Employee Performance Evaluation Procedures Sample Clauses

The Employee Performance Evaluation Procedures clause outlines the process by which an employer assesses and reviews an employee's job performance. Typically, this clause details the frequency of evaluations, the criteria or metrics used for assessment, and the steps involved, such as self-assessments, supervisor reviews, and feedback sessions. By establishing a clear and consistent framework for performance reviews, this clause ensures transparency, helps identify areas for improvement, and supports decisions related to promotions, compensation, or corrective actions.
Employee Performance Evaluation Procedures. 2 ARTICLE V: ASSOCIATION RIGHTS 3 ARTICLE VI: DISTRICT RIGHTS 4 ARTICLE VII: HOURS OF EMPLOYMENT AND OVERTIME COMPENSATION 5
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Employee Performance Evaluation Procedures. 3.1 During Probationary Period (Initial and Promotional) 3.1.1 One (1) performance evaluations shall be conducted during the probationary period. If concerns exist, a second evaluation may be conducted at the discretion of the District. This does not preclude the District’s management rights to release an employee from probationary employment at any time.
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Employee Performance Evaluation Procedures. Procedures for preparation, administration and approval of employee performance appraisals shall be those procedures contained in the Personnel Rules. Additionally, employees may appeal overall performance ratings of “NEEDS IMPROVEMENT” reviews to the Human Resources Manager when the review results in denial or postponement of a step increase. This appeal is not part of the grievance process and the decision of the Human Resources Manager is final. Appeals must be submitted in writing to the Human Resources Manager within ten calendar days of meeting with his or her department head as provided for in Section 15 of the Personnel Rules, Regulations and Procedures.
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Employee Performance Evaluation Procedures 
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Related to Employee Performance Evaluation Procedures

  • Employee Performance Review When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read. An employee shall be entitled to a minimum of two (2) work days to review the performance review prior to providing any response to the Employer, verbally or in writing, with respect to the evaluation.

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • CONTRACTOR PERFORMANCE AUDIT The Contractor shall allow the Authorized User to assess Contractor’s performance by providing any materials requested in the Authorized User Agreement (e.g., page load times, response times, uptime, and fail over time). The Authorized User may perform this Contractor performance audit with a third party at its discretion, at the Authorized User’s expense. The Contractor shall perform an independent audit of its Data Centers, at least annually, at Contractor expense. The Contractor will provide a data owner facing audit report upon request by the Authorized User. The Contractor shall identify any confidential, trade secret, or proprietary information in accordance with Appendix B, Section 9(a), Confidential/Trade Secret Materials.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.