Performance Appraisal Process. (8) By the fifth class day after classes reconvene in the Spring Semester, using the university’s faculty activities system, each faculty member will submit to their Department Chairperson or School Director a final report of their accomplishments during the previous calendar year. This report will be accompanied by the faculty member’s proposed goals and objectives for the calendar year (see (3) above). A faculty member who wishes to be considered for the rating of Exceptional Annual Performance is expected to attach full and appropriate documentation of their accomplishments listed in the report. Other faculty are not expected to attach documentation to their accomplishment reports, except for their advisement survey and student rating reports. However, faculty members are required to submit reasonable documentation and/or other information regarding their accomplishment reports when requested to do so by their Chairperson or Director. A tenured faculty member of the rank of University Professor, Professor, or Associate Professor who has received a rating of Meritorious or Exceptional Annual Performance for the previous year, in agreement with his/her Chair- person/Director, may forego the accomplishment report and will receive an adjectival rating of Meritorious Annual Performance. This option may not be used in any two consecutive years. Faculty members who are within 24 months of their approved retirement date may also forego the accomplish- ment report and will receive an adjectival rating of Meritorious Annual Performance.
Performance Appraisal Process. Performance appraisal reports shall be written on forms provided by the District and shall be signed by the person making the appraisal. The worker shall sign the report as evidence of his/her knowledge of its contents. A copy of the report shall be maintained in the official personnel file.
Performance Appraisal Process. 1. At the time of hire, each employee receives the following information and documents: - City mission statement - Division and department mission statement - Job description - Department/division work rules, policies and procedures - List of department/division performance expectations not covered by the above documents - Performance appraisal form and intent statement These materials are discussed with the employee and the employee signs off that s/he has received the documents and understands the information. The employee receives a copy of the sign off sheet and a copy is forwarded to Human Resources for the employee’s personnel file.
Performance Appraisal Process. The employee and supervisor will meet to review the employee’s past performance. The Union and management shall meet to establish a detailed procedure for preparation of an employee’s performance evaluation. If an employee is dissatisfied with his or her final appraisal, there will be a review process with a neutral party involved, as follows: Any member dissatisfied with his or her appraisal may ask for it to be reviewed. The review will be conducted by a review team composed of a member of the Union and a member of management. The Union member will be appointed by the AFSCME President or designee. The member of management will be appointed by the Chief People Officer, or designee. If both members of the review team agree that the appraisal needs adjusted, the team will so advise the Chief People Officer, or designee and the appraisal will be adjusted subject to the final approval of the Chief People Officer. If both team members do not agree that the appraisal needs adjusted, the dissatisfied employee may request review of his or her appraisal by the Chief People Officer. No appeal of the review may be made beyond the Chief People Officer. Appraisals are not subject to the provisions of Article 21.
Performance Appraisal Process. 12.1 All employees will have their performance managed under the Performance Appraisal Process in place in their employing council’s contractual policies and procedures. Managers must ensure that the process is followed in accordance with the relevant council’s agreed process and timescales.
Performance Appraisal Process. A. Performance appraisal is a continuous process of observation and evaluation. It shall reveal how well the actual performance meets the evaluation standards, which aspects of performance need improvement, and which aspects deserve special recognition. A dialogue will take place between the employee and the supervisor at the beginning of the appraisal period for the purpose of achieving a mutual understanding of what is expected of the employee and how the employee’s performance will be evaluated. This discussion will identify the performance appraisal factors appropriate for evaluating the employee’s performance. Changes during the appraisal period in the performance appraisal factors to be applied to the employee’s performance must be made known promptly to the employee. These factors may include any of the following, or others as appropriate, so long as they relate to the duties as assigned and described in the employee’s position description. • Quality of work • Judgment • Quantity of work • Resourcefulness • Promptness in completing work • Initiative • Understanding of job techniques • Adaptability • Understanding of Library of Congress programs • Dependability • Skill in dealing with the public and with staff members of this and other agencies • Cooperativeness • Conduct • Ability to plan projects • Industry • Ability to carry out assignments • Decisiveness • Creativity and imagination applied to job • Leadership • Ability to get along with others • Effectiveness of oral expression • Effectiveness of written expression
Performance Appraisal Process. 10.1 Staff will be performance managed in accordance with their employing Council’s contractual policies and procedures.
Performance Appraisal Process. A. Each Employee will receive an annual performance appraisal. Performance appraisals are intended for constructive personal feedback and for individual development. Performance appraisals will not be substituted for progressive discipline. Performance appraisals will be eligible for Steps 2 and 3 of the grievance procedure as stated in Article 4, however the grievance will not be eligible for Arbitration or Mediation. The performance appraisal shall be discussed with the employee and shall be signed by both the employee and the Employee’s immediate manager or designated representative. The Employee may request a copy of the performance appraisal.
Performance Appraisal Process. The appraisal process involves three distinct stages: performance planning, progress review, and appraisal. Each covered employee must normally receive a rating annually. The appraisal process is used to communicate the Agency’s organizational strategic goals as they relate to the actual work of individuals, reinforce individual employee accountability for meeting the work requirements of the Agency, and track and evaluate individual and organizational results.
Performance Appraisal Process. 26 44. TRADE UNION TRAINING LEAVE..............................................................................................26 Appendix 1 - Salary Schedules
