Common use of COMPLETING THE EVALUATION FORM Clause in Contracts

COMPLETING THE EVALUATION FORM. 15.4.1 The purpose of the evaluation is to provide an opportunity for the employee and supervisor to have an open discussion concerning the employee’s performance, and to develop plans for maintaining a high performance level, setting goals, or improving performance, as warranted. The performance evaluation also serves to document the employee’s performance over the period specified. The performance evaluation is intended as a tool for constructive feedback and not discipline; however, performance evaluations can be used as evidence in a disciplinary process 15.4.2 Upon receiving the evaluation form, and in order to facilitate the primary purpose of the evaluation meeting, the employee will have the opportunity to discuss the evaluation with the supervisor. 15.4.3 When a supervisor has a concern about an employee’s performance, the employee should be made aware of the problem at the time of occurrence, so the employee has the opportunity to take corrective action prior to the preparation of the evaluation. Performance issues which would lead to a rating of not satisfactory or to comments in Section three (3) of the evaluation form which have not been brought to the attention of the employee before the performance evaluation, will not be included in the employee’s performance evaluation, but may be included in the professional development/improvement plan (Appendix 15.4.4 An employee's work performance shall be evaluated by placing an X in the appropriate box opposite the factor being reported. In addition, the supervisor should state in the appropriate section the employee’s job strengths, progress in achieving set goals, goals set for the next year, and any performance deficiencies or job behavior requiring improvement or correction.

COMPLETING THE EVALUATION FORM. 15.4.1 The purpose of the evaluation is to provide an opportunity for the employee and supervisor to have an open discussion concerning the employee’s performance, and to develop plans for maintaining a high high-performance level, setting goals, or improving performance, as warranted. The performance evaluation also serves to document the employee’s performance over the period specifiedspecific period. The performance evaluation is intended as a tool for constructive feedback and not discipline; however, performance evaluations can be used as evidence in a disciplinary process 15.4.2 Upon receiving the evaluation form, and in order to facilitate the primary purpose of the evaluation meeting, the employee will have the opportunity to discuss the evaluation with the supervisor. 15.4.3 When a supervisor has a concern about an employee’s performance, the employee should be made aware of the problem at the time of occurrence, so the employee has the opportunity to take corrective action prior to the preparation of the evaluation. Performance issues which would lead to a rating of not satisfactory or to comments in Section three (3) of the evaluation form which have not been brought to the attention of the employee before the performance evaluation, will not be included in the employee’s performance evaluation, but may be included in the professional development/improvement plan (Appendixwill 15.4.4 An employee's work performance shall be evaluated by placing an X in the appropriate box opposite the factor being reported. In addition, the supervisor should state in the appropriate section the employee’s job strengths, progress in achieving set goals, goals set for the next year, and any performance deficiencies or job behavior requiring improvement or correction.

COMPLETING THE EVALUATION FORM. 15.4.1 The purpose of the evaluation is to provide an opportunity for the employee and supervisor to have an open discussion concerning the employee’s performance, and to develop plans for maintaining a high performance level, setting goals, or improving performance, as warranted. The performance evaluation also serves to document the employee’s performance over the period specified. The performance evaluation is intended as a tool for constructive feedback and not discipline; however, performance evaluations can be used as evidence in a disciplinary process 15.4.2 Upon receiving the evaluation form, and in order to facilitate the primary purpose of the evaluation meeting, the employee will have the opportunity to discuss the evaluation with the supervisor. 15.4.3 When a supervisor has a concern about an employee’s performance, the employee should be made aware of the problem at the time of occurrence, so the employee has the opportunity to take corrective action prior to the preparation of the evaluation. Performance issues which would lead to a rating of not satisfactory or to comments in Section three (3) of the evaluation form which have not been brought to the attention of the employee before the performance evaluation, will not be included in the employee’s performance evaluation, but may be included in the professional development/improvement plan (Appendixbut 15.4.4 An employee's work performance shall be evaluated by placing an X in the appropriate box opposite the factor being reported. In addition, the supervisor should state in the appropriate section the employee’s job strengths, progress in achieving set goals, goals set for the next year, and any performance deficiencies or job behavior requiring improvement or correction.