Only one official personnel file shall be maintained on a bargaining unit member, though a copy of the file may be maintained at the Sheriff’s Office. No secret personnel file will be kept on any bargaining unit member. This does not preclude a supervisor from maintaining notes on a bargaining unit member’s job performance or a supervisory working file. For purposes of this section a “supervisory working file” consists of material relevant to the preparation of the employee’s performance evaluation and/or documentation of oral counseling sessions, commendations, training records, or other records related to an employee’s performance. Supervisors will maintain the file with documents from the previous year plus the current evaluation year. Employees may submit a written request for removal of reprimand records two (2) years from the date of their issuance, if no further incidents or discipline occur.
Only one official. Academic Record File will be kept for each unit member and it will be maintained in the academic College, School or Division associated with the faculty member’s primary home department. The contents of this file shall be determined by the xxxx, or equivalent administrator, and minimally will contain copies of curriculum vitae, official correspondence with the faculty member, appointment letters, record of disciplinary actions, letters of commendation or complaint, documentation of workload expectations, any evaluations and observations, including peer evaluations, summaries of student evaluations, all formal peer review documentation, forms and other documents relevant to the faculty member’s professional and performance record while employed as a faculty member at the University. The Xxxx shall decide whether the original student evaluations shall be kept at the department level or at Continuing Education, and the faculty member will be informed of their location upon request. Summary statistics of such evaluations shall be included in the Academic Record File and on-line when the capacity becomes available at the University.
Only one official personnel file shall be maintained on a bargaining unit member in the Human Resources Office. However, a copy of the personnel file, except for that information which is protected or confidential, may be maintained at the Sheriff’s Office. This does not preclude a supervisor from maintaining notes on a bargaining unit member’s job performance or a supervisory working file. For purposes of this section a “supervisory working file” consists of material relevant to the preparation of the employee’s performance evaluation and/or documentation of oral counseling sessions, verbal reprimands, commendations, training records, or other records related to an employee’s performance. Supervisors will maintain the file with documents from the previous year plus the current evaluation year.
Only one official personnel file shall be maintained on a bargaining unit member. Information Contained in File. Personnel investigations that result in “exonerated”, “unfounded”, or “not sustained” dispositions shall not be made a part of the employee’s personnel file or supervisor’s file. Additionally, “exonerated”, “unfounded”, or “not sustained” complaints shall not be used as a basis for a subsequent discipline nor shall they be used as evidence in a subsequent investigation on a different matter.
Only one official personnel file shall be maintained for each employee. The employee shall have the right to respond in writing to any material filed, and such response shall be included in the file.
Only one official. Board file shall be kept for each teacher. All final evaluations shall be placed in the official Board file. One major purpose of this file shall be to provide the teacher with a single point at which he/she can find any and all evaluations, letters, reports, memorandum and any other documents or materials that exist in the district or that have been initiated by district personnel relating to the nature and quality of his/her service and professional conduct. This official Board file shall be maintained in such a way as to accomplish the major purpose given above and under the following conditions.
Only one official personnel file shall be maintained on a bargaining unit member, though a copy of the file may be maintained at the Sheriff’s Office. No secret personnel file will be kept on any bargaining unit member. This does not preclude a supervisor from maintaining notes on a bargaining unit member’s job performance or a supervisory working file. For purposes of this section a “supervisory working file” consists of material relevant to the preparation of the employee’s performance evaluation and/or documentation of oral counseling sessions, commendations, training records, or other records related to an employee’s performance. Written reprimands will not be considered “active” for the purpose of further progressive discipline after two (2) years if no further incidents or discipline occur.
Only one official current personnel file for each support employee shall be maintained and this will be in the central office. Principals may keep anecdotal notes: however, only documentation in the official file may be used in an official action taken towards a support employee. The personnel file shall contain only the following items and those required by law.
Only one official personnel file shall be maintained for each employee. All relevant information shall be placed in that file. This does not preclude a supervisor from maintaining notes on an employee's job performance for evaluations purposes, or retaining information which is provided to the supervisor on a confidential basis, provided the request for the confidentiality was initiated by the complainant. Such confidential information shall not form the basis for discipline, but may be used for other purposes.
Only one official personnel file shall be kept by the employer. This, however, shall not preclude the maintenance of all lawful payroll records by the Human Resource Office, nor vocational certification records, nor working files for the purpose of performance appraisal or resolution of complaints.
