Personnel Evaluations Sample Clauses

Personnel Evaluations. 29.1 The City and the Union agree that all evaluating during the life of this Agreement will be made according to the system outlined in Appendix C. 29.2 The AFSCME Performance Appraisal Committee shall continue to meet on an as needed basis during the term of this agreement to monitor the effectiveness of the appraisal process and to recommend changes as appropriate.

Personnel Evaluations. 18.1 Secretary personnel shall be given a draft copy of any evaluation report and shall examine such report with the person preparing it within eight (8) days of the completed evaluation. 18.2 If the Employee wants to have another meeting to discuss any matter raised in the evaluation report, he/she must file a request with the Supervisor within five (5) days after the initial meeting. 18.3 After such review, the Employee shall sign the evaluation report to indicate awareness of the contents of the evaluation report. The signature of the Employee shall mean only that the report has been seen and discussed; it shall not indicate agreement or disagreement with the report. 18.4 Provisions shall be made for the Employee to write a statement concerning the evaluation, whether the Employee agrees or disagrees, and such statement shall be included with the report. 18.5 Any complaints regarding Secretarial personnel made to any member of the Administration by any parent, student, or other person, which is reduced to writing, shall, within eight (8) days of the complaint, be brought to the Employee's attention. The Principal or Supervisor shall meet with the Employee to apprise the Employee of the full nature of the complaint. The Employee shall have the opportunity to rebut the allegations of the complaint. If the Employee is not satisfied with the results of the meeting(s) with the Principal or Supervisor, the Employee may file a Grievance. 18.6 Any Secretary who receives an evaluation with an area marked "needs improvement" or "ineffective", shall receive an "improvement plan" which shall be mutually developed by the Employee with the Employee's Immediate Supervisor and/or the Building Principal. An improvement plan shall cover not more than a six (6) month period of time and a re- evaluation of the Employee shall occur within the time frame of the improvement plan.

Personnel Evaluations. 23.1 The City and the Union agree that all evaluating during the life of this Agreement will be made according to the system outlined in Appendix C. 23.2 The AFSCME Performance Appraisal Committee shall continue to meet on an as needed basis during the term of the contract to monitor the effectiveness of the appraisal process and to recommend changes as appropriate. All proposed modifications to the process, including the forms attached in Appendix C, shall be submitted to the labor-management committee for review and both parties agree to abide by the committee's recommendation. 23.3 Employees working less than 18.75 standard hours per week will not receive an annual performance appraisal as outlined in Appendix C-2 on their twelve-month anniversary date of hire.

Personnel Evaluations. A. For probationary employees, a performance evaluation is required, at a minimum, every six months. B. Permanent employees, shall be evaluated annually from the anniversary date of original hiring or current position. C. If an employee does not agree with an evaluation, the employee may prepare a written response to the evaluation which shall be kept in the employee’s personnel file with the contested evaluation. The employee also may request a meeting with the City Manager to discuss the evaluation. D. A special employee performance evaluation may be done at any time to recognize exceptional, marginally acceptable, or unacceptable performance but would not be attached to a pay increase.

Personnel Evaluations. 5-01 In accordance with the Department of Elementary and Secondary Education (DESE) and pursuant to the new educator evaluation regulations, 603 CMR 35.00, the new Massachusetts Administrator Evaluation Model System is adopted by the Chelmsford Public Schools in its entirety. Please see Appendix "C."

Personnel Evaluations. ‌ 15.1 The Registered Nurse will receive performance and competency evaluations ongoing during orientation (no more than 5 months after date of hire), and annually. These evaluations will be documented. 15.2 Evaluations are to be performed within one (1) month from their due date, and turned into the People Services Department for inclusion in the Registered Nurse’s personnel file and a copy to the Registered Nurse. Evaluations shall be discussed with the Registered Nurse in a private conference away from the work area and relieved of patient care responsibilities. Registered Nurses shall have the option of completing the self-evaluation form prior to the session. If more than one (1) management representative is present during the oral evaluation, the Registered Nurse may arrange to have a bargaining unit representative present as an observer only. 15.3 The Registered Nurse will have an opportunity to add any comments to the evaluation and will acknowledge the evaluation by signature to indicate only that it has been reviewed, and not necessarily agreed with.

Personnel Evaluations. 6.1 Each employee shall be evaluated on his/her total performance as an employee of the Library. Evaluations shall be in writing and shall become a part of the employee’s permanent record. A. The first evaluation of an employee will occur with the first one hundred days of employment. Thereafter, evaluations will be made at least once per year. B. The employee shall sign the file copy of the evaluation for the sole purpose of acknowledging receipt of a copy of the evaluation. C. Evaluations may be written by the Department Head and/or Director. 6.2 The Director will discuss evaluation rating with staff members whose general performance is not considered satisfactory. The Department Head may be invited to join the discussion. Every effort will be made by the Administration to help staff members improve. Increments may be withheld for unsatisfactory performance. The granting or withholding of increments is decided by the Director and the Board of Trustees and is based upon the performance and promise of the individual. Personnel evaluation for the calendar year constitutes part of the basis for decision. 6.3 Evaluations resulting in loss of pay or demotion create an issue which may be grieved. Violation of the evaluation procedure is grievable.

Personnel Evaluations. Charter School shall comply with all state mandated requirements for personnel evaluations, unless specifically excluded.

Personnel Evaluations. At least once each year, the Concessionaire, with input from the Institution’s personnel, shall evaluate the performance of each on-site Concessionaire staff member, and the results of such evaluation shall be shared with the Institution and the BOR.