Common use of Written Performance Appraisals Clause in Contracts

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. 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. The appraisal shall contain information related to the Employee’s performance of the duties assigned and factors related thereto occurring within the calendar year. Following the annual performance evaluation process, the Employee’s Performance Appraisal File will be purged of the past year’s log notes and notations, unless there is an ongoing investigation pending litigation, or Performance Plan that spans the previous and new year. Unfinished investigations or pending discipline and pending litigation will not be considered in an appraisal. A less than overall satisfactory performance appraisal may be appealed in accordance with PERforM guidelines. The Employee may request performance appraisal that is overall less than successful be reviewed by Human Resources. The signing of the performance appraisal indicates that the Employee has received and reviewed the appraisal and does not mean that the Employee agrees with the appraisal. In the event the Employee refuses to sign the appraisal, this refusal will be witnessed and documented by another staff.