Common use of Standards of Performance Clause in Contracts

Standards of Performance. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on the evaluation form or attached to it.

Standards of Performance. The Employer and the Ohio Labor Council Unit 2 Association are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' ’ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's ’s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order State of PoliceOhio, Ohio Labor Council, Inc. Unit 2 Association and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on and maintained wherever the evaluation form or attached to itis maintained.

Standards of Performance. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' ’ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's ’s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on and maintained wherever the evaluation form or attached to itis maintained.

Standards of Performance. The Employer and the Ohio Labor Council Unit 2 Association are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' ’ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's ’s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. State of Ohio, Unit 2 Association and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on and maintained wherever the evaluation form or attached to itis maintained.

Standards of Performance. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' ’ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's ’s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on the evaluation form or attached to it.

Standards of Performance. The language in this Article continues unchanged from the previous Contract. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' ’ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's ’s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on the evaluation form or attached to it.

Standards of Performance. The language in this Article continues unchanged from the previous Contract. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' Employees‟ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's employee‟s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on the evaluation form or attached to it.

Standards of Performance. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' ’ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's ’s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on the evaluation form or attached to itit and maintained wherever the evaluation is maintained.

Standards of Performance. The Employer and the Ohio Labor Council are committed to providing the highest level of service to the citizens of the State of Ohio. Employees' Employees‟ performance will be measured utilizing standards which account for both law enforcement and administrative duties. Employees will be apprised of the relative standards of performance of their job, based upon the employee's employee‟s duty assignment, hours of work and other relative criteria, and counseled if the employee does not meet these standards. The Employer shall not establish a quota system for the issuance of law enforcement violations. Time spent engaged in activities approved by a supervisor of a non-enforcement nature shall be considered in measuring job performance. The Department/Agency retains the right to evaluate employees periodically. If the Department/Agency chooses to use a performance evaluation instrument different than that utilized by the Department of Administrative Services, the Employer/Agency shall notify the Fraternal Order of Police, Ohio Labor Council, Inc. and consult with them prior to implementing the new instrument. Performance evaluations may be appealed to the Department/Agency Director or his/her designee which shall be the final level of review. Employees may comment in writing regarding their performance evaluation. These comments may be made on the evaluation form or attached to it.