progress of the performance plan.

EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will be evaluated within the first 90 workdaysworkdays (refer to 4.15 Probation and Probationary Employment); 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.. (see Performance Evaluation Report) 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of schoolDepartment. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 August 31 of the school year. 3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling. “Needs improvement” ratings are not considered to be an overall unsatisfactory rating. 5. If the employee wishes to make comments and wants extra time to prepare such commentsdisagrees with any of the written reports of observations and/or evaluation, the signed employee may submit a statement concerning the points of disagreement within ten (10) work days of the final evaluation form must conference to be returned attached to the evaluator within two (2) working days from receipt of the original evaluation. Original comments by employees must The written statement will be made on included with the copy to be filed original evaluation in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent employees personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer shall create a This plan with will be developed by the employee to determine how often they shall meet to evaluate supervisor, the progress employee, and an appropriate member of the performance planHuman Resources Department.

EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will A. The performance of each employee shall be evaluated within in writing by the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designeeemployee's designated immediate supervisor. 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. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at At the time of the evaluation conference with conference, the administrator or non-union designee. The signature does not necessarily imply that supervisor shall provide the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion a copy of the evaluation. B. Each evaluator shall review the evaluation procedure and written criteria with employees. The highest rating on the evaluation will not contain unsatisfactory marks for any area that instrument must be attainable. Evaluators shall also review the employee has not had evaluation procedure and written criteria with new hires prior written notification or counselingto their first evaluation. 5. C. Employees shall be evaluated at least one (1) time per year, but no later than March 1 of each year. D. If the an employee wishes to make comments and wants extra time to prepare such comments, the signed believes that a supervisor has written an evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made which is not based on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent actual job performance, the employee can appeal the evaluation to the Executive Director of Human Resources. The decision at the second level review will be final. E. The immediate supervisor shall, if ongoing significant weaknesses are noted in the employee's performance, develop a written plan for improvement, providing suggestions and recommendationsaimedatimproving performance and eliminating weaknesses cited unless that area of weakness has already been addressed by an admonishment or plan of improvement during the annual evaluation period. The employee shall sign as acknowledgement of receipt and shall be provided a true copy. 1. The employee shall be entitled to submit a written response to the improvement plan for inclusion in the personnel file. 62. If an evaluation Within a reasonable period of a regular time to allow for improvement by the employee's performance indicates unsatisfactory work performance, not to exceed sixty (60) calendar days, the evaluator immediate supervisor shall work with conduct another evaluation. 3. Subsequentevaluationswhichfailtonotepreviouslycitedweaknessesshallbeinterpretedtomeanthat satisfactory improvement has taken place. F. The evaluation instrument shall be designed cooperatively by the employee Administration and USPA through a joint committee established by the USPA and the administration to develop a performance improvement plandesign the evaluation instrument as needed. The plan must state recommendations of this committee shall be brought back to the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe negotiation table for expected improvement and the potential consequences for not improving performancefinalizing. The employer Administration shall create a plan with the employee to determine how often they shall meet to evaluate the progress supply copies of the performance planevaluation for use by the supervisor(s). G. The performance evaluation is incorporated by reference and appears as Attachment D. December 1991 Revised, July 1992 Revised, June 21, 1993 Revised, June 3, 1994 Revised, July 1995 Revised, August 2000 Revised, August 2005 Revised, June 2012

EMPLOYEE PERFORMANCE EVALUATION. 111.5.1 A report of performance of each employee shall be made by the respective Department Directors or their designees after completion of a probationary period and annually thereafter. All new employees Unless changed in accordance with City’s Personnel Rules & Regulations, these evaluation dates shall constitute the employee’s salary evaluation date for purposes of eligibility for a merit salary increase. Employees completing a six-month probationary period should also be evaluated; however, their salary evaluation date for purposes of eligibility for a merit salary increase shall not change from their promotion effective date. Employees shall continue to receive performance evaluations on their salary evaluation date even after the employee has reached the top of the applicable salary range. In addition, a performance evaluation may be prepared at any other time at the discretion of the employee’s supervisor. 11.5.2 Each performance evaluation shall be discussed with the employee. The performance evaluation will address areas of successful performance and areas that need improvement. The employee will have the opportunity to comment regarding work performance, either in a written statement attached to the district will be evaluated within the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator report or appropriate non-union designeeorally. The evaluation may include input from appropriate personnelemployee shall sign the performance report to acknowledge that the employee is aware of its contents and has discussed the report with the evaluator. The evaluation shall employee’s signature does not be disciplinary and shall address necessarily indicate agreement with the following areas: Basic Skills, Relationships, Self-directed, Work Force, Job Related Skills, Personal/Professional Strength. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 contents of the school year. 3report. Each In the event that an employee is required refuses to sign the evaluation at the time following their review of the evaluation, such refusal will be so noted by the evaluator on the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluatorform. 4. An evaluation conference must be conducted 11.5.3 The employee will receive a copy of the performance evaluation, and the original, along with any written comments submitted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling. 5. If the employee wishes to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent ’s personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer shall create a plan with the employee to determine how often they shall meet to evaluate the progress of the performance plan.

EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will A. The performance of each employee shall be evaluated within electronically or in writing by the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designeeemployee's designated immediate supervisor. 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. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at At the time of the evaluation conference with conference, the administrator or non-union designee. The signature does not necessarily imply that supervisor shall provide the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion a copy of the evaluation. B. Each evaluator shall review the evaluation procedure and written criteria with employees. The highest rating on the evaluation will not contain unsatisfactory marks for any area that instrument must be attainable. Evaluators shall also review the employee has not had evaluation procedure and written criteria with new hires prior written notification or counselingto their first evaluation. 5. C. Employees shall be evaluated at least one (1) time per year, but no later than April 1 of each year. D. If the an employee wishes to make comments and wants extra time to prepare such comments, the signed believes that a supervisor has written an evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made which is not based on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent actual job performance, the employee can appeal the evaluation to the Executive Director of Human Resources. The decision at the second level review will be final. E. The immediate supervisor shall, if ongoing significant weaknesses are noted in the employee's performance, develop a written plan for improvement, providing suggestions and recommendations aimed at improving performance and eliminating weaknesses cited unless that area of weakness has already been addressed by an admonishment or plan of improvement during the annual evaluation period. The employee shall sign as acknowledgement of receipt and shall be provided a true copy. 1. The employee shall be entitled to submit a written response to the improvement plan for inclusion in the personnel file. 62. If an evaluation Within a reasonable period of a regular time to allow for improvement by the employee's performance indicates unsatisfactory work performance, not to exceed sixty (60) calendar days, the evaluator immediate supervisor shall work with conduct another evaluation. 3. Subsequent evaluations which fail to note previously cited weaknesses shall be interpreted to mean that satisfactory improvement has taken place. F. The evaluation instrument shall be designed cooperatively by the employee Administration and USPA through a joint committee established by the USPA and the administration to develop a performance improvement plandesign the evaluation instrument as needed. The plan must state recommendations of this committee shall be brought back to the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe negotiation table for expected improvement and the potential consequences for not improving performancefinalizing. The employer Administration shall create a plan with the employee to determine how often they shall meet to evaluate the progress supply copies of the performance planevaluation for use by the supervisor(s). G. The performance evaluation is incorporated by reference and appears as Attachment D.

EMPLOYEE PERFORMANCE EVALUATION. A. Staff member’s performance shall be evaluated and reviewed with the staff member annually by the staff member’s supervisor. Each overall evaluation shall fall into one of the following categories: "5", "4", "3", "2" or "1". B. Each staff member shall be notified of the rating determined for him/her and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re- evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and the staff member. C. The staff member shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All new employees to evaluations shall be signed by the district will be evaluated within supervisor and by the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designeestaff member before being placed in the staff members’ personnel file. The evaluation may include input from appropriate personnel. The evaluation staff member’s signature shall not be disciplinary and shall address the following areas: Basic Skills, Relationships, Self-directed, Work Force, Job Related Skills, Personal/Professional Strength. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply signify that the employee agrees with the statement(s), but that the employee staff member has seen and discussed it reviewed the evaluation, but not that he necessarily concurs with its contents. D. If a staff member receives a rating of "2", the supervisor shall review the performance deficiencies with the evaluator. 4. An evaluation conference must staff member and shall counsel the staff member as to appropriate steps which should be conducted by the evaluator, in person taken to improve performance and shall review with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for staff member any area that the employee has not had warnings or prior written notification or counseling. 5. If the employee wishes counseling received with respect to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer staff member’s performance must be re-evaluated after another three-month period (within 90 days). If upon re-evaluation the performance has not come up to a "3" level, then the re-evaluation shall create be considered to be a plan final warning for purposes of the disciplinary process. The supervisor shall also advise the staff member that failure to improve performance may result in further discipline up to and including discharge. E. If a staff member receives a rating of "1", such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The supervisor shall review the performance deficiencies with the employee staff member and shall counsel the staff member as to determine how often they appropriate steps, which should be taken to improve performance and shall meet review with the staff member any warnings or prior counseling received with respect to evaluate performance. The performance of staff members receiving the progress of "1" evaluation shall be carefully monitored by the performance plansupervisor. The staff member shall be F. The evaluation category received or any evaluation given to a staff member is not subject to the grievance procedure.

EMPLOYEE PERFORMANCE EVALUATION. A. Staff member’s performance shall be evaluated and reviewed with the staff member annually by the staff member’s supervisor. Each overall evaluation shall fall into one of the following categories: "5", "4", "3", "2" or "1". B. Each staff member shall be notified of the rating determined for him/her and given an opportunity to participate in the formulation of performance standards and improvement goals for the next appropriate evaluation. The period of such re-evaluation should be established consistent with the performance standards and improvement goals developed by the supervisor and the staff member. C. The staff member shall be provided with copies of the performance evaluation and the agreement on performance standards and improvement goals. All new employees to evaluations shall be signed by the district will be evaluated within supervisor and by the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designeestaff member before being placed in the staff members personnel file. The evaluation may include input from appropriate personnel. The evaluation staff member’s signature shall not be disciplinary and shall address the following areas: Basic Skills, Relationships, Self-directed, Work Force, Job Related Skills, Personal/Professional Strength. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply signify that the employee agrees with the statement(s), but that the employee staff member has seen and discussed it reviewed the evaluation, but not that he necessarily concurs with its contents. D. If a staff member receives a rating of "2", the supervisor shall review the performance deficiencies with the evaluator. 4. An evaluation conference must staff member and shall counsel the staff member as to appropriate steps which should be conducted by the evaluator, in person taken to improve performance and shall review with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for staff member any area that the employee has not had warnings or prior written notification or counseling. 5. If the employee wishes counseling received with respect to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer staff member’s performance must be re- evaluated after another three-month period (within 90 days). If upon re-evaluation the performance has not come up to a "3" level, then the re-evaluation shall create be considered to be a plan final warning for purposes of the disciplinary process. The supervisor shall also advise the staff member that failure to improve performance may result in further discipline up to and including discharge. E. If a staff member receives a rating of "1", such performance evaluation shall be considered as a final warning for purposes of the disciplinary process. The supervisor shall review the performance deficiencies with the employee staff member and shall counsel the staff member as to determine how often they appropriate steps, which should be taken to improve performance and shall meet review with the staff member any warnings or prior counseling received with respect to evaluate performance. The performance of staff members receiving the progress "1" evaluation shall be carefully monitored by the supervisor. The staff member shall be evaluated not later than six months after the date of the "1" rating. If performance planremains below the "3" level, such staff member shall be discharged. F. The evaluation category received or any evaluation given to a staff member is not subject to the grievance procedure.

EMPLOYEE PERFORMANCE EVALUATION. 1The parties agree that the District is currently in the process of preparing a new evaluation tool. All Prior to implementation of the new employees to tool, the district Union will be evaluated within offered an opportunity to review the first 90 workdays; thereafter employees are tool and will be offered an opportunity to be evaluated annually by an appropriate administrator or appropriate non-union designeediscuss the tool with the District. The evaluation may include input from appropriate personnelUntil such time the status quo will remain in effect. 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. 2. The evaluation process Performance evaluations shall be completed aligned with the Detroit Public Schools evaluation Process. Such evaluations shall be discussed in a conference between the employee and his/her administrator/supervisor. Employees retain the right to place rebuttal information in their file regarding an evaluation and to have copies of any and all items placed in their personnel records both at the local school and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling. 5. If the employee wishes to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performancecentral system. The employer shall create evaluate employees at least once a plan year using a comprehensive performance-management process. In addition to the criteria set forth below, the employee shall be evaluated based upon meeting established performance goals. Performance goals shall be established in writing by the appropriate administrator, after input from the employee, on or before October 15 of each school year. Evaluation shall be ongoing; however, the formal annual evaluation shall be completed by May 1 of each year. Unsatisfactory performance must be identified in writing. Any written evaluation of unsatisfactory performance shall include (a) clearly documented examples of unsatisfactory performance; (b) evaluation based upon personal observation; (c) evaluation by a direct supervisor of the member being evaluated. Performance evaluation shall be based upon: • Job knowledge and skill • Quality of work • Efficiency of work • Attendance • Interpersonal skills • Training receive (to the extent available) Appeals of unsatisfactory performance appraisals shall be first to the next level manager over the supervisor conducting the evaluation and, thereafter, through the grievance procedure. Performance evaluations shall be aligned with the Detroit Public Schools evaluation Process. Such evaluations shall be discussed in a conference between the employee and his/her administrator/supervisor. Employees retain the right to determine how often they place rebuttal information in their file regarding an evaluation and to have copies of any and all items placed in their personnel records both at the local school and the central system. All employees in the bargaining unit shall be evaluated on the School Service Assistant Rating Form by their principal or designee once per semester, not later than December of the first semester and April of the second semester. (The designee must not be a member of the bargaining unit.) Any employee receiving an unsatisfactory rating will be given thirty (30) calendar days in which to improve. If an employee fails to improve, he/she shall be terminated upon two week notice. At the time the termination is given, the building representative will also be notified. Within thirty (30) days of the ratification of this Agreement the parties will meet to evaluate discuss the progress issue of job descriptions for all positions in the performance planbargaining unit.

EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will A. The performance of each employee shall be evaluated within in writing by the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designeeemployee's designated immediate supervisor. 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. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at At the time of the evaluation conference with conference, the administrator or non-union designee. The signature does not necessarily imply that supervisor shall provide the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion a copy of the evaluation. B. Each evaluator shall review the evaluation procedure and written criteria with employees. The highest rating on the evaluation will not contain unsatisfactory marks for any area that instrument must be attainable. Evaluators shall also review the employee has not had evaluation procedure and written criteria with new hires prior written notification or counselingto their first evaluation. 5. C. New employees shall be evaluated within three (3) months of their first day of employment. D. Employees shall be evaluated at least one (1) time per year, but no later than April 1 of each year. E. If the an employee wishes to make comments and wants extra time to prepare such comments, the signed believes that a supervisor has written an evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made which is not based on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent actual job performance, the employee can appeal the evaluation to the Executive Director of Human Resources. The decision at the second level review will be final. F. The immediate supervisor shall, if ongoing significant weaknesses are noted in the employee's performance, develop a written plan for improvement, providing suggestions and recommendationsaimedatimproving performance and eliminating weaknesses cited unless that area of weakness has already been addressed by an admonishment or plan of improvement during the annual evaluation period. The employee shall sign as acknowledgement of receipt and shall be provided a true copy. 1. The employee shall be entitled to submit a written response to the improvement plan for inclusion in the personnel file. 62. If an evaluation Within a reasonable period of a regular time to allow for improvement by the employee's performance indicates unsatisfactory work performance, not to exceed sixty (60) calendar days, the evaluator immediate supervisor shall work with conduct another evaluation. 3. Subsequentevaluationswhichfailtonotepreviouslycitedweaknessesshallbeinterpretedtomeanthat satisfactory improvement has taken place. G. The evaluation instrument shall be designed cooperatively by the employee Administration and USPA through a joint committee established by the USPA and the administration to develop a performance improvement plandesign the evaluation instrument as needed. The plan must state recommendations of this committee shall be brought back to the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe negotiation table for expected improvement and the potential consequences for not improving performancefinalizing. The employer Administration shall create a plan with the employee to determine how often they shall meet to evaluate the progress supply copies of the performance planevaluation for use by the supervisor(s). H. The performance evaluation is incorporated by reference and appears as Attachment D. December 1991 Revised, July 1992 Revised, June 21, 1993 Revised, June 3, 1994 Revised, July 1995 Revised, August 2000 Revised, August 2005

EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will be evaluated within the first 90 workdaysworkdays (refer to 4.15 Probation and Probationary Employment); 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.. (see Performance Evaluation Report) 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of schoolDepartment. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 August 31 of the school year. 3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling. “Needs improvement” ratings are not considered to be an overall unsatisfactory rating. 5. If the employee wishes to make comments and wants extra time to prepare such commentsdisagrees with any of the written reports of observations and/or evaluation, the signed employee may submit a statement concerning the points of disagreement within ten (10) work days of the final evaluation form must conference to be returned attached to the evaluator within two (2) working days from receipt of the original evaluation. Original comments by employees must The written statement will be made on included with the copy to be filed original evaluation in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent ’s personnel file. 6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer shall create a This plan with will be developed by the employee to determine how often they shall meet to evaluate supervisor, the progress employee, and an appropriate member of the performance planHuman Resources Department.

EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will A. The performance of each employee shall be evaluated within in writing by the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designeeemployee's designated immediate supervisor. 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. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year. 3. Each employee is required to sign the evaluation at At the time of the evaluation conference with conference, the administrator or non-union designee. The signature does not necessarily imply that supervisor shall provide the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator. 4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion a copy of the evaluation. B. Each evaluator shall review the evaluation procedure and written criteria with employees. The highest rating on the evaluation will not contain unsatisfactory marks for any area that instrument must be attainable. Evaluators shall also review the employee has not had evaluation procedure and written criteria with new hires prior written notification or counselingto their first evaluation. 5. C. Employees shall be evaluated at least one (1) time per year, but no later than March 1 of each year. D. If the an employee wishes to make comments and wants extra time to prepare such comments, the signed believes that a supervisor has written an evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made which is not based on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent actual job performance, the employee can appeal the evaluation to the Senior Executive Director of Human Resources. The decision at the second level review will be final. E. The immediate supervisor shall, if ongoing significant weaknesses are noted in the employee's performance, develop a written plan for improvement, providing suggestions and recommendationsaimedatimproving performance and eliminating weaknesses cited unless that area of weakness has already been addressed by an admonishment or plan of improvement during the annual evaluation period. The employee shall sign as acknowledgement of receipt and shall be provided a true copy. 1. The employee shall be entitled to submit a written response to the improvement plan for inclusion in the personnel file. 62. If an evaluation Within a reasonable period of a regular time to allow for improvement by the employee's performance indicates unsatisfactory work performance, not to exceed sixty (60) calendar days, the evaluator immediate supervisor shall work with conduct another evaluation. 3. Subsequentevaluationswhichfailtonotepreviouslycitedweaknessesshallbeinterpretedtomeanthat satisfactory improvement has taken place. F. The evaluation instrument shall be designed cooperatively by the employee Administration and USPA through a joint committee established by the USPA and the administration to develop a performance improvement plandesign the evaluation instrument as needed. The plan must state recommendations of this committee shall be brought back to the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe negotiation table for expected improvement and the potential consequences for not improving performancefinalizing. The employer Administration shall create a plan with the employee to determine how often they shall meet to evaluate the progress supply copies of the performance planevaluation for use by the supervisor(s). G. The performance evaluation is incorporated by reference and appears as Attachment D. December 1991 Revised, July 1992 Revised, June 21, 1993 Revised, June 3, 1994 Revised, July 1995 Revised, August 2000 Revised, August 2005 Revised, June 2012

EMPLOYEE PERFORMANCE EVALUATION. 111.10.1 A report of performance of each employee shall be made by the respective Chief of Police or designee after completion of a one-year probationary period and annually thereafter. All new employees Unless changed in accordance with City’s Personnel Rules and Regulations, these evaluation dates shall constitute the employee’s salary evaluation date for purposes of eligibility for a merit salary increase. Employees completing a six-month probationary period for a reclassification must also be evaluated; however, their salary evaluation date for purposes of eligibility for a merit salary increase shall not change from their reclassification effective date. Employees shall continue to receive performance evaluations on their salary evaluation date even after the employee has reached the top of the applicable salary range. In addition, a performance evaluation may be prepared at any other time at the discretion of the employee’s supervisor. 11.10.2 Each performance evaluation shall be discussed with the employee. The performance evaluation will address areas of successful performance and areas that need improvement. The employee will have the opportunity to comment regarding work performance, either in a written statement attached to the district will be evaluated within the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator report or appropriate non-union designeeorally. The evaluation may include input from appropriate personnelemployee shall sign the performance report to acknowledge that the employee is aware of its contents and has discussed the report with the evaluator. The evaluation shall employee’s signature does not be disciplinary and shall address necessarily indicate agreement with the following areas: Basic Skills, Relationships, Self-directed, Work Force, Job Related Skills, Personal/Professional Strength. 2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 contents of the school year. 3report. Each In the event that an employee is required refuses to sign the evaluation at the time following their review of the evaluation, such refusal will be so noted by the evaluator on the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluatorform. 4. An evaluation conference must be conducted 11.10.3 The employee will receive a copy of the performance evaluation, and the original, along with any written comments submitted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling. 5. If the employee wishes to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent ’s personnel file. 611.10.4 Merit increases are based solely upon job performance; they are not automatic; and there is no annual entitlement to them. If an Employees are eligible for a merit increase each year based upon the evaluation of their performance through Step 6, at which time they reach the top of their range. In order to receive a regular employee's performance indicates unsatisfactory work performancemerit increase, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the at minimum an employee must do receive at least a rating of “meets expectation” or above. Any such increase will be applied retroactively to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer shall create a plan with the employee to determine how often they shall meet to evaluate the progress of the performance planemployee’s recent salary anniversary date.