Supervisory Files. Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation unless circumstances warrant otherwise.
Supervisory Files. Supervisors may keep records and/or anecdotal notes on subordinate employees. Employees shall be notified if a supervisory file is being kept. Supervisory files will be maintained under conditions that ensure the integrity and safekeeping of the files.
Supervisory Files. Departments or administrative units may maintain performance and evaluative material related to a GA in a supervisory file. Supervisory files are not considered official personnel records. A GA, with or without a GEU Representative, will have the right to review their supervisory file at a reasonable time and place as scheduled by the department or administrative unit.
Supervisory Files. 1. Supervisors may maintain a file for each employee under their supervision which contains informal notes by the supervisor concerning the employee’s job performance or conduct, notes made in performance review or other counseling sessions with the employee, copies of completed work assignments, drafts or work in progress and informal written communications between the employee and the supervisor concerning performance or conduct issues.
Supervisory Files. A. Supervisory files contain supporting documents, references, or records maintained by the employee’s supervisor relating to an employee’s job performance. Supervisory files may contain, but are not limited to:
Supervisory Files. Any incident reports and/or complaint or informal records appearing within a supervisory file which are not utilized in the evaluation process or disciplinary process within a twelve (12) month period from the date of the report may not be used as evidence against an employee in future disciplinary actions or performance evaluations. However, any incident reports and/or complaints which are cited specifically within a performance evaluation, disciplinary action, or otherwise appropriately placed within the official personnel file may be considered. For disciplinary purposes Article 13 of the MOA shall prevail.
Supervisory Files. 1. Supervisors of bargaining unit employees may maintain worksite files on such matters as emergency locator information, time and attendance records, training, award, and promotion histories, and other matters pertinent to the performance of their personnel management responsibilities. In most instances, such files will contain only information that is accessible to the employee through the records maintained by HRD. To the extent that the supervisor maintains records containing information that is not duplicate of material contained in the official files maintained by HRD, such records, other than reports of an ongoing criminal investigation, shall be disclosed upon request to the employee who is the subject of the information or to his /her designated representative. Personal notes that a supervisor may keep as a memory jogger are not considered records and are not releasable to employees, unless relied upon by the supervisor in taking a formal disciplinary or adverse action.
Supervisory Files. Supervisors may keep records and/or anecdotal notes on employees they supervise. Employees shall be notified if a supervisory file is being kept. Supervisory files will be maintained under conditions that ensure the security, integrity, and safekeeping of the files. Upon reasonable notice by the employee to the employee’s supervisor, the employee may inspect the supervisory file within five (5) work days. Upon employee request, a copy of the records and anecdotal notes within the file will be provided. With the employee’s written authorization, the employee’s Union Xxxxxxx may inspect the employee’s supervisory file, consistent with the time requirements provided above. By providing such written authorization to the Xxxxxxx, the employee acknowledges and agrees that the Xxxxxxx will be able to view personally identifiable information otherwise protected from disclosure. At the employee’s request, rebuttal documents will be placed in the supervisory file. If the employee xxxxxx employment with the university, the supervisory file will be expunged. If the employee promotes, transfers or demotes within the university, the supervisory file will be retained in the former department for a period of up to one (1) year from the effective date of such action, at which time the file will be expunged.
Supervisory Files. The District may allow supervisors to keep a secondary file on individual employees for the purpose of aiding supervisors in preparing evaluations. Such material contained in secondary personnel files will relate only to job performance. This shall not preclude the maintenance of all lawful payroll records by the Business Office nor maintenance of other essential records by appropriate personnel for the operation of the institution.
Supervisory Files. Supervisors may keep records and/or anecdotal notes on police officers for the purpose of officer development and supervision. Supervisory files will be maintained under conditions that ensure the integrity and safekeeping of the files. The officer may inspect the supervisory file upon reasonable notice to the supervisor. At the officer’s request, rebuttal documents will be placed in the supervisory file. Upon officer request, a copy of the records and anecdotal notes within the file will be provided.
