End-Of-Year Appraisal Clause Samples

End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. performance rating; 2. specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. modifications to the employee's job description, if any; and 4. recommendations for training to enhance the employee's skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. An appointing authority may change an employee's end-of-cycle final evaluation only with written justification, which cites the employee's performance standards/behavioral elements and the employee's actual performance. The supervisor shall give employees a copy of the end-of-year appraisal and a copy will be placed in the employee's personnel file. A statement of an employee's objection to an appraisal or comment may be attached and put in their personnel file.
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End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following:
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End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. performance rating; 2. specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. modifications to the employee's job description, if any; and 4. recommendations for training to enhance the employee's skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. The supervisor responsible for the end-of-cycle appraisal must have been the employee’s supervisor for at least 120 days. If such is not the case, the second level supervisor shall prepare the appraisal. If an employee is transferred, the employee shall be given an exit appraisal and it shall be used in conjunction with the employee’s new supervisor’s appraisal unless the employee has been working under the new supervisor for at least six months and the employee and the Employer mutually agree not to use the former supervisor’s appraisal. When both appraisals are used, they shall be averaged in accordance with the number of months evaluated by each appraisal. An appointing authority may change an employee's end-of-cycle final evaluation only with written justification, which cites the employee's performance standards/behavioral elements and the employee's actual performance. The supervisor shall give employees a copy of the end-of-year appraisal and a copy will be placed in the employee's personnel file. A statement of an employee's objection to an appraisal or comment may be attached and put in their personnel file.
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End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. Performance rating; 2. Specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. Modifications to the employee’s job description, if any; and 4. Recommendations for training to enhance the employee’s skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. An appointing authority may change an employee’s end-of-cycle final evaluation only with written justification, which cites the employee’s performance standards/behavioral elements and the employee’s actual performance. The supervisor shall give employees a copy of the end of-year appraisal within 30 days of the date of the PEP meeting, and a copy will be placed in the employee’s personnel file. A statement of an employee’s objection to an appraisal or comment may be attached and put in their personnel file.
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End-Of-Year Appraisal. The end-of-year evaluation shall be based on those performance factors and objectives and standards established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Individual performance factors established by the Department Head or designee that will assist the employee in accomplishing the employee's overall objective for the next evaluation period; 4. Recommendations for training as appropriate; and 5. A written self-assessment prepared by the employee, if they so desire. The performance evaluation requires the approval of the evaluating supervisor's supervisor or the Chief. The approval should be secured prior to the end-of-year evaluation meeting with the employee. The evaluating supervisor will meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Annual Performance evaluations of Meets Standards or above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. Informal mid-year performance reviews are not grievable.
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End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. Performance rating; 2. Specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. Modifications to the employee’s job description, if any; and 4. Recommendations for training to enhance the employee’s skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. An appointing authority may change an employee’s end-of-cycle final evaluation only with written justification, which cites the employee’s performance standards/behavioral elements and the employee’s actual performance. The supervisor shall give employees a copy of the end of-year appraisal within 30 days of the date of the PEP meeting, and a copy will be placed in the employee’s personnel file. A statement of an employee’s objection to an appraisal or comment may be attached and put in their personnel file. The Performance Evaluation is intended to facilitate communication between employees and supervisors regarding expectations and job performance. The process offers employees and supervisors an opportunity to acknowledge the successes achieved over the year, and to openly discuss areas for enhancement and improvement. In cases of poor performance, it is meant to compliment the disciplinary process by providing a means to assist employees to improve.
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End-Of-Year Appraisal. The end-of-year appraisal, which the appointing authority will approve before it is final, shall include the following: 1. Performance rating; 2. Specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. Modifications to the employee’s job description, if any; and 4. Recommendations for training to enhance the employee’s skills, if any.
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End-Of-Year Appraisal for Employees who are not classroom teachers 1. Performance rating; 2. Specific tasks the employee needs to achieve during the next appraisal period and performance standards/behavioral elements; 3. Modifications to the employee’s job description, if any; and 4. Recommendations for training to enhance the employee’s skills, if any. The Employer will not prescribe a forced distribution of levels for ratings for employees covered by this Agreement. No quotas or other limitations shall be applied to employee ratings. After notifying the employee of the intent to do so, an appointing authority may change an employee’s end-of-cycle final evaluation only with written justification, which cites the employee’s performance standards/behavioral elements and the employee’s actual performance. In such cases, after reviewing the completed new evaluation, the employee may write a response if they so choose. This response, if any, shall be included in the employee’s personnel file. The supervisor shall give employees a copy of the end-of-year appraisal within 30 days of the date of the PEP meeting, but no later than two weeks before the conclusion of the school year, and a copy will be placed in the employee’s personnel file. A statement of an employee’s objection to an appraisal or comment, if any, shall be attached and put in their personnel file. The Performance Evaluation is intended to facilitate communication between employees and supervisors regarding expectations and job performance. The process offers employees and supervisors an opportunity to acknowledge the successes achieved over the year, and to openly discuss areas for enhancement and improvement. In cases of poor performance, it is meant to complement the disciplinary process by providing a means to assist employees to improve.
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End-Of-Year Appraisal. The results of educational activities for an academic year will be drawn together and included in a formal structured educational supervisor’s report. This will cover the overall performance of the trainee in each placement. The overall judgment of a trainee will include a triangulated view of the doctor’s performance, which will include their participation in educational activities, appraisals, the assessment process and recording of this in Kaizen (e- portfolio). The outcome of the final appraisal discussion should be agreed by both the ▇▇▇▇▇▇▇ and the educational supervisor and recorded in the trainee’s Kaizen(e- portfolio) in the structured supervisor’s report and end of training year appraisal form. Placement reports put together in an annual structured educational supervisor’s report will form the basis of the education supervisor’s recommendations of satisfactory completion of the year of training. Please follow the above steps for the Induction Appraisal as guidance to complete the End of year appraisal form.
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Related to End-Of-Year Appraisal

  • Performance Appraisal Section 1. The employee will be rated by his/her immediate supervisor. The performance appraisal will be reviewed by the next higher level supervisor. The rater will discuss the performance appraisal with the employee. The employee shall have the opportunity to provide his/her comments to be attached to the performance appraisal. The employee shall sign the performance appraisal and that signature shall only indicate that the employee has read the performance appraisal. A copy shall be provided the employee at this time. If there are any changes or recommendations to be made in the performance appraisal after the rater has discussed it with the employee, the performance appraisal shall be returned to the rater for discussion with the employee before these changes can be made. The employee shall have the opportunity to comment on these changes. The employee shall sign the new performance appraisal and that signature shall only indicate that the employee has read the performance appraisal. A copy shall be provided the employee at this time. All written comments provided by the employee within thirty (30) days shall be attached to the performance appraisal. Performance evaluations are not grievable nor arbitrable under this Agreement. Section 2. Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee's eligibility date even if the employee is at the maximum rate for his/her class. Performance shall be measured using the following criteria: A) Classification specifications developed and promulgated by the Human Resource Services Division of the Department of Administrative Services; B) An individual position description, reduced to writing; C) A written work plan when applicable; D) Written memorandum, when necessary; and E) Disciplinary action under Article 55 (Discipline and Discharge). These criteria shall be the primary factors upon which an employee's performance is judged and upon which annual performance pay decisions are determined. Section 3. No salary denial may be based upon any factor other than those listed above, except a denial based upon a disciplinary action.

  • Performance Appraisals 3201 The Employer shall complete a written appraisal of a nurse's performance at least bi-annually. Upon request, the nurse shall be given an exact copy of the appraisal. 3202 The nurse shall have an opportunity to read such document. 3203 The nurse's signature on such document merely signifies that the contents of the document have been read. 3204 If the nurse disputes the appraisal, she/he may file a reply to the document in accordance with Article 29, and/or she/he may file a grievance under Article 12 of this Agreement.

  • The Appraisal The Mortgage Loan Documents contain an appraisal of the related Mortgaged Property by an appraiser who is licensed in the state where the Mortgaged Property is located, and who had no interest, direct or indirect, in the Mortgaged Property or in any loan made on the security thereof; and whose compensation is not affected by the approval or disapproval of the Mortgage Loan, and the appraisal and the appraiser both satisfy the applicable requirements of Title XI of the Financial Institution Reform, Recovery, and Enforcement Act of 1989 and the regulations promulgated thereunder, all as in effect on the date the Mortgage Loan was originated;

  • INDEPENDENT PRICE DETERMINATION 6.1 By signing and submitting this bid, the Bidder certifies that the prices in this bid have been arrived at independently, without consultation, communication or agreement, for the purpose of restricting competition, as to any matter relating to such prices with any other Bidder or with any competitor; unless otherwise required by law, the prices which have been quoted in this bid have not been knowingly disclosed by the Bidder prior to bid opening directly or indirectly to any other Bidder or to any competitor; no attempt has been made, or will be made, by the Bidder to induce any person or firm to submit, or not to submit, a bid for the purpose of restricting competition.

  • PRICE ESCALATION/DE-ESCALATION (CPI) The County may allow a price escalation provision within this award. The original contract prices shall be firm for an initial one (1) year period. A price escalation/de-escalation will be considered at one (1) year intervals thereafter, provided the Contractor notifies the County, in writing, of the pending price escalation/de-escalation a minimum of sixty (60) days prior to the effective date. Price adjustments shall be based on the latest version of the Consumers Price Index (CPI-U) for All Urban Consumers, All Items, U.S. City Average, non-seasonal, as published by the U.S. Department of Labor, Bureau of Labor Statistics. This information is available at ▇▇▇.▇▇▇.▇▇▇. Price adjustment shall be calculated by applying the simple percentage model to the CPI data. This method is defined as subtracting the base period index value (at the time of initial award) from the index value at time of calculation (latest version of the CPI published as of the date of request for price adjustment), divided by the base period index value to identify percentage of change, then multiplying the percentage of change by 100 to identify the percentage change. Formula is as follows: Current Index – Base Index / Base Index = % of Change CPI for current period 232.945 Less CPI for base period 229.815 Equals index point change 3.130 Divided by base period CPI 229.815 Equals 0.0136 Result multiplied by 100 0.0136 x 100 Equals percent change 1.4% % of Change x 100 = Percentage Change CPI-U Calculation Example: A price increase may be requested only at each time interval specified above, using the methodology outlined in this section. To request a price increase, Contractor shall submit a letter stating the percentage amount of the requested increase and adjusted price to the Orange County Procurement Division. The letter shall include the complete calculation utilizing the formula above, and a copy of the CPI-U index table used in the calculation. The maximum allowable increase shall not exceed 4%, unless authorized by the Manager, Procurement Division. All price adjustments must be accepted by the Manager, Procurement Division and shall be memorialized by written amendment to this contract. No retroactive contract price adjustments will be allowed. Should the CPI-U for All Urban Consumers, All Items, U.S City Average, as published by the U.S. Department of Labor, Bureau of Labor Statistics decrease during the term of the contract, or any renewals, the Contractor shall notify the Orange County Procurement Division of price decreases in the method outlined above. If approved, the price adjustment shall become effective on the contract renewal date. If the Contractor fails to pass the decrease on to the County, the County reserves the right to place the Contractor in default, cancel the award, and remove the Contractor from the County Vendor List for a period of time deemed suitable by the County. In the event of this occurrence, the County further reserves the right to utilize any options as stated herein.