Employer’s subjective evaluation. The Employer shall evaluate all candidates for promotion based upon their past job performance, experience and education. The Employer will assign a point score from a minimum of zero (0) to a maximum of twenty (20) points based upon his subjective review and evaluation. The Employer shall send the subjective evaluation to the Human Resources Department prior to reviewing the written examination of a candidate. A score of ten (10) points will be considered a satisfactory evaluation. A score of below ten (10) points will only be given in instances of a review considered by the Employer to be below the standard of satisfactory. Any applicant receiving such a below satisfactory review may, by written request to the Employer or his designated representative, receive in writing the reasons for such review. Such below satisfactory review evaluations by the Employer are subject to the grievance procedure. However, if the grievance is taken to arbitration, the arbitrator shall only have the authority to change the decision of the Employer if it is demonstrated that the Employer has not reviewed the candidate's past job performance, experience, and education in a fair and impartial manner or that the Employer's evaluation was arbitrary, capricious, done in bad faith, and/or for discriminatory purposes.
Employer’s subjective evaluation. The Employer shall evaluate all candidates for promotion based upon their past job performance, experience, qualifications and education. The Employer will assign a point score of from a minimum of zero (0), to a maximum of twenty (20) points based upon his subjective review and evaluation. Such score will be sent to the Human Resources Department prior to the Employer having knowledge of an applicant’s written examination result. A score of ten (10) points will be considered a satisfactory evaluation. A score of below ten (10) points will only be given in instances of a review considered by the Employer to be below the standard of satisfactory. Any applicant receiving such a below satisfactory review may, by written request to the Employer or his designated representative, receive in writing the reasons for such review. Such below satisfactory review evaluations by the Employer are subject to the grievance procedure. However, if the grievance is taken to arbitration, the arbitrator shall only have the authority to change the decision of the Employer if it is demonstrated that the Employer has not reviewed the candidate’s past job performance, experience, qualifications and education in a fair and impartial manner or that the Employer’s evaluation was arbitrary, capricious, done in bad faith, and/or for discriminatory purposes. Each candidate’s total point score will be determined by the total of points earned in Sections 11.1 (a) (b), and (c). Each candidate shall, upon written request of the Employer or his designated representative, be entitled to review all scores he received under this section. With the exception of review by a candidate of his own score, all evaluations under this Agreement are to be kept strictly confidential. No candidate will be allowed to review any other candidate’s evaluation. All employees promoted under the provisions of this Agreement shall serve a probationary period of six (6) months in their new job classification from the effective date of such promotion. The Employer may extend this probationary period for an additional period not to exceed three (3) months. The Employer may revoke the promotion of such employees who do not in his discretion satisfactorily complete this probationary period; however, such a decision on the part of the Employer is subject to an independent arbitrator’s review under the provisions of Article 6 as described in this Agreement. The arbitrator must find that the Employer had sufficient reason ...
