Employee Performance Evaluations. Any employee performance evaluation shall be prepared by the employee's supervisor who has the responsibility and authority to prepare such reports. Employee performance evaluation reports shall be discussed with the employee prior to finalization of each category of the report. An employee will receive an appointment with his/her department's reviewing officer to discuss the evaluation by signing the evaluation form in the space provided. Each department shall make a reasonable effort to ensure that the reviewing officer for this purpose has not been a party to the preparation of the evaluation. In no case shall the reviewing officer sign the evaluation form until a review has occurred. Any regular or special evaluation with a rating of "unsatisfactory" shall include plans for employee development. Except in cases of termination, release from probation, or leave of absence, employees who receive an unsatisfactory performance evaluation must receive a follow-up evaluation. The follow-up evaluation shall cover a period of time no greater than ninety (90) calendar days from the date of the final review of the initial unsatisfactory evaluation. An employee shall have the right to submit written comments regarding any evaluation and to have such comments included in his/her personnel file along with the evaluation.
Employee Performance Evaluations. Where a formal evaluation of an employee’s performance is carried out, the employee shall be provided with a copy to read and review. Provision shall be made on the evaluation form for an employee to sign it. The form shall provide the employee’s signature in two (2) places, one indicating that the employee has read and accepts the evaluation, and the other indicating that the employee disagrees with the evaluation. The employee shall sign in one of the places provided within seven (7) calendar days. No employee may initiate a grievance regarding the contents of an evaluation report unless the signature indicates disagreement with the evaluation. The employee shall receive a copy of the evaluation report at the time of signing. An evaluation report shall not be changed after an employee has signed it, with the knowledge of the employee, and any such changes shall be subject to the grievance procedure.
Employee Performance Evaluations. The Shawnee Mission School District is interested in employing and retaining the best personnel possible. In order to maintain a high standard of performance, an employee performance evaluation system has been established.
Employee Performance Evaluations. A. The District shall conduct Employee performance evaluations on District-issued evaluation forms which may include a narrative attachment. No disciplinary action will be taken against an Employee based on any issues raised in a performance evaluation if such issues occurred more than 365 days prior to the date the Employee received the evaluation.
Employee Performance Evaluations a. Each City department shall have the right to conduct employee performance evaluations on a department-wide basis for career and/or non-career employees at the discretion of the appointing authority.
Employee Performance Evaluations. Section 1. Employee performance evaluation reports will be made on probationary employees, at the end of three (3) months and prior to the end of six (6) months. Performance evaluation reports shall be reviewed with the employee by the employee's supervisor or department head. Performance evaluation reports on regular (non-probationary) employees shall be made annually. Employees may attach a written response to the performance evaluation within twenty (20) working days.
Employee Performance Evaluations. 13 (1) Employee performance evaluations shall be reviewed with the employee before such 14 evaluations are placed in the employee’s personnel file. The employee shall sign such 15 evaluations after they are completed in ink or typed and be given a copy of same.
Employee Performance Evaluations. Any employee performance evaluation shall be prepared by the employee's supervisor who has the responsibility and authority to prepare such reports. Employee performance evaluation reports shall be discussed with the employee prior to finalization of each category of the report. An employee will receive an appointment with his/her reviewing officer to discuss the evaluation by signing the evaluation form in the space provided. Each department shall make a reasonable effort to ensure that the reviewing officer for this purpose has not been a party to the preparation of the evaluation. In no case shall the reviewing officer sign the evaluation form until a review has occurred. Any regular or special evaluation with a rating of "unsatisfactory" shall include plans for employee development. Except in cases of termination, release from probation, or leave of absence, employees who receive an unsatisfactory performance evaluation must receive a follow-up evaluation. The follow-up evaluation shall cover a period of time no greater than ninety (90) calendar days from the date of the final review of the initial unsatisfactory evaluation. An employee shall have the right to submit written comments regarding any evaluation and to have such comments included in his/her personnel file along with the evaluation. The employee receiving an evaluation may request to have a Union representative present, during any meeting with management regarding the evaluation when the Court intends to give (or has given) an overall rating of “unsatisfactory”.
Employee Performance Evaluations. Employees have the right to respond in writing to the evaluation report should they so desire. Said responses should be submitted to the reviewer no later than thirty days after the evaluation interview.
Employee Performance Evaluations. Each nonprobationary bargaining unit employee shall be evaluated at least once each fiscal year. An employee shall have the right to submit a written response to his/her evaluation within ten (10) employee working days after receiving his/her evaluation. If there are serious performance problems with an employee, such performance problems shall be brought to the attention of the employee as soon as practical. Nothing in this Section shall be construed to interfere with the right of the District to discipline nonprobationary employees for just cause. In addition, new probationary employees will be evaluated within the first six (6) months of employment.
