Informal Evaluation Sample Clauses

Informal Evaluation. Employees and supervisors may, from time to time, meet in informal performance evaluation conferences. The purpose of such informal meetings shall be to discuss work- related problems, to improve the work performance of the employee and to result in greater job satisfaction and productivity. The supervisor shall devote the time necessary to aid the employee in achieving these goals. Nothing contained herein shall prohibit an employee from requesting such informal meetings.
Informal Evaluation a. An informal evaluation is any administrative judgment about a teacher’s or ancillary staff’s performance other than those which are part of the formal evaluation report and which is reduced to written form and enclosed in the teacher’s/ancillary staff’s personnel file.
Informal Evaluation. Performance coaching shall be a continuing process through verbal guidance, directives and clarification of job performance.
Informal Evaluation. Nothing herein shall prevent such informal evaluations as may be necessary.
Informal Evaluation. Agreeing to the procedure outlined above does not limit the right of the administration to utilize informal observations to evaluate employees during the work day or at assigned school functions. Any result from such observation that becomes a part of the employee’s personnel file shall be discussed in a meeting with the employee. This meeting shall be held within thirty (30) days after the informal observation to discuss remediating any deficiencies that may have been noticed. Any deficiencies noticed and suggestions for correction will be reduced to writing and the employee shall be provided with a copy.
Informal Evaluation. Informal evaluations are not documented, do not occur at prescribed intervals, and serve entirely to assist a supervisor in his or her personal and professional growth and development. Periodic informal evaluation is important and should be a routine aspect of a supervisor’s employment, but (except as expressly provided in this article) is not covered by this agreement.
Informal Evaluation. Informal evaluation of subsequent Game Type trainees is periodic and at the Company’s discretion. At any time during the 300-hour training period for subsequent Game Types, a Supervisor may 116 determine that a Dealer is not improving in skill and level of proficiency, and is posing a risk to the Company. The Supervisor communicates with Casino Management who observes the Dealer live or through videotape review. If Casino Management determines that the Dealer poses a risk to Company operations and does not show the aptitude necessary for reaching the required level of proficiency in the subsequent Game Type, the Dealer will be removed from the schedule for such subsequent Game Type assignments. The Dealer will maintain his or her current Dealer classification. The Company has the sole discretion to determine the action to be taken.
Informal Evaluation. Prior to the completion of a probationary period of 4 months (fifteen 7.5 hour shifts for casual workers), an Employee may request an informal evaluation for the purpose of ascertaining their job performance. This evaluation shall be used only as voluntary method for gauging an Employee’s work, and shall not be used to penalize or discipline an Employee.