Appraisal Meeting. 23.4.1 On or prior to the Appraisal Due Date, the manager and employee will meet to formally review the employee’s performance and development over the previous performance cycle (Appraisal Meeting), the employee’s Job Plan and the employee’s upcoming Job Plan. Provided that where an employee is unavailable because of leave (including because the employee is on parental leave or is absent due to long term illness or injury), the Appraisal Meeting will be held as soon as possible on their return from leave.
Appraisal Meeting. The evaluator will meet with the employee to review the employee’s performance appraisal report.
Appraisal Meeting. Before beginning developing or reporting of any appraisal work, the CONSULTANT (including any sub- consultants) and the Review Appraiser shall meet jointly with the LPA to discuss project plans, Right of Way procedures and the appraisal scope of work. At the meeting, the type of appraisal reports (Total Before and After of Improved Property, Land, and Short Form appraisal reports), parcels that may qualify for use of waiver valuations, and the need for specialty reports will be discussed. At this meeting the LPA shall provide to the CONSULTANT the following:
Appraisal Meeting. The purpose of the pre-appraisal meeting is to provide the employee an opportunity to meet with the rating official prior to the formal appraisal meeting. At the pre-appraisal meeting the employee may: Present an assessment of his or her performance achieved during the appraisal cycle; Inform the rating official of aspects of his or her work of which the rating official may not be aware; and Identify objectives he or she would like to include in the performance plan for the next appraisal period. During the pre-appraisal meeting, the rating official clarifies his or her understanding of the employee’s performance, and discusses the employee’s accomplishments. The rating official may not discuss overall scores, ratings, or awards. Performance Appraisal Meeting Following approval of the performance summary ratings by the approving official, the rating official is responsible for conducting a performance appraisal meeting to present the final rating to the employee. Both the rating official and the employee will sign the final performance rating. If the employee refuses to sign, the rating official should note this in the employee signature block of the summary rating. Refusal to sign does not render the rating invalid. Written Documentation Requirements Rating officials must provide either an overall narrative justification of the summary rating or a written justification for each element rating. They must do one or the other, and may do both. A written justification is required for any element rated below Level 3. Signature by the approving official places both the performance plan and summary rating in effect. A copy of the summary rating must be given to the employee. If the employee disagrees with the rating, he/she may comment in writing to the approving official, normally within five (5) working days of receipt of the rating. Approving officials will respond in writing to the employee’s comments within ten (10) working days. Ratings of Record The following summary performance ratings constitute a rating of record: The annual performance appraisal rating as discussed above; An interim rating given by a departing supervisor or to a departing employee when no opportunity to serve the minimum appraisal period (120 days) in the current cycle remains; or A rating rendered following completion of a PIP.
