Written Performance Appraisals Clause Samples
Written Performance Appraisals. All Employees will receive a performance appraisal, or summary, at least annually, as required by the State’s Productivity, Excellence and Results for Missouri system (PERforM). It should normally be completed by their immediate supervisor or a supervisor who directed or had sufficient knowledge of the Employee’s work during the period covered by the appraisal, and reviewed by the next higher level of supervision on or before March 31. Employees’ signatures on the appraisals indicate the Employee has received and reviewed the appraisal. Such signatures shall not constitute agreement with the content of the appraisal. The appraisal shall be discussed with the Employee, and the Employee shall be given a copy as soon as possible. Appraisals are based on following five performance components: knowledge of work, quality of work, situational responsiveness, initiative and dependability. Supervisors (Raters) provide Employees with a written planning document containing performance objectives for each of the components at the beginning of every appraisal period. These objectives must be clearly communicated to the Employee, and be attainable during the appraisal period. Observations in the appraisal should identify positive and negative changes in job performance of duties stated in the Employee’s performance plan or job description, as well as conduct, and work habits. Appraisals should portray work performance rather than personal characteristics. Specific work-related conduct and behavior (undesirable and desirable) should be recorded. The Rater should address undesirable conduct by describing conditions in which an Employee’s behavior has affected performance and be specific about required improvement. The Rater should reinforce desirable conduct of Employees by recognizing and praising positive behavior. If an appraisal is amended or adjusted after the Employee has signed, such changes shall be discussed with the Employee. The Employee shall be given the opportunity to comment in writing on the adjusted appraisal and shall be given a copy of the adjusted appraisal. The performance appraisal may be adjusted as per the PERforM Guidelines . As part of the appraisal process, the Employee will be informed of the process and timelines for submitting rebuttals to all or portions of the appraisal the Employee does not agree with. The Employee or the Union may submit a written rebuttal to an appraisal if the Employee disagrees totally, or in part, with the appraisal. ...
Written Performance Appraisals. If work performance problems are identified, the supervisor may offer constructive suggestions and assist the Employee in resolving the problems. If needed, a performance plan will be developed, and will state specific work-performance objectives and time periods in which the problems will be addressed. The performance plan shall not be considered to be disciplinary action. It should not be punitive or threatening in nature. The supervisor shall maintain a written record of each follow-up session within the Employee log notes and shall provide a copy of this record to the Employee immediately to keep the Employee apprised of his progress in meeting the objectives stated in the Performance plan. Performance Plans will have a specified end date, not to exceed three months. Performance Plan end dates will not be extended due to the supervisor‟s inability to properly monitor the Performance Plan or meet with the Employee as directed by the Performance Plan. If an Employer requires an Employee to work extra hours, the Employer and Employee will work together to develop a plan for working hours (in accordance with labor laws pertaining to Code 2 Employees). Employees will not be required to meet or work during their lunch break in order to comply with a Performance Plan nor will Employees be required to take work home to meet or comply with a Performance Plan. The Employee will be allowed representation in the Performance Plan final evaluation pre-disciplinary conference.
Written Performance Appraisals. All employees will receive an annual performance appraisal completed by their immediate supervisor who is outside the bargaining unit and has firsthand knowledge of the employee’s p erformance. The appraisal will be reviewed by the next higher level of supervision, within thirty (30) days before or after the due date. The evaluation shall be fair and accurate, and as objective as possible. The evaluation shall be limited to factors relating to the employee's work performance and for which they are accountable. Employees’ signatures on the appraisals indicate the employee has received and reviewed the appraisal. Such signatures shall not constitute agreement with the content of the appraisal. The appraisal shall be discussed with the employee, and the employee shall be given a copy within the shift the appraisal takes place. The employee may submit a written rebuttal to an appraisal if the employee disagrees totally, or in part, with the appraisal. The employee’s rebuttal shall be considered part of the evaluation process with a copy attached to the original evaluation and placed in the employee’s personnel record. A less than overall satisfactory performance appraisal may be appealed through the grievance procedure as outlined in this Agreement.