Common use of Performance Evaluation Clause in Contracts

Performance Evaluation. Section 24A.1 A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1A. Performance Evaluation of Permanent Employees A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process1. All EPRS evaluations shall be based on a "Meets" expectationsevaluations, "Exceeds" expectationsmonitoring, or "Below" expectations standard. B. observations of the work of an employee will be conducted openly by that employee’s immediate supervisor and/or direct line administrator. Evaluations shall be completed no later than May 1 of the evaluation year. 2. Unit members shall be evaluated at least annually by use of an appropriate Board approved evaluation instrument. Evaluation criteria shall be those specified on the evaluation instrument. 3. Unit member’s performance may be evaluated at any time the supervisor deems the performance to be less than satisfactory. In such instances, the employee and the immediate supervisor or the supervisor’s designee shall develop a corrective action plan designed to improve employee performance within sixty (60) calendar days. A copy of the action plan will be presented and reviewed with the employee's immediate state . The plan shall include a specific account of which areas the employee needs improvement. An employee on a corrective action plan shall meet with his or her supervisor and be approved by or the supervisor’s designee on a state supervisor of a higher grade designated by regular basis at agreed upon intervals to monitor the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons)plan for improvement. C. A Final Formal EPRS 4. An annual employee performance evaluation shall be completed once per year for each member preceded by a pre- evaluation conference not less than sixty (60) calendar days prior to the evaluation and a post conference prior to inclusion of the Bargaining Unit. Probationary employees shall be evaluated by complete evaluation being placed in the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employmentemployee official personnel file. D. Prior to each evaluation period the supervisor shall meet with the 5. An employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall will be given a copy of any formal evaluation report and any corrective action plan prepared by the completed formevaluator(s) at the time the evaluation is discussed with the employee and he or she is requested to sign it. No such report or plan will be placed in the employee’s personnel file without his or her prior knowledge. The employee shall sign the evaluation and indicate whether he/report indicating that he or she has seen the report, not necessarily that he or she agrees with it. 6. One (1) LEVEL on the salary scale will be awarded annually on July 1 of each year in which an eligible Unit member receives a satisfactory performance rating on the Board approved performance evaluation instrument as negotiated per salary Article 24. 7. LEVELs may be awarded only to permanent employees who have completed a required six (6) month probationary period on or before July 1 of the ensuing salary year. 8. Unit members whose LEVEL increase is to be withheld shall be notified in writing at least sixty (60) calendar days prior to the date the LEVEL increase was to take effect. Such notification shall include specific reasons for withholding the LEVEL increase. B. Evaluation of Newly Hired Probationary Employees 1. Probationary employees shall be evaluated during the probationary period by use of the Board approved evaluation instrument. 2. The probationary employee’s immediate supervisor shall be involved in the evaluation process. 3. At least sixty (60) calendar days prior to the evaluation, the supervisor(s) will review job duties with the employee and discuss any areas where the need for improvement has become apparent. 4. Unit members whose LEVEL increase has been withheld for reasons of unsatisfactory performance shall be reevaluated within sixty (60) days after the beginning of the work year. If performance is rated as satisfactory at that time, the merit LEVEL will be awarded retroactively to the beginning of the work year. 5. Failure of the employee to receive a salary LEVEL increase as a result of a performance evaluation shall have no impact on cost-of-living increases awarded to all Unit members. 6. All evaluation procedures covered by this article shall be subject to the grievance procedure. 7. It is understood that if an employee disagrees with the content thereofof his or her evaluation, the employee can utilize the normal administrative appeal process in Section 4-205 of the Education Article, Annotated Code of Maryland. 8. There In any year in which a Unit member is not evaluated, it shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on assumed the employee's most recent, final annual evaluation’s performance is satisfactory.

Performance Evaluation. Section 24A.1 A. All employee evaluations A performance evaluation shall be conducted to appraise the effectiveness of performance of employees and for the purpose of improving the quality of service by the employee in the unit. The evaluation shall appraise the employee's performance during the period of time covered for the evaluation. The evaluation may be used to provide timely and accurate information in making personnel decisions related to the employee's performance. All permanent employees shall be evaluated at least once each fiscal year on or before May 1. Under unusual circumstances, as determined by the immediate supervisor, the evaluation may be conducted between May 1 and the last workday of the employee's assigned calendar. When this occurs, the employee will be notified in writing prior to the May 1st deadline. This notice will be signed by both the employee and the supervisor. The annual evaluation shall reflect an employee's overall performance for the period of time covered by the evaluation. B. When circumstances arise which make it impossible to conduct a timely evaluation, said evaluation may be waived by the written approval of the Chief and Principal, or Chief and Director, or appropriate level supervisor. C. New employees shall be included informed of the evaluation procedure within one (1) week after commencing employment. D. Evaluations will be conducted by the affected employee's immediate supervisor or supervisors who have firsthand knowledge of the employee's performance. E. Supervisory personnel will note on the evaluation form the employee's strengths and deficiencies and suggest ways to correct the deficiencies. F. Employees of this unit will be informed of their evaluation through a conference with the employee's immediate supervisor. The employee will be given a copy of the evaluation to sign and a copy to keep. This signature will acknowledge that the employee has seen the evaluation and does not necessarily acknowledge Agreement with the evaluation. The employee shall have ten (10) working days to attach a reply/rebuttal to the evaluation. G. There shall be no evaluation statement placed in an employee's personnel file unless the employee has first been given a copy and provided an opportunity to submit a reply/rebuttal statement. A copy of the rebuttal statement shall be attached to the evaluation in Employment Services. The reply/rebuttal statement shall remain as part of such material as long as the statement, or evaluation remains in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by H. In the employee's immediate state supervisor and be approved by event a state supervisor of a higher grade designated by grievance is filed, the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed held with Employment Services in an abeyance folder until the grievance is fully resolved. I. Any probationary period may be extended once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point administrator/ supervisor, provided that the total period of their probationary period. However, extension may not exceed the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation original period the supervisor shall meet with and the employee and shall inform the employee of the general performance dimensions and procedures to be utilized has agreed in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted writing to the higher level supervisor for final determination of ratings. The employee shall have two extension not to exceed sixty-five (265) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemdays. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1The Employer provides Nurses performance appraisals periodically and/or in conjunction with any change in a Nurse’s classification in accordance with procedures established by the Employer. Regarding written performance evaluations, CRONA and the Employer agree as follows: A. All employee evaluations shall be in writing and shall be included in 26.1 The Nurse’s supervisor will advise the employee's official personnel fileNurse thirty (30) days prior to the annual review date that the evaluation is due on the review date. The Union shall be notified should Nurse will provide the employee lack English proficiency required documentation/paperwork to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE supervisor within fourteen (14) days of receiving such advice. If the Nurse fails to provide the required documentation/paperwork, the supervisor can evaluate the Nurse without benefit of the documentation/paperwork. If the Nurse’s Supervisor is not a registered Nurse, the assessment of the Nurse’s clinical skills shall be provided by a Registered Nurse not covered by this Agreement. Performance problems will be identified with the Human Resources DivisionNurse prior to documentation in the performance appraisal. 26.2 Areas needing improvement during the period covered by the evaluation will be noted on the evaluation form. For example, excessive absences during the period will be noted on the evaluation form. However, specific reference to a request disciplinary action (e.g., written warning for excessive absences) will not be documented on the form. The Nurse’s supervisor may seek to work out a review written plan with the Nurse, if needed, intended to eliminate the performance problems and specifying the improvement that is expected and the timeframe in which it is expected to occur. If mutual agreement is not reached, the supervisor will specify in writing the elements of the appointing authority's or hisperformance improvement plan. If the Nurse’s performance in any areas that needed improvement has not been satisfactory, such performance shall be addressed in the next performance evaluation. Overtime issues which are not performance related will not be addressed in the evaluation. Unless absenteeism is excessive, it will not be addressed in the evaluation, except in summary. 26.3 After the fourteen (14) day period for the Nurse to provide the required documentation/her designee's determination by a tripartite panel consisting of one person designated paperwork has expired, and prior to the review date, the supervisor will contact the Nurse to schedule an appointment to discuss the Nurse’s performance. 26.4 Peer evaluations may be requested by the NAGENurse or Manager. On units where peer evaluations are requested, one person designated the supervisor will assume the responsibility for gathering such evaluations unless the individual Nurse and supervisor mutually agree otherwise. It is understood that any comments solicited from non-Nurse coworkers will be limited to the coworker’s assessment of the Nurse’s interpersonal skills and/or leadership ability in the working environment. New peer review committees for the purposes of annual evaluation of Nurses will not be created except by mutual agreement. The Nurse will be allowed to review any evaluations from peers in the form provided by the Chief Human Resources Officer and one person designated by peer to the Chairperson supervisor. 26.5 The supervisor will make all reasonable efforts to provide the Nurse with the written performance evaluations within thirty (30) days of the Board of Conciliation and Arbitration who shall be assigned on a rotating basisannual review date. The standard of review to be applied by After the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and evaluation process has been completed, any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process necessary pay action for Clinical Nurse IIs will be borne equally by implemented for the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage pay period following completion of the evaluation process, and shall be effective as of the review date, retroactively if necessary, unless the delay is caused by the Nurse. Any necessary pay actions for Clinical Nurse IIIs and IVs will be implemented according to the specific areas that must be improved and what they must do to attain a "Meets" ratingterms of the Professional Nurse Development Program. C. All performance merit ratings shall be based 26.6 The supervisor will upon the EPRS system as found in this Article completion of the NAGE Agreement evaluation process prepare a brief summary of the evaluations and all payment peer evaluations where appropriate to become part of salary and/or step increases shall the Nurse’s permanent personnel file. A copy will be based provided to the Nurse upon current language found in Article 12 related to pay for performancerequest. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.11. The Employer will manage the performance evaluation program under the provisions of Department of the Air Force Instructions on Performance Management and Appraisal Program Administration in the Air Force, and 5 CFR 430, Performance Management, as amended by this Article. It is recognized by the parties that any subsequent changes to these instructions will be negotiated between the parties. A. All Section 2. The employee evaluations shall performance appraisal program for linking bonuses, other performance based actions to employee performance will be in writing for fair, credible and shall transparent. The employee performance management system and its application will be included in related to the actual duties assigned and performed by the employee. An employee's signature on an evaluation, where signature is provided for, indicates only that the evaluation has been received and does not indicate an employee's agreement or disagreement with the evaluation. Section 3. The Employer will discuss with the employee his performance evaluation prior to making it a part of the employee's record. With the exception of the year of initial implementation, the beginning of the appraisal period will commence on 1 April of each year and run through 31 March of the following year. In order to be assigned a rating of record, an employee must have performed in the official personnel fileposition for 90 days or more during the appraisal period and be appraised against the elements of a performance plan. If an employee has not worked at least 90 calendar days against an approved performance plan during the appraisal period, the appraisal period will be extended until the 90-day requirement has been satisfied. Section 4. Each employee will be provided a copy of his annual performance evaluation. The Union shall performance plan for the coming appraisal year should normally be notified should established and approved within 30 calendar days from the employee lack English proficiency to understand end of the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standardprevious appraisal cycle. B. Evaluations shall Section 5. The employee has a right to grieve all aspects of his performance evaluation. However, a grievance may not be completed by filed concerning the identification of job elements or the establishment of performance standards. Section 6. To maintain a high-quality civilian work force and encourage employees to strive for top performance, supervisors should act as soon as they notice a performance problem or a decrease in the level of an employee’s performance. The Employer will counsel employees in relation to their overall performance on an as-needed basis and when the employee's immediate state supervisor and be approved by performance drops below a state supervisor of a higher grade designated by satisfactory level. Each employee will receive at least one feedback during the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member course of the Bargaining Unit. Probationary employees shall be evaluated by year, near the mid-point of their probationary periodthe performance cycle. However, Counseling sessions will be documented with a copy given to the standard EPRS program shall commence no later than the first July 1st of their employmentemployee. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating Section 7. If the employee's performance. E. The ’s performance dimensions shall be objective and job-related. F. At least once becomes unacceptable in one or more elements at any time during the evaluation period, at or near its mid-pointappraisal cycle, the supervisor shall meet with the employee to review must initiate informal performance counseling. Section 8. If the employee's progress. The employee shall have two (2) work days ’s performance has not risen to review an “acceptable” level within the evaluation prior to signing it. A remedial development plan shall be formulated jointly if time frame set forth in the mid-term review results in a rating of "Below". G. At or near the end of the evaluation periodwritten performance counseling, the supervisor shall meet with will conduct a review and issue a written Performance Improvement Plan (PIP). Employees will be given a minimum of sixty (60) calendar days to improve performance. The PIP will include the employee and inform the employee following: A. The element of the results of the evaluation. Following performance plan/core document for which the employee’s reviewperformance is unacceptable; B. How performance is unacceptable; and C. What the employee must do to remain in the position. Specifics as to what the employee must accomplish to obtain “acceptable” performance. The supervisor must help the employee improve performance during the PIP. Help should include closer supervision and counseling, personal demonstration, supervisory or peer coaching, frequent reporting, special assignments, and on-the-job training. Section 9. Management is encouraged to provide the form foregoing process to probationary employees; however, timelines addressed in this article would not preclude management from effecting removal of the probationary employee. Section 10. Civilian appraisals are normally to be conducted by the assigned rating official. Employees will be notified in writing in the event the rating official changes. Section 11. 971 Entry shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to removed one year from the date of original step increase due, or Article 12 increase, whichever is appropriate. If entry unless similar entries occur in which case the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process entries will be borne equally by removed one year from the partieslast similar entry. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1The Employer provides Nurses performance appraisals periodically and/or in conjunction with any change in a Nurse’s classification in accordance with procedures established by the Employer. Regarding written performance evaluations CRONA and the Employer agree as follows: A. All employee evaluations shall be in writing and shall be included in 25.1 The Nurse’s supervisor will advise the employee's official personnel fileNurse thirty (30) days prior to the annual review date that the evaluation is due on the review date. The Union shall be notified should Nurse will provide the employee lack English proficiency required documentation/paperwork to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE supervisor within fourteen (14) days of receiving such advice. If the Nurse fails to provide the required documentation/paperwork, the supervisor can evaluate the Nurse without benefit of the documentation/paperwork. If the Nurse’s Supervisor is not a registered Nurse, the assessment of the Nurse’s clinical skills shall be provided by a Registered Nurse not covered by this Agreement. Performance problems will be identified with the Human Resources DivisionNurse prior to documentation in the performance appraisal. 25.2 Areas needing improvement during the period covered by the evaluation will be noted on the evaluation form. For example, excessive absences during the period will be noted on the evaluation form. However, specific reference to a request disciplinary action (e.g., written warning for excessive absences) will not be documented on the form. The Nurse’s supervisor may seek to work out a review written plan with the Nurse, if needed, intended to eliminate the performance problems and specifying the improvement that is expected and the timeframe in which it is expected to occur. If mutual agreement is not reached, the supervisor will specify in writing the elements of the appointing authority's or hisperformance improvement plan. If the Nurse’s performance in any areas that needed improvement has not been satisfactory, such performance shall be addressed in the next performance evaluation. Overtime issues which are not performance related will not be addressed in the evaluation. Unless absenteeism is excessive, it will not be addressed in the evaluation, except in summary. 25.3 After the fourteen (14) day period for the Nurse to provide the required documentation/her designee's determination by a tripartite panel consisting paperwork has expired, and prior to the review date, the supervisor will contact the Nurse to schedule an appointment to discuss the Nurse’s performance. The supervisor will make every good faith effort to provide the Nurse with the written performance evaluation within thirty (30) days of one person designated the Nurse’s annual review date. 25.4 On units where peer (RN) evaluations are required, the supervisor will assume the responsibility for gathering such evaluations unless the individual Nurse and supervisor mutually agree otherwise. It is understood that any comments solicited from non-Nurse coworkers will be limited to the coworker’s assessment of the Nurse’s interpersonal skills and/or leadership ability in the working environment. The Nurse will be allowed to review any evaluations from peers in the form submitted by the NAGEpeer to the supervisor. 25.5 After the evaluation process has been completed, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process necessary pay action for Clinical Nurse IIs will be borne equally by implemented for the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage pay period following completion of the evaluation process, and shall be effective as of the review date, retroactively if necessary, unless the delay is caused by the Nurse. Any necessary pay actions for Clinical Nurse IIIs and IVs will be implemented according to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article terms of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performanceProfessional Nurse Development Program. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1 A. All The purpose of a performance evaluation for an employee evaluations shall be in writing and shall be included in is to measure the employee's official personnel fileperformance against the job specifications and performance requirements of the position that the incumbent is filling. The Union shall be notified should It answers the questions of how well an employee is doing in meeting the department's performance standards for this job. It satisfies a basic requirement for the employee lack English proficiency to understand know where she/he stands with the organization in regard to his/her performance. It delineates areas of strengths and weaknesses. Where performance is below standard, it suggests possible ways of making improvement. During the probationary period of newly hired employees, the performance evaluation and its is used as the last phase of an individual's examination process. All EPRS evaluations shall Probationary employees receive a preliminary evaluation at the end of five (5) months, and a final evaluation after their eighth (8th) month of probation. Employees who have passed County Probation and are promoted to a new class receive a preliminary evaluation at the end of three (3) months, and a final evaluation after their fifth (5th) month of probation in the new class. An overall rating of STANDARD must be based received on a "Meets" expectationsthe final probationary evaluation in order for the employee to achieve permanent status. Once an employee achieves permanent status, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be performance is evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At at least once during the evaluation perioda year. Additional evaluations may be made between these required evaluations as necessary. Evaluations will also be made when an employee or supervisor terminates, at or near its mid-point, the when an employee or supervisor shall meet with the employee is reassigned to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee another unit and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding months have elapsed since the Performance Evaluation System. A. Any last written evaluation. In the event a permanent employee who has received a receives an overall rating of "Below" will have his/her evaluation reviewed monthly by BELOW STANDARD, such employee must be reevaluated within three (3) months following the appointing authority or his/her designee, who shall review all the circumstances date of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluationreport. If the appointing authority employee shows no significant improvement at the end of this period, a recommendation for demotion or his/her designee redetermines dismissal will be made. However, if at the rating end of three months, there has been improvement but the employee will receive the increase retroactive to the date of original step increase dueemployee's performance is still not at a STANDARD level, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may filebe given two (2) additional three-month periods to meet the standards if the supervisor agrees those standards will be reached during this period. The work performance of each employee is to be rated on all of the rating factors on the appropriate form. Each of these factors has been found to be of critical importance in determining successful job performance for employees. Individual rating factors and overall ratings of BELOW STANDARD must be substantiated in the Comments section, through as well as suggestions or plans for improved performance in those areas. If some significant aspect of performance is above the NAGE within fourteen (14) days level indicated by the factor rating, this may be pointed out by a statement in the Comments section to the employee. The Rater will discuss the report with the Human Resources Divisionemployee and provide the employee with a copy at that time if the employee wishes to discuss the report with the Reviewer. In signing the report, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by employee is merely acknowledging having seen the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or report; it does not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiesindicate agreement. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1 A. All employee evaluations Upon completion of the formal observations and the walk-throughs, the evaluator will complete the Final Holistic Rating of Teacher Effectiveness. Notwithstanding the above, for those teachers on extended limited contracts or under consideration for nonrenewal, one evaluation consisting of at least three formal observations will be conducted annually by the first day of May. Each teacher on a limited or extended limited contract shall be provided with a written copy of the evaluation results by the 10th day of May. For teachers who are in writing need of a third observation, the WEA President and teacher shall be notified of the date and time of the third observation not later than five (5) working days before the third observation. All other teachers, the Final Holistic Rating of Teacher Effectiveness, shall be completed and shared with the teacher on or before May 10. Any teacher who disagrees with an observation and/or a final evaluation may make a written reply prior to the last day of school, which reply shall be annexed to the evaluation and copies thereof, and shall be included in retained as part of the employee's official personnel fileevaluation record. The Union shall be notified should the employee lack English proficiency to understand teacher may electronically sign the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectationsdocument at the end of the post- conference, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have within two (2) work days to review days. The teacher's electronic signature on the evaluation prior to signing itdoes not signify agreement, but merely that she/he has examined the document. A remedial development plan All evaluation instruments and reports shall be formulated jointly communicated to members; however, the judgments of the evaluators are not subject to the grievance procedures; failure to abide by deadlines and procedures set forth herein is grievable. All reports shall be discussed with the teacher as provided herein, and a union representative may be present upon the teacher's request; however, such a request need not be honored if it would delay any deadline set forth herein. All teachers on limited contracts shall be evaluated annually. Teachers who submit their letter of resignation for reasons of retirement, on or before December 1st of the mid-term review results in school year of retiring, will be exempt from the evaluation process. Continuing contract teachers achieving a summative rating of "Below". G. At or near “skilled” on the end of the teacher’s most recent evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted evaluated every other year, provided the teacher and evaluator jointly develop a Professional Growth Plan for the teacher, and the evaluator determines the teacher is making progress on that plan; and continuing contract teachers with a summative rating of “accomplished” on the teacher’s most recent evaluation shall be evaluated every three (3) years, provided the teacher submits a self-directed Professional Growth Plan to the higher level supervisor for final determination of ratingsevaluator, and the evaluator determines the teacher is making progress on that plan. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of Continuing contract teachers who are not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that evaluated must be improved and what observed at least once during the year in which they must do to attain a "Meets" ratingare not being evaluated. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1 A. All 1. An annual evaluation of each non-probationary employee evaluations shall be take place prior to March 1st each year for the previous calendar year (January 1 – December 31) in writing order to provide performance feedback to the employee and shall be included in to afford the employee the opportunity to ask questions and make suggestions concerning the employee's official personnel file’s work or career development. The Union shall If the employee’s supervisor is unable to complete the evaluation by March 1st, the employee will be notified should the employee lack English proficiency to understand in writing; but in any event the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall will be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than June 1. The evaluation may include a review of the first July 1st of their employmentemployee’s job description. D. Prior Section 2. Pursuant to each current practice, the performance evaluation period form shall be filled out by an employee’s supervisor and the employee. The supervisor and the employee shall meet arrange to exchange concurrently the completed evaluation forms at least 24 hours before discussing the evaluation. Section 3. The completed Performance Evaluation Form will be discussed with the employee and shall inform employee. At the time of the discussion, the employee of shall have the general performance dimensions opportunity to submit any supplemental materials that may aid the evaluation process. The Supervisor and/or employee may recognize additional duties and procedures to be utilized in evaluating responsibilities assumed by the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once employee during the evaluation period, at or near its mid-point. After being discussed with the employee, the supervisor evaluation shall meet be signed by both the Supervisor and employee. The employee’s signature will indicate only that the evaluation was received by and reviewed by the employee. A copy of the completed annual Performance Evaluation Form will be furnished to the employee at the time the employee signs the form. The employee’s signature does not indicate agreement with the employee to review content of the employee's progressevaluation. The employee shall have two (2) work days the right to review the evaluation prior respond in writing to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following any written comments made on the employee’s review, the form shall be submitted evaluation and to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days those comments attached to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with included in the content thereofemployee’s official personnel file. Section 4. There shall be established within each agency a The Labor/Management CommitteeCommittee shall review and make recommendations for revisions to the performance evaluation process and form. These recommendations shall be forwarded to the Vice President for Administration or designee for approval no later than September 30, consisting of not more than four (4) representatives of each party, which 2004. Any approved revisions to the performance evaluation process shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systembe implemented beginning in calendar year 2005. A. Any employee who has received a rating Section 5. Peer Review of "Below" will have his/her evaluation reviewed monthly by Librarians in the appointing authority or his/her designee, who shall review all the circumstances of the ratingUniversity Library. The appointing authority or his/her designee may redetermine administrative evalu-ation of librarians in the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, University Library shall include a request for a peer review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in component as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiespreviously established. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.11. In accordance with the provisions of Chapter 767 of the Acts of 1981, there shall be established an Employee Performance Review System (EPRS) for all employees covered by this Agreement. Section 2. Said system shall permit variations in format between various departments and agencies. There shall be no variation in format within the same Department/Agency for the same job titles. Any format must meet the following criteria (subject to formal promulgation under M.G.L. c. 31, s. 4 and 6A): A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on upon a "Meets" Meets expectations, "Exceeds" Exceeds expectations, or "Below" Below expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's ’s performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. The employee shall have two (2) work days to review the evaluation prior to signing. H. Following the employee’s review's review and signature, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall be given a copy of the completed form and shall have the right to file a written rebuttal, which shall be affixed, to the form. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemit. A. I. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority Appointing Authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority Appointing Authority or his/her designee may redetermine re- determine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority Appointing Authority or his/her designee redetermines re-determines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority Appointing Authority or his/her designee does not redetermine re-determine the rating the employee may file, through the NAGE Alliance within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.fourteen

Performance Evaluation. Section 24A.1‌ A. All employee evaluations a. Standards of Performance‌ Performance evaluation standards shall be based upon the quantity and quality of work which the average person thoroughly trained and industriously engaged can turn out in a day and shall be in writing accordance with other existing standards. b. Employee Evaluation Reports‌ The system of employee evaluation reports shall permit as accurately and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand fairly as is reasonably possible the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possibleand department head of each employee’s performance. Ratings shall be set forth in an employee evaluation report, a form which shall be provided by the Human Resources/Risk Management Director, or designee. RCEA MOU The Human Resources/Risk Management Director, or designee shall administer the evaluation system, may investigate all employees’ evaluation reports, and may require reporting officials to justify their reports and make his/her own reports. Upon completion of an evaluation report, the responsible department head shall discuss such report with that employee, shall counsel the employee regarding apparent weaknesses or deficiencies or regarding recommended action to improve the employee’s performance in advance of their final stage his current job assignment or potential promotability and shall record the employee’s reaction and comments. Issues contained in the performance evaluation that reflect substandard job performance by the employee will be issues that have been previously discussed with the employee by the supervisor. To allow the employee sufficient time to improve performance, it is expected that job performance concerns will generally be discussed with the employee at the earliest possible opportunity, but no later than sixteen (16) workdays after the time when the first come to the attention of the supervisor. The department head shall require the employee’s acknowledging signature and shall provide the employee a copy of the report. It is understood that the employee’s signature does not necessarily indicate agreement with the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" ratingreport content or ratings. C. All performance merit ratings shall be based upon the EPRS system as found in this Article c. Time of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increasesFiling Evaluation Reports‌ Annually, step rate increases) shall be based on the employee's most recent’s anniversary date of employment or promotion, final annual evaluationsupervisors and department heads will complete the report of performance on each employee under their supervision. This form shall be provided by the Human Resources/Risk Management Director, or designee. Reports will be made in triplicate; one copy is for the department head, the original will be filed in the employee’s personnel file in the Human Resources Office, and the triplicate given to the employee. Reports will not be filed for temporary employees. d. Purpose‌ Employee evaluation reports shall be considered in determining salary increases and decreases, the advisability of transfers, demotions, and dismissals, and in promotional examinations. e. Unsatisfactory Service‌ Records of unsatisfactory service may lead to reduction in class and compensation, and persons falling below the standards of efficiency may be removed from their positions substantially as in the case of removals for cause. Unsatisfactory service records shall be reported to the Human Resources/Risk Management Director, or designee and the department head. f. Employee Review‌ An employee shall have the right to review his/her personnel file upon reasonable prior notice by the employee to the Human Resources Department. If a grievance has been filed on behalf of an employee or employees, an Association representative may review such employee’s personnel file provided the employee has given the Human Resources/Risk Management Director, or designee prior written approval for such Association representative to do so. RCEA MOU

Performance Evaluation. Section 24A.1 A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should have the employee lack English proficiency opportunity to understand review and provide input to any future changes to the performance evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standardform. B. Evaluations shall Performance evaluations results may be completed by used as a guide to personnel actions, including, but not limited to, step movement, promotion, transfer, retention after the employee's immediate state supervisor probationary period, demotion, and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons)termination. C. A Final Formal EPRS evaluation New Employees in the bargaining unit on probationary status shall be completed once per year for each member receive written performance evaluations from their immediate supervisor (not short term acting supervisor) at least midway through and at the completion of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. HoweverEmployees will receive, the standard EPRS program shall commence no later than the first July 1st of at a minimum, a performance evaluation from their employmentimmediate supervisor (not short term acting supervisor) on an annual basis. The Borough may complete, or an Employee may request, a performance evaluation at any time. D. Prior If an Employee is expected to each evaluation period not meet performance expectations, the supervisor should notify the Employee verbally and followed up in writing far enough in advance to provide the Employee time to take corrective action. If a supervisor fails to complete the required performance evaluation timely, the Employee shall meet with be eligible for the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performancemerit step. E. The performance dimensions evaluation process shall be objective and job-relatedin accordance with the following procedures: 1. The supervisor (reviewer) completes a draft of the performance evaluation 2. The supervisor meets with the evaluated Employee to discuss the content of the draft evaluation, including discussion of goals for the coming appraisal period. The supervisor completes the final evaluation. F. At least once during 3. The Employee must sign his/her final evaluation to acknowledge receipt thereof, at the time of delivery. Employees may submit comments pertinent to the subject matter in the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two within five (25) work calendar days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end receipt of the evaluation period, the to their supervisor shall meet for incorporation with the employee and inform the employee of the results of the evaluation. 4. Following the employee’s review, No further comments or changes may be made on the form shall be by management after it has been submitted to the higher level supervisor Employee for final determination of ratingssignature. 5. If an Employee's Supervisor is changed between scheduled evaluations, an evaluation report may be prepared by the outgoing Supervisor. Supervisors can evaluate only that performance which took place under their supervision. However, if the immediate supervisor is no longer available, the director shall complete the required evaluation. 6. If any changes occur in the job description due to automation, or technological advances in equipment, any Employee affected shall be adequately trained to operate or effectuate the automation or advances before being evaluated on these advances in equipment. 7. The employee shall have two (2) work days to review the evaluation prior to signing and original of all evaluations shall be given a copy of filed in the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with Employee’s official personnel files maintained in the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basisDepartment. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.This

Performance Evaluation. Section 24A.1A. The Performance Evaluation System described in this Article shall be maintained during the life of this Agreement and shall be known as the Employee Performance Review System ("EPRS”). A. 1. All employee EPRS evaluations shall be in writing and shall be included placed in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. 2. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasonsreasoning). C. 3. A Final Formal EPRS complete evaluation cycle shall be completed done at least once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later employee but not more than the first July 1st of their employmenttwice per year. D. 4. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized used in evaluating the employee's performance. E. 5. The performance dimensions shall be as objective and job-relatedrelated as practicable. F. 6. At least once during the evaluation period, at or near its mid-point, the employee's supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. 7. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. 8. Following the employee’s review's review and signature, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee form and shall sign have the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There right to file a written rebuttal which shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times affixed to discuss any problems or issues surrounding the Performance Evaluation Systemform. A. C. Any employee who has received a receives an annual review summary rating of "Belowbelow" will shall have the right to grieve said rating through Step II of the grievance procedure upon an allegation that the rating is clearly erroneous. D. Nothing in this Agreement shall be construed as limiting in any way any other appeal rights provided by law, except that the appeal procedures provided in this Agreement shall not be available to any employee who elects to appeal his/her evaluation reviewed monthly by rating under the appointing authority or his/her designeeprovisions of M.G.L. c. 31, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.section 6C.

Performance Evaluation. Section 24A.1A. In accordance with the provisions of Chapter 767 of the Acts of 1981, there shall be established a Performance Evaluation System for all employees covered by this Agreement. All performance evaluations conducted under the EPRS system shall be based upon an Exceeds, Meets or Below standard. A. B. Said system shall permit variations in format within and between various departments and agencies. However, any format must meet the following criteria (subject to formal promulgation under M.G.L. Chapter 31, secs. 4 and 6A): 1. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. 2. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasonsreasoning). C. A Final 3. Formal EPRS evaluation evaluations shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employmentemployee. D. 4. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. 5. The performance dimensions shall be as objective and job-relatedrelated as practicable. F. 6. At least once during the evaluation period, at or near its mid-pointmid­point, the employee's supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. 7. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. 8. Following the employee’s review's review and signature, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form and shall have the right to file a written rebuttal which shall be affixed to the form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. 58 C. There shall be established within each agency a Laborlabor/Management Committee, management committee consisting of not more than four (4) representatives of each party, party which shall meet at reasonable times to discuss any problems or issues surrounding the implementation of the Performance Evaluation System. A. Any D. In the event that an employee who has received receives a rating of "Below" will ", he/she shall be entitled to have his/her evaluation reviewed monthly by the appointing authority or his/her designee, Appointing Authority who shall review all the circumstances of said rating. If appropriate, the Appointing Authority shall re-determine the rating. The appointing authority or his/her designee may redetermine In the event the Appointing Authority does not re-determine the rating after reviewing the circumstances to a rating of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due“pass”, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with COPS, an appeal of such rating at the Human Resources Division, a request Division for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one (1) member designated by COPS, one (1) person designated by the NAGE, one person designated by the Chief Human Resources Officer Division and one (1) person designated by the Chairperson of the Board of Conciliation and Arbitration who Arbitration. The standards of review shall be assigned on a rotating basis. The standard of review to be applied by whether the panel shall be solely limited to whether rating is arbitrary, discriminatory or not the final performance rating of "Below" was justifiedclearly erroneous. The decision of the tripartite panel shall be final and binding and binding. E. Nothing in this Agreement shall be construed as limiting in any way any other appeal rights provided by law, except that the appeal procedures provided in this Agreement shall not be available to any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by who elects to appeal his/her supervisor as soon as possibleevaluation rating under the provisions of M.G.L. c. 31, in advance sec. 6C. F. The Commonwealth shall establish a fund of their final stage ten thousand dollars ($10,000) for the purpose of providing materials, training and oversight for supervisors and employees concerning the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" ratingemployee performance review system. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1A. The Performance Evaluation System described in this Article shall be maintained during the life of this Agreement and shall be known as the Employee Performance Review System ("EPRS”). A. 1. All employee EPRS evaluations shall be in writing and shall be included placed in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. 2. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasonsreasoning). C. 3. A Final Formal EPRS complete evaluation cycle shall be completed done at least once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later employee but not more than the first July 1st of their employmenttwice per year. D. 4. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized used in evaluating the employee's performance. E. 5. The performance dimensions shall be as objective and job-relatedrelated as practicable. F. 6. At least once during the evaluation period, at or near its mid-point, the employee's supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. 7. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. 8. Following the employee’s review's review and signature, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee form and shall sign have the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There right to file a written rebuttal which shall be established within each agency a affixed to the form. C. Any employee who receives an annual review summary rating of "below" shall have the right to grieve said rating through Step II of the grievance procedure upon an allegation that the rating is clearly erroneous. D. Nothing in this Agreement shall be construed as limiting in any way any other appeal rights provided by law, except that the appeal procedures provided in this Agreement shall not be available to any employee who elects to appeal his/her evaluation rating under the provisions of M.G.L. c. 31, section 6C. Section 3. Labor/Management Committee, Committee The parties agree to establish a Labor-Management Committee on Personnel Records consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly selected by the appointing authority or his/her designee, who shall review all the circumstances Executive Board of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer Union and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.four

Performance Evaluation. Section 24A.1 A. All The job performance of each employee evaluations shall will be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed formally evaluated by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by or department head in accord with the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons).following schedule: C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit1. Probationary employee: Probationary employees shall who successfully complete the probationary period will be evaluated provided with a written evaluation by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the probationary period. 2. Regular employee: a. Performance evaluations shall be completed one week prior to the employee's anniversary date, but no later than sixty (60) days after the anniversary. If the evaluation periodprocess takes longer than sixty (60) days, the supervisor shall meet grievance process will be followed. The performance evaluation will begin with the employee and inform completing the evaluation form provided by their supervisor. The supervisor will have thirty (30) days from receipt of the evaluation form from the employee to complete the evaluation process. At thirty (30) days, if the evaluation is not fully completed, the department head is to forward a memo to the City Administrator and the supervisor advising of the incomplete status and confirming a date within thirty (30) days in which the evaluation will be completed. The evaluation process includes the preparation of the evaluation, the approval by Administrative Services, review of the employee, and the actual processing of the Personnel Action Form ("PAF") and authorization and record of any all- personnel changes). In the event an employee fails to complete the self- evaluation form within the required time limit, the employee's supervisor will proceed with the evaluation process as herein outlined. b. During the pendency of this MOU the results of the evaluation. Following performance evaluation process described herein will be used to evaluate the employee’s review's satisfactory compliance with job classification criteria and eligibility for continued employment, but will not be the form basis for" merit system" compensation increases. The existing and projected economic limitations on the City's resources preclude continuation of the merit system compensation program. c. Any employees newly hired during the pendency of this MOU and represented by the Association shall receive the salary designated as Step A in the attached current salary schedule (Attachment B), unless the Personnel Officer deems their qualifications warrant a higher initial placement. d. Step Increases: The steps shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing designated as follows: “A Step”, “A+ Step”, “B Step”, “B+ Step”, “C Step”, “C+ Step”, “D Step”, “D+ Step”, “E Step”, “E+ Step”, and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof“F Step”. There shall be no half step established within each agency that exceeds the top step as it exists prior to this change (“F Step” in this bargaining unit.) Effective July 1st, 2020 employees will be eligible on their anniversary date for a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation5% step increase. If the appointing authority or his/her designee redetermines the rating the an employee is at a “half-step” on their anniversary date after July 1st, 2020, they will receive the increase retroactive full 5% step increase. No employee will be given more than a 5% step increase. The “half-step” wage scale will remain until no employee occupies a “half- step”. No employee can exceed the top step at any time. The wage schedule will reflect a 5% differential between the full steps for all job classifications. An employee must have a satisfactory performance evaluation in order to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request eligible for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiesstep increase. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1A. In accordance with the provisions of Chapter 767 of the Acts of 1981, there shall be established a performance evaluation system for all employees covered by this Agreement. Evaluations will be completed by the end of the second week of January. A. B. All employee evaluations shall be in writing and shall be included in the employee's ’s official personnel personal file. C. Immediate supervisors shall, after completing the evaluation, forward the evaluations for review to the appropriate reviewing official as per the below listed schedule. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS WORK LOCATION IMMEDIATE SUPERVISOR School Clerk School cafeteria School custodian Maintenance Plant Engineers PRAB custodians PRAB clerical PRAB Food Service Cafeteria Manager Principal Food Service Manager and/or Principal Principal in consultation with Facilities Director Facilities Director Principal in consultation with Facilities Director Facilities Director Executive Director of Human Capital Services Food Service Manager Food Service Manager D. Formal evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed at least once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. Howeveremployee, the standard EPRS program shall commence no later but not more than the first July 1st of their employmenttwice per year. D. E. Prior to each evaluation period period, the supervisor shall meet with the employee employees and shall inform the employee them of the general performance dimensions and procedures to be utilized in evaluating the employee's ’s performance. E. The performance dimensions shall be objective and job-related. F. At least once during the mid-point in the evaluation period, at or near its mid-point, the supervisor Supervisor shall meet with the employee to review the employee's ’s progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor Supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee Employees shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemevaluation. A. H. Any employee who has received who, as a result of an evaluation pursuant to this agreement, receives an overall rating of "Below" will unsatisfactory shall have the right to grieve said rating through Step 2 of the grievance procedure. I. The appeal procedure provided in this agreement shall not be available to any employee who elects to appeal his/her evaluation reviewed monthly by rating under the appointing authority or his/her designeeprovisions of G.L. Chapter 31, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.Section 6C.

Performance Evaluation. Section 24A.1A. The Performance Evaluation System described in this Article shall be maintained during the life of this Agreement and shall be known as the Employee Performance Review System ("EPRS”). A. 1. All employee EPRS evaluations shall be in writing and shall be included placed in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. 2. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasonsreasoning). C. 3. A Final Formal EPRS complete evaluation cycle shall be completed done at least once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later employee but not more than the first July 1st of their employmenttwice per year. D. 4. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized used in evaluating the employee's performance. E. 5. The performance dimensions shall be as objective and job-relatedrelated as practicable. F. 6. At least once during the evaluation period, at or near its mid-point, the employee's supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. 7. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. 8. There Following the employee's review and signature, the form shall be established within each agency a submitted to the higher level supervisor for final determination of ratings. The employee C. Any employee who receives an annual review summary rating of "below" shall have the right to grieve said rating through Step II of the grievance procedure upon an allegation that the rating is clearly erroneous. D. Nothing in this Agreement shall be construed as limiting in any way any other appeal rights provided by law, except that the appeal procedures provided in this Agreement shall not be available to any employee who elects to appeal his/her evaluation rating under the provisions of M.G.L. c. 31, section 6C. Section 3. Labor/Management Committee, Committee The parties agree to establish a Labor-Management Committee on Personnel Records consisting of not more than four (4) representatives selected by the Executive Board of each party, which the Union and four (4) representatives selected by HRD. The Committee shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who bimonthly and shall review all and make recommendations concerning the circumstances Commonwealth's policies and practices regarding the review and maintenance of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiesPersonnel Records. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1 A. All The job performance of each employee evaluations shall will be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed formally evaluated by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by or department head in accord with the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons).following schedule: C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit1. Probationary employee: Probationary employees shall who successfully complete the probationary period will be evaluated provided with a written evaluation by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the probationary period. 2. Regular employee: a. Performance evaluations shall be completed one week prior to the employee's anniversary date, but no later than sixty (60) days after the anniversary. If the evaluation periodprocess takes longer than sixty (60) days, the supervisor shall meet grievance process will be followed. The performance evaluation will begin with the employee and inform completing the evaluation form provided by their supervisor. The supervisor will have thirty (30) days from receipt of the evaluation form from the employee to complete the evaluation process. At thirty (30) days, if the evaluation is not fully completed, the department head is to forward a memo to the City Administrator and the supervisor advising of the incomplete status and confirming a date within thirty (30) days in which the evaluation will be completed. The evaluation process includes the preparation of the evaluation, the approval by Administrative Services, review of the employee, and the actual processing of the Personnel Action Form ("PAF" and authorization and record of any all- personnel changes). In the event an employee fails to complete the self-evaluation form within the required time limit, the employee's supervisor will proceed with the evaluation process as herein outlined. b. During the pendency of this MOU the results of the evaluation. Following performance evaluation process described herein will be used to evaluate the employee’s review's satisfactory compliance with job classification criteria and eligibility for continued employment, but will not be the form basis for" merit system" compensation increases. The existing and projected economic limitations on the City's resources preclude continuation of the merit system compensation program. c. Any employees newly hired during the pendency of this MOU and represented by the Association shall receive the salary designated as Step A in the attached current salary schedule (Attachment B), unless the Personnel Officer deems their qualifications warrant a higher initial placement. d. Step Increases: The steps shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing designated as follows: "A Step", "A+ Step", "B Step", "B+ Step", "C Step", "C+ Step", "D Step", "D+ Step", "E Step", "E+ Step", and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof"F Step". There shall be no half-step established within each agency that exceeds the top step as it exists prior to this change ("F Step" in this bargaining unit.) Effective July 1st, 2020 employees will be eligible on their anniversary date for a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation5% step increase. If the appointing authority or his/her designee redetermines the rating the an employee is at a “half-step” on their anniversary date after July 1st, 2020, they will receive the increase retroactive full 5% step increase. No employee will be given more than a 5% step increase. The “half-step” wage scale will remain until no employee occupies a “half- step”. No employee can exceed the top step at any time. The wage schedule will reflect a 5% differential between the full steps for all job classifications. An employee must have a satisfactory performance evaluation in order to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request eligible for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiesstep increase. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1 A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior ▇. ▇▇▇▇▇ to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1‌ A. All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should have the employee lack English proficiency opportunity to understand review and provide input to any future changes to the performance evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standardform. B. Evaluations shall Performance evaluations results may be completed by used as a guide to personnel actions, including, but not limited to, step movement, promotion, transfer, retention after the employee's immediate state supervisor probationary period, demotion, and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons)termination. C. A Final Formal EPRS evaluation New Employees in the bargaining unit on probationary status shall be completed once per year for each member receive written performance evaluations from their immediate supervisor (not short term acting supervisor) at least midway through and at the completion of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. HoweverEmployees will receive, the standard EPRS program shall commence no later than the first July 1st of at a minimum, a performance evaluation from their employmentimmediate supervisor (not short term acting supervisor) on an annual basis. The Borough may complete, or an Employee may request, a performance evaluation at any time. D. Prior If an Employee is expected to each evaluation period not meet performance expectations, the supervisor should notify the Employee verbally and followed up in writing far enough in advance to provide the Employee time to take corrective action. If a supervisor fails to complete the required performance evaluation timely, the Employee shall meet with be eligible for the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performancemerit step. E. The performance dimensions evaluation process shall be objective in accordance with the following procedures: 1. The supervisor (reviewer) completes a draft of the performance evaluation and job-relatedforwards to their director for review and comment, prior to the reviewer meeting with the Employee. Specific examples are required in the performance evaluation for any category rated as “does not meet expectations”. F. At least once during 2. The supervisor meets with the evaluated Employee to discuss the content of the draft evaluation, including discussion of goals for the coming appraisal period. The supervisor completes the final evaluation. 3. The Employee must sign his/her final evaluation to acknowledge receipt thereof, at the time of delivery. Employees may submit comments pertinent to the subject matter in the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two within five (25) work calendar days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end receipt of the evaluation period, the to their supervisor shall meet for incorporation with the employee and inform the employee of the results of the evaluation. 4. Following the employee’s review, No further comments or changes may be made on the form shall be by management after it has been submitted to the higher level supervisor Employee for final determination of ratingssignature. 5. If an Employee's Supervisor is changed between scheduled evaluations, an evaluation report may be prepared by the outgoing Supervisor. Supervisors can evaluate only that performance which took place under their supervision. However, if the immediate supervisor is no longer available, the director shall complete the required evaluation. 6. If any changes occur in the job description due to automation, or technological advances in equipment, any Employee affected shall be adequately trained to operate or effectuate the automation or advances before being evaluated on these advances in equipment. 7. The employee shall have two (2) work days to review the evaluation prior to signing and original of all evaluations shall be given filed in the Employee’s official personnel files maintained in the Human Resources Department. This does not preclude the Department from retaining a copy of the completed formevaluation in the departmental files. 8. The employee shall sign Upon an Employee's separation from Borough service, that Employee may receive a final performance evaluation as contained on the evaluation Exit Interview Form, and indicate whether he/she agrees or disagrees with the content thereof. There rehire eligibility section shall be established within each agency completed prior to departure. A copy of this Exit Evaluation, if completed, and Exit Interview Form shall be placed in the Employee's personnel file and a Labor/Management Committee, consisting of not more than four (4) representatives copy shall be provided to the Employee. F. Eligibility for step movement is dependent upon satisfactory job performance. Employees will advance to the next higher step on the salary on July 1st of each partyyear, which shall meet at reasonable times to discuss any problems provided satisfactory performance as noted in a written performance evaluation, due on or issues surrounding the Performance Evaluation Systembefore June 1st of each year. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1 A. SECTION 1: All employee evaluations shall be in writing and shall be included in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees members shall be evaluated using THE CITY'S performance evaluation form, which form is incorporated herein by reference, sixty (60) days prior to his/her anniversary date. Evaluations are to be conducted by the mid-point Chief of Police or his designee and require the signature of the Chief of Police, employee and the Mayor. Nothing herein shall prohibit the Chief of Police from conducting additional performance appraisals at any time the Chief of Police deems it appropriate to do so. SECTION 2: Members who are on initial probation will not have a performance pay evaluation until the end of the probationary period. Members, upon successful completion of their probationary period. However, will be moved to next step of the pay plan. SECTION 3: If a member does not feel that the performance evaluation done by someone other than the Chief of Police was done properly or fairly, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee member may, by written request for review of the general performance dimensions and procedures evaluation delivered to be utilized in evaluating the Chief of Police within five (5) days of completion of the initial performance evaluation, ask the Chief of Police to personally review the performance evaluation. The Chief of Police shall perform a review of the employee's performance. E. The performance dimensions evaluation within ten (10) days of receipt of the request and shall be objective and job-related. F. At least once during notify the evaluation periodemployee in writing of his action taken on the review of the performance evaluation. After review by Chief of Police, at if a member still does not feel that the performance appraisal was done properly or near its mid-pointfairly, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two member shall, within five (25) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end receipt of the evaluation period, the supervisor shall meet with the employee and inform the employee notification of the results Chief of Police of the evaluation. Following action taken on the employee’s review, the form shall be submitted deliver to the higher level supervisor for final determination of ratings. The employee shall have two Mayor (2a) work days to review the evaluation prior to signing and shall be given a copy of the completed form. initial performance evaluation (b) a copy of the notice of action taken on review by the Chief of Police and (c) a written statement from the employee setting forth the factual basis for the employee's belief that the performance evaluation was not done properly or fairly together with all evidence believed by the employee to support a different evaluation.. The employee shall sign Mayor, the evaluation evaluating officer, the member and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who Union Representative shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE meet within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.seven

Performance Evaluation. Section 24A.127.1 It is the intent of ▇▇▇ and WBNG to have an ongoing employee performance evaluation process to include cross-utilization provided in Article 13. A. 27.2 Probationary employees will receive evaluations as provided in Article 20 (Probationary Period). 27.3 All employees who have completed their probationary period will receive a written evaluation at least once a year. In cases where the employee evaluations shall be in writing and shall be included reports to more than one manager during the performance period, all managers to whom the employee reported will participate in the employee's official personnel file’s evaluation. The Union shall be notified should As part of the yearly evaluation process, each employee and their supervisor will discuss and agree upon goals for the employee lack English proficiency to understand for the following year in accordance with current ▇▇▇ procedure. These goals will be used, along with other evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectationscriteria, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's ’s performance. E. The performance dimensions shall 27.4 Evaluation criteria will be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results set forth in a rating of "Below". G. At or near written form that has been discussed in the end Labor- Management Committee. Through the Labor-Management Committee, WBNG will have input into the content of the evaluation periodform, but the supervisor shall meet final decision as to its content will rest with ▇▇▇ and will not be subject to the grievance and arbitration procedure. Written evaluations will be discussed with each employee and inform the each employee of the results will receive a copy of the evaluation. Following The employee will have an opportunity to discuss the evaluation with their supervisor(s). In the event that the employee does not agree, in whole or in part, with the performance evaluation, the employee may request a meeting with Human Resources and the employee’s reviewsupervisor(s). At the request of the employee, the form shall a WBNG representative may be submitted to the higher level supervisor for final determination of ratingspresent at such meeting. The employee shall will have two (2) work days the opportunity to review the evaluation prior to signing make a written response and shall be given a copy of the completed form. The employee shall will sign the evaluation to acknowledge that they have read it. Both the evaluation and indicate whether he/she agrees or disagrees response will become part of the employee’s record. 27.5 Evaluations will not be subject to the grievance and arbitration procedure. Unsatisfactory areas of an employee’s evaluation shall be discussed by the supervisor and employee, and the supervisor may develop an improvement plan in consultation with the content thereof. There shall be established within each agency a Labor/Management Committeeemployee, consisting of not more than four (4) representatives of each partyand, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designeeas appropriate, who shall review all the circumstances of the ratingdevelop training strategies. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial improvement plan shall specify timelines, feedback, and re-evaluation. If the appointing authority or his/her designee redetermines the rating ▇▇▇ imposes discipline upon the employee based on conduct or performance described in the evaluation, such discipline will receive the increase retroactive be subject to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with grievance and arbitration procedure. 27.6 Training in performance development and evaluation will be made available by the Human Resources DivisionDepartment to include goal setting, how to write objectives, performance measurement, and performance management. 27.7 Upon written request to Human Resources by an employee or manager, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process representative will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of present during the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" ratingreview process. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.1A. In accordance with the provisions of Chapter 767 of the Acts of 1981, there shall be established a performance evaluation system for all employees covered by this Agreement. Evaluations will be completed by the end of the second week of January. A. B. All employee evaluations shall be in writing and shall be included in the employee's official personnel personal file. C. Immediate supervisors shall, after completing the evaluation, forward the evaluations for review to the appropriate reviewing official as per the below listed schedule. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS WORK LOCATION IMMEDIATE SUPERVISOR School Clerk Principal School cafeteria Food Service Manager and/or Principal School custodian Principal in consultation with Facilities Director Maintenance Facilities Director Plant Engineers Principal in consultation with Facilities Director PRAB custodians Facilities Director PRAB clerical Executive Director of Human Capital Services PRAB Food Service Food Service Manager Cafeteria Manager Food Service Manager D. Formal evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed at least once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. Howeveremployee, the standard EPRS program shall commence no later but not more than the first July 1st of their employmenttwice per year. D. Prior ▇. ▇▇▇▇▇ to each evaluation period period, the supervisor shall meet with the employee employees and shall inform the employee them of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the mid-point in the evaluation period, at or near its mid-point, the supervisor Supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor Supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee Employees shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemevaluation. A. H. Any employee who has received who, as a result of an evaluation pursuant to this agreement, receives an overall rating of "Below" will unsatisfactory shall have the right to grieve said rating through Step 2 of the grievance procedure. I. The appeal procedure provided in this agreement shall not be available to any employee who elects to appeal his/her evaluation reviewed monthly by rating under the appointing authority or his/her designeeprovisions of G.L. Chapter 31, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.Section 6C.

Performance Evaluation. Section 24A.1 A. All The University will evaluate each employee on an annual basis and will cause its supervisor to meet with each employee and prepare an annual evaluation report. A copy of the evaluation, containing all authorized signatures, will be provided to each employee. The employee is required to sign the performance evaluation, but such signing does not indicate approval or disapproval of the evaluation. Central State employees will have their performance evaluated twice during their probation period. The first performance evaluation shall not be later than the conclusion of the first half of the probationary period. The second evaluation shall be prior to the end of the probationary period. Probationary evaluations for employees in their initial probationary period are final and are not subject to appeal through the procedures of this Article or Article 12. Annual evaluations shall be in writing and shall be included conducted in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed month of June by the employee's immediate state supervisor supervisor. Within 2 weeks after June 30, the Department of Human Resources will notify the Union on the evaluations not completed and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation anticipated completion date. The evaluation, instrument and revisions thereto shall be completed once per year presented to the Union for each member review and comments, which shall not be binding on the University. If a non-probationary employee disagrees with his/her performance evaluation, the employee may appeal through the following procedures: Step 1. Within five (5) working days after receiving a copy of the Bargaining Unitperformance evaluation the employee may file a request for review with the immediate supervisor. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the The supervisor shall meet will arrange a meeting with the employee within five (5) working days of the initial request. The supervisor or designee shall examine all of the facts and shall inform render a decision in writing within three (3) working days. Step 2. If a satisfactory resolution is not reached at Step 1, the employee may submit a grievance in writing, setting forth in detail the employee’s dissatisfaction, to the department head within five (5) working days from receipt of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, written decision at or near its mid-point, the supervisor shall meet with the employee to review the employee's progressStep 1. The employee shall be informed in writing of the time, date, and place for the Step 2 hearing. This hearing shall take place within five working days from the date that the request was initiated. The employee may have two (a union representative at this hearing. The supervisor shall render a decision in writing within three working days after the hearing. If the employee is dissatisfied with the decision, the grievance may be appealed to Step 3 within five working days of the decision at Step 2) work days to review the evaluation prior to signing it. Step 3. A remedial development plan Step 3 grievances shall be formulated jointly if referred to the mid-term review results in Department of Human Resources. All documents from the Step 1 and Step 2 hearings shall be forwarded by the employee with the appeal. The Department of Human Resources shall investigate the grievance thoroughly and schedule a rating of "Below". G. At or near the end hearing within ten working days from receipt of the evaluation period, request. The Director of Human Resources and/or designee shall conduct this hearing. The employee may have a union representative at this hearing. The Step 3 decision shall be rendered within ten working days from the supervisor shall meet with the employee and inform the employee conclusion of the results of the evaluationhearing and shall be final. Following The employee may prepare a written response setting forth in detail the employee’s review, disagreement with the form performance evaluation. The written response shall be submitted to the higher level supervisor for final determination Department of ratingsHuman Resources within five (5) working days from receipt of the Step 3 decision. The employee shall have two (2) work days to review the evaluation prior to signing and response shall be given attached to the performance evaluation and become a copy permanent part of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereofpersonnel record. There shall The time limits established herein may be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly waived by the appointing authority or his/her designee, who shall review all the circumstances mutual agreement of the ratingparties. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive Employee evaluations are not subject to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, appeal through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review grievance and arbitration provisions of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiesArticle 12. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.11. The following principles shall be recognized and incorporated into the performance evaluation process: A. All 1.1 Employees may be evaluated any time, but shall be formally evaluated at least once per 12-month period and at any time there is a permanent change in 1.2 Performance evaluations are confidential reports prepared by an employee's immediate supervisor for the purpose of documenting and communicating information concerning an employee's performance during a specific rating period. 1.3 The performance evaluation should provide for accurate evaluation of performance on the basis of performance criteria related to the employee's position and assigned areas of responsibility. The immediate supervisor shall discuss the employee's performance criteria related to his/her position and assigned areas of responsibility before the start of the rating period or immediately when any of the performance criteria change. Performance evaluations should encourage excellence by identifying strengths and weaknesses. The performance evaluation process should guide and encourage employees to expand their efforts to enhance the quality and efficiency of CRA/LA operations and should motivate employees to improve their skills. 1.4 Performance evaluations shall not be used as a disciplinary tool, but rather as an opportunity to provide an employee information on the nature and degree of his/her performance during a specific rating period and address employee strengths, weaknesses, progress. Performance evaluations shall be in writing used to measure an employee's overall performance and document goals and objectives to be accomplished by the employee during the next rating period. 1.5 Regular represented employees shall receive annual step increases based upon performance evaluation reports of satisfactory or above. Regular represented employees shall continue to receive these step increases until they have reached the top step of the assigned salary range. 1.6 Regular promotional probationary employees shall be included in deemed to have satisfactorily completed probation if no performance evaluation is completed and presented to the employee's official personnel fileemployee within twenty (20) working days after the performance evaluation due date, unless a time extension is mutually agreed upon by both parties. 2. An employee shall have the right to submit a written response to a performance evaluation and it shall be a permanent attachment to the subject evaluation. Space shall be provided on the evaluation form for the employee to indicate that a response is forthcoming. 3. If an employee disagrees with his/her evaluation, he/she may request a review of the evaluation. Said review shall be requested within 5 working days after the employee has received the evaluation. The Union evaluation in dispute shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed reviewed by the employee's immediate state supervisor Regional Administrator or Department Head and be approved by a state supervisor deputy of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with the employee and shall inform the employee of the general performance dimensions and procedures to be utilized in evaluating the employee's performancechoosing. E. 3.1 The performance dimensions review shall be objective and jobtake place at a meeting of the Regional Administrator or Department Head, employee-related. F. At least once during the evaluation period, at or near its mid-pointchosen deputy, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s reviewrepresentative, the form if any. 3.2 The review team shall be submitted have 10 working days to make any appropriate modifications to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemevaluation. A. Any employee who has received a rating 3.3 Nothing herein shall require modification of "Below" will have his/her an evaluation reviewed monthly by unless both the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority Chief Executive Officer or his/her designee may redetermine and the rating after reviewing employee-chosen deputy agree that the circumstances of the initial evaluationevaluation should be modified. 4. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who Progressive discipline shall be assigned on a rotating basis. The standard imposed for abuse of review sick leave prior to be applied by the panel shall be solely limited reference being made to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole such abuse in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual performance evaluation. 5. Performance evaluations are not subject to the grievance procedure or the employee discipline articles.

Performance Evaluation. Section 24A.1A. In accordance with the provisions of Chapter 767 of the Acts of 1981, there shall be established a performance evaluation system for all employees covered by this Agreement. Evaluations will be completed by the end of the second week of January. A. B. All employee evaluations shall be in writing and shall be included in the employee's official personnel personal file. C. Immediate supervisors shall, after completing the evaluation, forward the evaluations for review to the appropriate reviewing official as per the below listed schedule. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS WORK LOCATION IMMEDIATE SUPERVISOR School Clerk Principal School cafeteria Food Service Manager and/or Principal School custodian Principal in consultation with Facilities Director Maintenance Facilities Director Plant Engineers Principal in consultation with Facilities Director PRAB custodians Facilities Director PRAB clerical Executive Director of Human Capital Services PRAB Food Service Food Service Manager Cafeteria Manager Food Service Manager D. Formal evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed at least once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. Howeveremployee, the standard EPRS program shall commence no later but not more than the first July 1st of their employmenttwice per year. D. Prior ▇. ▇▇▇▇▇ to each evaluation period period, the supervisor shall meet with the employee employees and shall inform the employee them of the general performance dimensions and procedures to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the mid-point in the evaluation period, at or near its mid-point, the supervisor Supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor Supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee Employees shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemevaluation. A. H. Any employee who has received who, as a result of an evaluation pursuant to this agreement, receives an overall rating of "Below" will unsatisfactory shall have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances right to grieve said rating through Step 3 of the ratinggrievance procedure. The appointing authority or his/her designee may redetermine In the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating event the employee will receive is not satisfied with the increase retroactive to the date of original step increase duegrievance response, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources DivisionLocal 641 AFSCME, a request for a review of the appointing authority's or his/her designee's determination Step 3 determination. This review shall be conducted by a tripartite panel consisting of one person designated by the NAGEpanel, one person designated by the Chief Human Resources Officer School Administration and one person designated by Local 641, AFSCME, who shall select a third person. In the Chairperson event the parties are unable to agree, the American Arbitration Association shall be requested to submit a panel of arbitrators pursuant to the rules of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. Association. I. The standard of for review to be applied by the panel shall be solely limited to whether the evaluating rating is arbitrary or not the final performance rating of "Below" was justifieddiscriminatory or whether it is clearly erroneous. The decision of the tripartite panel shall be final and binding binding. The cost of arbitration shall be shared equally between the School Committee and Local 641, AFSCME. J. The appeal procedure provided in this agreement shall not be available to any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by who elects to appeal his/her supervisor as soon as possibleevaluation rating under the provisions of G.L. Chapter 31, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.Section 6C.

Performance Evaluation. Section 24A.1 A. All employee evaluations A performance evaluation shall be conducted to appraise the effectiveness of performance of employees and for the purpose of improving the quality of service by the employee in the unit. The evaluation shall appraise the employee's performance during the period of time covered for the evaluation. The evaluation may be used to provide timely and accurate information in making personnel decisions related to the employee's performance. All permanent employees shall be evaluated at least once each fiscal year on or before May 1. Under unusual circumstances, as determined by the immediate supervisor, the evaluation may be conducted between May 1 and the last workday of the employee's assigned calendar. When this occurs, the employee will be notified in writing prior to the May 1st deadline. This notice will be signed by both the employee and the supervisor. The annual evaluation shall reflect an employee's overall performance for the period of time covered by the evaluation. B. When circumstances arise which make it impossible to conduct a timely evaluation, said evaluation may be waived by the written approval of the area superintendent and principal, or associate superintendent and department head, or appropriate level supervisor. C. New employees shall be included informed of the evaluation procedure within one week after commencing employment. D. Evaluations will be conducted by the affected employee's immediate supervisor or supervisors who have firsthand knowledge of the employee's performance. E. Supervisory personnel will note on the evaluation form the employee's strengths and deficiencies and suggest ways to correct the deficiencies. F. Employees of this unit will be informed of their evaluation through a conference with the employee's immediate supervisor. The employee will be given a copy of the evaluation to sign and a copy to keep. This signature will acknowledge that the employee has seen the evaluation and does not necessarily acknowledge agreement with the evaluation. The employee shall have ten (10) working days to attach a reply/rebuttal to the evaluation. G. There shall be no evaluation statement placed in an employee's personnel file unless the employee has first been given a copy and provided an opportunity to submit a reply/rebuttal statement. A copy of the rebuttal statement shall be attached to the evaluation in Employment Services. The reply/rebuttal statement shall remain as part of such material as long as the statement, or evaluation remains in the employee's official personnel file. The Union shall be notified should the employee lack English proficiency to understand the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectations, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by H. In the employee's immediate state supervisor and be approved by event a state supervisor of a higher grade designated by grievance is filed, the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed held with Employment Services in an abeyance folder until the grievance is fully resolved. I. Any probationary period may be extended once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point administrator/ supervisor, provided that the total period of their probationary period. However, extension may not exceed the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation original period the supervisor shall meet with and the employee and shall inform the employee of the general performance dimensions and procedures to be utilized has agreed in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted writing to the higher level supervisor for final determination of ratings. The employee shall have two extension not to exceed sixty-five (265) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation Systemdays. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating the employee will receive the increase retroactive to the date of original step increase due, or Article 12 increase, whichever is appropriate. If the appointing authority or his/her designee does not redetermine the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the parties. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.

Performance Evaluation. Section 24A.11. All employees will be evaluated on forms provided by the Human Resources Department prior to their merit anniversary date. The completed evaluation form will be reviewed and approved by the Division Head or Department Head before the evaluation meeting is held between the rating supervisor and the employee. Prior to said meeting the employee will be provided a copy of their evaluation. A. Section 2. Six (6) month probationary employees will be evaluated thirty (30) to sixty (60) days before expiration of their six (6) month probationary status. A transfer from probationary to permanent status will depend on the evaluations of performance during the probationary period. All probationary evaluations will be followed by a conference between the employee evaluations and the rating supervisor. An employee who does not receive at least a satisfactory evaluation report may have their probationary period extended thirty (30) to sixty (60) days if, in the judgment of the supervisor, the employee’s unsatisfactory rating is due to a particular requirement which could be met during the extended probationary period. Probationary employees may be terminated at any time during the original or extended probationary period if performance is not satisfactory. Section 3. Merit step increases shall only be granted to employees who demonstrate satisfactory or meritorious performance during their evaluation period. In this regard, the sole remedy for a satisfactory performance evaluation which is not completed within the prescribed time limit will be the granting of the approved merit step increase retroactive to the merit anniversary date. Section 4. An employee who does not receive at least a satisfactory evaluation report shall be placed on thirty (30) to sixty (60) day performance probation if, in writing and shall be included in the judgment of the Department Head, the employee's official personnel fileunsatisfactory rating is due to a particular requirement which could be met during the extended performance evaluation period. The Union shall be notified should During this time, the employee lack English proficiency to understand will be monitored by this Supervisor. If the evaluation and its process. All EPRS evaluations shall be based on a "Meets" expectationsrequirement is met, "Exceeds" expectations, or "Below" expectations standard. B. Evaluations shall be completed by the employee's immediate state supervisor and be approved by a state supervisor of a higher grade designated by the Appointing Authority (except in cases of potential conflict of interest or other legitimate reasons). C. A Final Formal EPRS evaluation shall be completed once per year for each member of the Bargaining Unit. Probationary employees shall be evaluated by the mid-point of their probationary period. However, the standard EPRS program shall commence no later than the first July 1st of their employment. D. Prior to each evaluation period the supervisor shall meet with then the employee and shall inform will be eligible to receive the employee of the general performance dimensions and procedures merit step increase to be utilized in evaluating the employee's performance. E. The performance dimensions shall be objective and job-related. F. At least once during the evaluation period, effective at or near its mid-point, the supervisor shall meet with the employee to review the employee's progress. The employee shall have two (2) work days to review the evaluation prior to signing it. A remedial development plan shall be formulated jointly if the mid-term review results in a rating of "Below". G. At or near the end of the evaluation performance probation period, the supervisor shall meet with the employee and inform the employee of the results of the evaluation. Following the employee’s review, the form shall be submitted to the higher level supervisor for final determination of ratings. The employee shall have two (2) work days to review the evaluation prior to signing and shall be given a copy of the completed form. The employee shall sign the evaluation and indicate whether he/she agrees or disagrees with the content thereof. There shall be established within each agency a Labor/Management Committee, consisting of not more than four (4) representatives of each party, which shall meet at reasonable times to discuss any problems or issues surrounding the Performance Evaluation System. A. Any employee who has received a rating of "Below" will have his/her evaluation reviewed monthly by the appointing authority or his/her designee, who shall review all the circumstances of the rating. The appointing authority or his/her designee may redetermine the rating after reviewing the circumstances of the initial evaluation. If the appointing authority or his/her designee redetermines the rating requirement is not met, however, the employee will not be eligible to receive the increase retroactive to the date of original merit step increase due, or Article 12 increase, whichever is appropriate. If be re-evaluated until the appointing authority or his/her designee does not redetermine following year at the rating the employee may file, through the NAGE within fourteen (14) days with the Human Resources Division, a request for a review time of the appointing authority's or his/her designee's determination by a tripartite panel consisting of one person designated by the NAGE, one person designated by the Chief Human Resources Officer and one person designated by the Chairperson of the Board of Conciliation and Arbitration who shall be assigned on a rotating basis. The standard of review to be applied by the panel shall be solely limited to whether or not the final performance rating of "Below" was justified. The decision of the tripartite shall be final and binding and any employee having a "Below" rating overturned shall be made whole in as prompt a manner as possible. Any costs associated with this process will be borne equally by the partiesoriginal merit anniversary date. B. The Department/Agency shall develop a remedial plan for an employee receiving any "Below" rating. Employees that may be nearing a "Below" rating shall be counseled by his/her supervisor as soon as possible, in advance of their final stage of the evaluation as to the specific areas that must be improved and what they must do to attain a "Meets" rating. C. All performance merit ratings shall be based upon the EPRS system as found in this Article of the NAGE Agreement and all payment of salary and/or step increases shall be based upon current language found in Article 12 related to pay for performance. D. All financial considerations (i.e. merit increases, step rate increases) shall be based on the employee's most recent, final annual evaluation.