Common use of Evaluation Period Clause in Contracts

Evaluation Period. A. Regular and short-hour employees who are promoted or transferred shall undergo a ninety (90) calendar day evaluation period, and sixty (60) days worked for part-time, short-hour and on-call employees, in the new position. Should the employee fail to qualify for the new position, he/she shall be returned to his/her former or comparable position held immediately prior to the promotion or transfer, and shall be placed on that step rate which would have been appropriate had the promotion or transfer not occurred. The evaluation period of employees assigned to formal training of four (4) weeks or more will begin upon assignment to the position. B. An employee who has received a promotion or transfer may return to the former job classification held, as described in Paragraph A of this Section, provided each of the following conditions are met: (1) The supervisor has decided to post the job vacated by the employee. (2) The employee must return to the former job classification within thirty (30) calendar days following the date the job was posted. (3) The former job classification has neither been filled nor has a job offer been made to an applicant. C. Upon conclusion of negotiations the Union and the Employer will appoint a joint Labor/Management work group to design a procedure to help new hires and transferees to be successful in their new assignment. The work group will establish guidelines and mechanisms for staff to provide accurate and timely feedback regarding work performance and behavioral aspects of the employee's work. The feedback will be used to assist employees during the new hire's probationary period or the transferee's evaluation period.

Evaluation Period. A. Regular and short-hour employees who are promoted or transferred shall undergo a ninety (90) calendar day evaluation period, and sixty (60) days worked for part-part- time, short-hour and on-call employees, in the new position. Should the employee fail to qualify for the new position, he/she she/they shall be returned to his/her her/their former or comparable position held immediately prior to the promotion or transfer, and shall be placed on that step rate which would have been appropriate had the promotion or transfer not occurred. The evaluation period of employees assigned to formal training of four (4) weeks or more will begin upon assignment to the position. B. An employee who has received a promotion or transfer may return to the former job classification held, as described in Paragraph A of this Section, provided each of the following conditions are met: (1) The supervisor has decided to post the job vacated by the employee. (2) The employee must return to the former job classification within thirty (30) calendar days following the date the job was posted. (3) The former job classification has neither been filled nor has a job offer been made to an applicant. C. Upon conclusion of negotiations the Union and the Employer will appoint a joint Labor/Management work group to design a procedure to help new hires and transferees to be successful in their new assignment. The work group will establish guidelines and mechanisms for staff to provide accurate and timely feedback regarding work performance and behavioral aspects of the employee's ’s work. The feedback will be used to assist employees during the new hire's ’s probationary period or the transferee's ’s evaluation period.

Evaluation Period. A. Regular and short-hour employees who are promoted or transferred shall undergo a ninety (90) calendar day evaluation period, and sixty (60) days worked for part-time, short-hour and on-call employees, in the new position. Should the employee fail to qualify for the new position, he/she she/they shall be returned to his/her her/their former or comparable position held immediately prior to the promotion or transfer, and shall be placed on that step rate which would have been appropriate had the promotion or transfer not occurred. The evaluation period of employees assigned to formal training of four (4) weeks or more will begin upon assignment to the position. B. An employee who has received a promotion or transfer may return to the former job classification held, as described in Paragraph A of this Section, provided each of the following conditions are met: (1) The supervisor has decided to post the job vacated by the employee. (2) The employee must return to the former job classification within thirty (30) calendar days following the date the job was posted. (3) The former job classification has neither been filled nor has a job offer been made to an applicant. C. Upon conclusion of negotiations the Union and the Employer will appoint a joint Labor/Management work group to design a procedure to help new hires and transferees to be successful in their new assignment. The work group will establish guidelines and mechanisms for staff to provide accurate and timely feedback regarding work performance and behavioral aspects of the employee's work. The feedback will be used to assist employees during the new hire's probationary period or the transferee's evaluation period.

Evaluation Period. A. Regular and short-hour employees who are promoted or transferred shall undergo a ninety (90) calendar day evaluation period, and sixty (60) days worked for part-part- time, short-hour and on-call employees, in the new position. Should the employee fail to qualify for the new position, he/she shall be returned to his/her former or comparable position held immediately prior to the promotion or transfer, and shall be placed on that step rate which would have been appropriate had the promotion or transfer not occurred. The evaluation period of employees assigned to formal training of four (4) weeks or more will begin upon assignment to the position. B. An employee who has received a promotion or transfer may return to the former job classification held, as described in Paragraph A of this Section, provided each of the following conditions are met: (1) The supervisor has decided to post the job vacated by the employee. (2) The employee must return to the former job classification within thirty (30) calendar days following the date the job was posted. (3) The former job classification has neither been filled nor has a job offer been made to an applicant. C. Upon conclusion of negotiations the Union and the Employer will appoint a joint Labor/Management work group to design a procedure to help new hires and transferees to be successful in their new assignment. The work group will establish guidelines and mechanisms for staff to provide accurate and timely feedback regarding work performance and behavioral aspects of the employee's ’s work. The feedback will be used to assist employees during the new hire's ’s probationary period or the transferee's ’s evaluation period.

Evaluation Period. A. Regular and short-hour employees who are promoted or transferred shall undergo a ninety (90) calendar day evaluation period, and sixty (60) days worked for part-time, short-hour and on-call employees, in the new position. Should the employee fail to qualify for the new position, he/she shall be returned to his/her former or comparable position held immediately prior to the promotion or transfer, and shall be placed on that step rate which would have been appropriate had the promotion or transfer not occurred. The evaluation period of employees assigned to formal training of four (4) weeks or more will begin upon assignment to the position. B. An employee who has received a promotion or transfer may return to the former job classification held, as described in Paragraph A of this Section, provided each of the following conditions are met: (1) The supervisor has decided to post the job vacated by the employee. (2) The employee must return to the former job classification within thirty (30) calendar days following the date the job was posted. (3) The former job classification has neither been filled nor has a job offer been made to an applicant. C. Upon conclusion of negotiations the Union and the Employer will appoint a joint Labor/Management work group to design a procedure to help new hires and transferees to be successful in their new assignment. The work group will establish guidelines and mechanisms for staff to provide accurate and timely feedback regarding work performance and behavioral aspects of the employee's ’s work. The feedback will be used to assist employees during the new hire's ’s probationary period or the transferee's ’s evaluation period.