Non-Probationary Employees Sample Clauses

Non-Probationary Employees a. The work performance of an employee shall be evaluated at least biennially, using Secretary and Paraprofessional Performance Appraisal (SPPA) (Appendix E). It is mutually agreed and understood that evaluations may occur as frequently as needed in the judgment of the supervisor, consistent with other contract provisions as applicable. b. Evaluation shall be conducted by a management supervisor designated by the Human Resources Office who is knowledgeable about the position and the employee's performance in it. The person conducting the evaluation shall not be a member of the bargaining unit. c. Before an employee’s job performance is rated Unsatisfactory on a Summative Assessment, the supervisor shall meet with the individual at least one (1) month prior to such a rating being submitted in order to put the employee on notice that the employee’s job performance is not satisfactory and to discuss means of improvement. A completed Formative Assessment will be used to put the employee on such notice. d. If the employee’s job performance is rated Unsatisfactory at the Summative Assessment review, the supervisor will counsel the employee as to how to improve and how to proceed to strengthen the weakness. The evaluation form will contain the program specifically stating the weakness and the plan of assistance for overcoming the deficiency. If the nature of the weakness in the employee’s job performance requires a re- evaluation prior to the next review, it will be so stated in the plan of assistance. If such re-evaluation will take place, it will not be sooner than after a thirty (30) workday period of time has passed to allow time for improvement. If a deficiency stated in one evaluation is absent from the following evaluation, the employee will be presumed to be performing in a satisfactory manner in that area. e. Changes in the evaluation criteria and forms are subject to the negotiations process.

Non-Probationary Employees. The University may discipline or discharge a non-probationary employee only for reasonable cause.

Non-Probationary Employees. ‌ Employees who are not on probation shall receive an annual performance appraisal. If an annual performance appraisal is not received within 30 working days of employee's annual appraisal date it shall be deemed completed for that year. The Employer shall keep a record of the appraisal dates of all employees and each employee shall be made aware of their appraisal date. To establish the appraisal date, the Employer shall use the anniversary of the last appraisal completed or the anniversary of the employee's position confirmation date, whichever is mutually agreed upon. The purpose of the appraisal is to provide information to the employee about performance in carrying out job duties, relationships with supervisors and co-workers, and attitude. The appraisal will indicate strengths and will specify any areas which need improvement. Specific performance, behaviour or training objectives for the next evaluation period will be outlined and the extent to which they were met will be assessed in the next performance appraisal. The performance appraisal is not a disciplinary document although it may make reference to disciplinary action taken during the appraisal period. Subsequent disciplinary action may also refer to the performance appraisal when relevant.

Non-Probationary Employees. The Board shall grant a non-probationary ESP a leave of absence without pay for illness, maternity, adoption, child care, disability, or such other leaves as may be deemed appropriate by the Superintendent. Family leave, if available, may be used concurrently. The Board may grant leaves for student teaching and other professional purposes with application at least two months in advance.

Non-Probationary Employees. Employees who have completed their probationary period prior to the posting of the holiday work schedule shall be required to work on the holiday provided: (a) they are qualified to do the required work in the needed area, and (b) their placement on the holiday schedule shall not result in the payment of overtime.

Non-Probationary Employees. Non-probationary employees will be laid off according to inverse order of seniority, i.e., the employee with the least seniority within the classification being affected. Employees who have been reduced from their classification shall have the right to bump a lesser senior employee within his/her classification group occupying a position within the same benefit level or a lower level.

Non-Probationary Employees. Should a further staff reduction be necessary, layoff shall be determined by the following criteria as determined by the Board. 1. Skill and ability 2. Experience and qualification 3. Prior job performance 4. Seniority

Non-Probationary Employees. Non-probationary employees may be evaluated at least once annually after completion of their probationary period.

Non-Probationary Employees. Such program shall result in the written evaluation of each full- time employee at least every twelve (12) months after the conclusion of the original probationary period, of a nature and depth similar to that in use during the 2009-2010 year.