Procedure for Performance Evaluation Sample Clauses
Procedure for Performance Evaluation. A. Schedule: Employees shall be evaluated in accordance with the following schedule:
1. Probationary employees in a class shall be evaluated during the second (2nd) and fourth (4th) months of their probationary period. Said written evaluation shall be made on the form entitled "Performance Evaluation for Probationary Classified Employees" (Appendix B).
2. Permanent employees in a class shall be evaluated at least once each year. Said written evaluation shall be made on the District's form entitled "Performance Evaluation for Permanent Classified Employees" (Appendix C).
3. The District may omit probationary performance evaluations for an employee who:
a. Has permanent status in the classified service.
b. Is occupying a position reclassified to another class.
c. Has occupied the same position prior to the reclassification action and, while occupying the position,
d. Has received a performance evaluation during the year preceding the effective date of the reclassification action.
4. The performance of probationary employees may be evaluated by each supervisor/evaluator under whom the employee has worked during the probationary evaluation period, provided that the evaluations shall only be made and/or presented by a non Clerical/Technical Unit employee who is probationary or permanent in a position higher than the evaluee under whom the evaluee works or a Certificated/Academic employee under whom the evaluee works.
Procedure for Performance Evaluation. 1. The Food Services Director shall be responsible for initiating the performance evaluation process at the beginning of the evaluation cycle; evaluator and employee shall be responsible for meeting with each other to establish goals for the school year and to review both the specific and general expectations for performance.
2. The Food Services Director shall also be responsible for observing and monitoring the performance of the employee; each employee shall be responsible for fulfilling the duties of his/her job, meeting the general expectations for performance, and achieving the goals.
3. The performance evaluation cycle for employees shall begin on the employee’s first workday of the school year and end on the employee’s last workday of the school year.
4. A mid-year conference with the Food Services Director to review performance and progress on goals shall occur between January 1 and February 15 of each school year and end on the last workday of the school year.
5. Newly hired employees shall be evaluated on the 60th and the 120th calendar day during the probation period, beginning on the first workday following hiring and ending on the 120th calendar day following hiring.
6. Performance evaluation forms shall be used for recording data on the employee’s performance at the beginning and at the end of the evaluation cycle; a mid-year performance evaluation form may also be developed in special circumstances.
7. The Food Services Director shall review the performance appraisal form with the school principal for purposes of input before the Food Services Director may discuss and review the performance appraisal with the employee.
8. The Food Services Director shall conduct an end-of-the-year collaborative conference with the employee before June 15th of each year to discuss the contents of the performance evaluation form and to prepare preliminary performance goals for the next evaluation cycle.
9. Both the employee and the Food Services Director must sign the evaluation form to signify that there has been a formal evaluation conference. The employee’s signature merely reflects that the evaluation has been read by the employee and discussed with him/her. The employee’s signature does not necessarily reflect his/her agreement with the substance of the evaluation. The employee may submit written comments pertaining to the evaluation. Said comments shall be included with the evaluation document submitted to the personnel file.
10. No material derogatory ...
Procedure for Performance Evaluation.
1. Each evaluator shall be responsible for initiating the performance evaluation process at the beginning of the evaluation cycle; evaluator and employee shall be responsible for meeting with each other to establish goals for the school year and to review both the specific and general expectations for performance.
2. Each evaluator shall also be responsible for observing and monitoring the performance of the employee; each employee shall be responsible for fulfilling the duties of his/her job, meeting the general expectations for performance, and achieving the goals.
3. The performance evaluation cycle for full-year employees shall be scheduled from July 1–June 30; the performance evaluation cycle for extended-year and school-year employees shall begin on the first workday of the school year and end on the last workday of the school year.
4. A midyear conference with the evaluator to review performance and progress on goals shall occur between January 1 and February 15 of each school year and end on the last workday of the school year for all MAESS employees.
5. Newly-hired employees shall be evaluated on the 45th school day and 90th school day during the probation period, beginning on the first workday following hiring and ending on the 90th school day following hiring.
Procedure for Performance Evaluation. 1. Each evaluator shall be responsible for initiating the performance evaluation process at the beginning of the evaluation cycle; evaluator and employee shall be responsible for meeting with each other to establish goals for the school year and to review both the specific and general expectations for performance.
2. Each evaluator shall also be responsible for observing and monitoring the performance of the employee; each employee shall be responsible for fulfilling the duties of his/her job, meeting the general expectations for performance, and achieving the goals.
3. The performance evaluation cycle shall begin on the first workday of the school year and end on the last workday of the school year.
4. If necessary, a midyear conference with the evaluator to review performance and progress on goals may occur between January 1 and February 15 of each school year and end on the last workday of the school year for all employees.
5. Newly-hired employees shall be evaluated on the 45th school day and 90th school day during the probation period, beginning on the first workday following hiring and ending on the 90th school day following hiring.
Procedure for Performance Evaluation. 1. The evaluation period shall be from January 1 through December 31. The evaluation form shall be completed and presented to the Unit member, an evaluation conference offered, and the signed evaluation issued to the Unit member no later than the following January 31.
2. Performance evaluation shall be accomplished by the manager with supervisory responsibility for the Unit member.
3. If the Unit member wishes to provide written comments on the evaluation, such comments shall be attached to the evaluation itself. The Unit member shall have ten (10) working days from the date the evaluation was issued to respond in writing. Not only should the performance levels be checked off, but the evaluation documents should contain remarks written by the evaluator, which explain the reason for checking those levels.
Procedure for Performance Evaluation. 1. The evaluation period shall be from July 1 through June 30. The evaluation form shall be completed, an evaluation conference offered, and the signed evaluation issued to the Unit member no later than two calendar months following the evaluation period.
2. Performance evaluation should be accomplished by the manager or administrator with supervisory responsibility for the Unit member, or manager or supervisor with higher level authority.
3. If the Unit member wishes to provide written comments on the evaluation, such comments shall be attached to the evaluation itself. The Unit member shall have ten (10) working days from the date the evaluation was issued to provide the written response. Not only should the performance levels be checked off, but also the evaluation documents should contain remarks written by the evaluator, which explain the reason for checking those levels.
Procedure for Performance Evaluation