EMPLOYEE ASSESSMENT Sample Clauses

EMPLOYEE ASSESSMENT. Any safety-sensitive employee who tests positive for the presence of controlled substances or whose breath alcohol concentration is above the minimum thresholds set forth in the Department of Transportation guidelines will be assessed by a Substance Abuse Professional (SAP). The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. If a safety-sensitive employee is returned to duty following rehabilitation, he/she must agree to and sign a Return-To-Duty Agreement, pass a return-to-duty controlled substance and/or alcohol test and be subject to unannounced follow-up tests for a period of one to five years, as determined by the SAP. Referral to the Substance Abuse Professional (SAP) and any other recover treatment costs will be borne by the safety- sensitive employee. Employee will be immediately terminated on the occurrence of a second verified positive test result within 36 months and may be terminated or offered additional rehabilitation at the City’s sole discretion after 36 months.
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EMPLOYEE ASSESSMENT. The Superintendent shall establish procedures for assessing the performance of duties and responsibilities of all personnel employed in the district. The School Board shall provide training programs, which are based upon guidelines provided by the Florida Council on Educational Management to ensure that all individuals with evaluation responsibilities understand the proper use of the assessment criteria and procedures. All personnel shall be fully informed of the criteria and procedures associated with the assessment process before the assessment takes place. A written report of each assessment shall be made and a copy thereof shall be given to the employee no later than ten (10) days after the assessment takes place. The written report of The person responsible for preparing the report shall discuss assessment with the employee. The employee shall have the right to initiate a written response to the assessment and the response shall become a permanent attachment to his/her personnel file. In the event that an employee is not performing his/her duties in a satisfactory manner, the evaluator shall notify the employee in writing of such determination and describe such unsatisfactory performance. The evaluator shall thereafter confer with the employee, make recommendations with respect to specific areas of unsatisfactory performance and provide assistance in helping to correct such deficiencies within a reasonable prescribed period of time. The assessment criteria for the ▇▇▇▇▇▇▇▇ County School District shall be in accordance with Florida Statutes and as determined by the local district. A committee of employees from various levels shall be formed to make suggestions for assessment forms and procedures to the Superintendent or his designee, but this committee shall be of an advisory nature only. The Superintendent shall establish the due dates for the district assessment program. Only an employee’s supervisor may make an evaluation.
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EMPLOYEE ASSESSMENT. A. Any safety-sensitive employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40, as amended, will be evaluated by a Substance Abuse Professional (SAP). A SAP is a licensed physician, or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of controlled substance or alcohol-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. B. An employee who test positive for the presence of alcohol, and is referred to a SAP for assessment, shall have the option to take advantage of the following applicable review process: 1. If the County contracts with an outside provider for SAP services, the following process will apply: After a SAP has recommended treatment and the employee has met with a treatment provider to prepare a treatment plan, the employee may request that his/her case be reviewed by a County Employee Assistance Program SAP if the employee disagrees with the treatment recommendation. 2. If the County does not contract with an outside provider for SAP services, the following process will apply: After a County Employee Assistance Program SAP has recommended treatment and the employee has met with a treatment provider to prepare a treatment plan, the employee may request that his/her case be reviewed by a qualified third party SAP if the employee disagrees with the treatment recommendation. The County and the Union will mutually select the third party SAP. C. If a safety-sensitive employee is allowed to return-to-duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the employee must pass return-to-duty drug and alcohol tests, and be subject to unannounced follow-up tests for a period of up to five years from date of return to duty. Should the employee be unavailable for follow-up testing due to approved leave of absence, seasonal layoff, out or reassigned for workers’ compensation , any temporary assignment to nonsafety-sensitive duties (including light duty) or combination thereof, for a period of thirty (30) consecutive days or longer, the employee shall be re-evaluated by the SAP to determine whether the requirement for and term of treatment and/or the Return to Work Agreement shall be extended...
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EMPLOYEE ASSESSMENT. Any safety-sensitive employee who tests positive for the presence of controlled substances or whose breath alcohol concentration is above the minimum thresholds set forth in the Department of Transportation guidelines will be assessed by a Substance Abuse Professional (SAP). A SAP is a licensed physician, psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinically experienced in the diagnosis and treatment of alcohol related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. If a safety-sensitive employee is returned to duty following rehabilitation, he/she must agree to and sign a Return-To-Duty Agreement, pass a return-to-duty controlled substance and/or alcohol test and be subject to unannounced follow-up tests for a period of one to five years, as determined by the SAP. The cost of any rehabilitation and subsequent controlled substance and/or alcohol testing is borne by the safety- sensitive employee and is on a one time basis only. Employee will be immediately terminated on the occurrence of a second verified positive test result. Employees may use accumulated sick leave, vacation and floating holidays, if any, to participate in the prescribed rehabilitation program.
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EMPLOYEE ASSESSMENT. Section 1 The parties agree that the primary objective of the program to evaluate performance is to improve the quality of services. All observations of Employees for the purpose of assessment shall be conducted openly and with full knowledge of the Employee. The Principal, or other administrator designated by the Superintendent in charge of EMPLOYEE supervision, shall be responsible for the administration of the procedure for evaluating performance. The evaluators shall meet with all employees, no later than 2 weeks following the 1st nine weeks grading period, and inform each Employee (individually, in small groups, or in a faculty meeting) of the criteria and procedures associated with the assessment process before any assessment takes place. The evaluator shall explain his expectations when informing the Employees of the assessment criteria and procedures. Employees shall have five days to request additional explanations of criteria and procedures. Section 2 Each Employee will participate in an initial session and discuss performance expectations/goals for the position. The Principal/Supervisor will schedule an interim performance review(s) based on the nature of the objectives, previous performance and individual need for constructive feedback. Any observation(s) which is/are made for the purpose of assessment, shall be reduced to writing and discussed with the Employee within 10 workdays of said observation. The Employee will receive a written copy of both the initial goal session and the interim performance review. The final performance review conference will be scheduled by the Principal/Supervisor in which the Employee receives final ratings on performance. The Employee will receive a copy of the final written performance review. Such signature of the Employee shall indicate that the Employee has read the performance report; however, such signature does not necessarily mean the Employee agrees with the performance report. The Employee shall have the right to make any desired comments on the performance report form, if necessary, and both the form and comments shall become part of the Employee's personnel file. Section 3 If the Principal/Supervisor determines that the Employee's performance has at any time during the performance assessment cycle been considered to be at a level less than satisfactory, a Professional Development Assistance Plan, complete with assistance and time frame for correction will be established. If, at the time of the summati...
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EMPLOYEE ASSESSMENT. Workers Compensation and Rehabilitation To be completed by the employee (and Workers’ Compensation staff if applicable) Does the employee have a pre-existing injury that may be aggravated by performing University work tasks from a remote location? Yes No If “Yes”, discuss and answer questions below with University Health Safety and Wellbeing team prior to proceeding. If “No”, skip to Part C. below. Has the employee seen a health / medical professional about this issue? Yes No Does the employee have any recommendations / restrictions from a health / medical professional? Yes No
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EMPLOYEE ASSESSMENT. Any Chillicothe Police Department employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in this policy, will be referred for evaluation by a Substance Abuse Professional (SAP). A SAP is a licensed or certified physician, psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of alcohol and drug-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited drug use or alcohol misuse. Assessment by a SAP or participation in the City’s Employee Assistance Program (EAP) does not shield an employee from disciplinary action. If a Chillicothe Police Department employee is allowed to return-to-duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the Chillicothe Police Department employees must have negative return-to-duty drug and alcohol tests, and be subject to unannounced follow-up testing for a period of one to five years.
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EMPLOYEE ASSESSMENT. Any Member performing safety-sensitive functions who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in this Section will be referred for evaluation by a Substance Abuse Professional (SAP). The SAP will evaluate each such Member to determine what assistance, if any, the Member needs in resolving problems associated with prohibited drug use or alcohol misuse. If a Member who is a driver or performing safety-sensitive functions is allowed to return-to-duty, he or she must: 1. Properly follow the rehabilitation program prescribed by the SAP; 2. Test negative on a return-to-duty drug and/or alcohol test; and 3. Be subject to unannounced follow-up tests for a period of up to five years. 4. The cost of any treatment or rehabilitation services will be paid for by the Member or his or her insurance provider. A Member will be allowed to take accumulated sick leave, vacation leave, E.O.D. compensatory time, and Family Medical Leave Act leave to participate in the recommended rehabilitation program.
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Related to EMPLOYEE ASSESSMENT

  • Performance Assessment 6.1 The Performance Plan (Annexure A) to this Agreement sets out key performance indicators and competencies that needs to be evaluated in terms of – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 During the intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will also be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.13 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met (qualitative and quantitative) and with due regard to ad-hoc tasks that had to be performed under the KPI; 6.6.2 A rating on the five-point scale described in 6.9 below shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Diagnostic Assessment 6.3.1 Boards shall provide a list of pre-approved assessment tools consistent with their Board improvement plan for student achievement and which is compliant with Ministry of Education PPM (PPM 155: Diagnostic Assessment in Support of Student Learning, date of issue January 7, 2013). 6.3.2 Teachers shall use their professional judgment to determine which assessment and/or evaluation tool(s) from the Board list of preapproved assessment tools is applicable, for which student(s), as well as the frequency and timing of the tool. In order to inform their instruction, teachers must utilize diagnostic assessment during the school year.

  • Needs Assessment 1. The Contractor shall conduct a cultural and linguistic group-needs assessment of the eligible client population in the Contractor’s service area to assess the language needs of the population and determine what reasonable steps are necessary to ensure meaningful access to services and activities to eligible individuals. [22 CCR 98310, 98314] The group-needs assessment shall take into account the following four (4) factors: a. Number or proportion of persons with Limited English Proficiency (LEP) eligible to be served or encountered by the program. b. Frequency with which LEP individuals come in contact with the program. c. Nature and importance of the services provided. d. Local or frequently used resources available to the Contractor. This group-needs assessment will serve as the basis for the Contractor’s determination of “reasonable steps” and provide documentary evidence of compliance with Cal. Gov. Code § 11135 et seq.; 2 CCR 11140, 2 CCR 11200 et seq., and 22 CCR98300 et seq. 2. The Contractor shall prepare and make available a report of the findings of the group-needs assessment that summarizes: a. Methodologies used. b. The linguistic and cultural needs of non-English speaking or LEP groups. c. Services proposed to address the needs identified and a timeline for implementation. [22 CCR 98310] 3. The Contractor shall maintain a record of the group-needs assessment on file at the Contractor’s headquarters at all times during the term of this Agreement. [22 CCR 98310, 98313]

  • Health Examination The University will provide to each member of the bargaining unit a physical examination at the time of employment. Thereafter, an exam will be provided if required by the appropriate accrediting authority or the University or by statute. Staff members returning from medical or disability leave must present a note from the treating physician which indicates the date the staff member was able to return to duty and certifying the staff member’s fitness to return to work full duty. The University may, at its own cost and expense, have a physician of its choosing perform a physical examination of the staff member to ensure fitness and capability to return to work.

  • Environmental Assessment and Mitigation Development of a transportation project must comply with applicable environmental laws. The party named in article 1, Responsible Parties, under AGREEMENT is responsible for the following: A. The identification and assessment of any environmental problems associated with the development of a local project governed by this Agreement. B. The cost of any environmental problem’s mitigation and remediation. C. Providing any public meetings or public hearings required for the environmental assessment process. Public hearings will not be held prior to the approval of Project schematic. D. The preparation of the NEPA documents required for the environmental clearance of this Project. If the Local Government is responsible for the environmental assessment and mitigation, before the advertisement for bids, the Local Government shall provide to the State written documentation from the appropriate regulatory agency or agencies that all environmental clearances have been obtained.