Formal Performance Evaluation Clause Samples

A Formal Performance Evaluation clause establishes a structured process for assessing an individual’s or entity’s performance against predefined criteria. Typically, this involves scheduled reviews, documented feedback, and measurable benchmarks to ensure that expectations are being met. By providing a clear framework for evaluation, the clause helps identify areas for improvement, supports objective decision-making, and addresses performance issues in a transparent manner.
Formal Performance Evaluation. Employees shall be formally evaluated in writing. Evaluations shall be conducted by qualified administrators, as designated by the Superintendent. A. Tenured employees shall complete an evaluation cycle at least once in the course of every two (2) years in accordance with Section 24A of the School Code. B. Non-tenured employees shall be evaluated annually as required under Section 24A of the C. A copy of the evaluation instrument will be made available to employees within ten (10) working days of the start of each school year. The Administration shall be available for questions regarding the evaluation instrument. D. Observation(s) shall be made before the formal evaluation is written. No observation that is part of a formal evaluation process shall be conducted without the knowledge of the employee. Employees shall receive written feedback on any observations which contribute to the overall employee evaluation within ten (10) school days of the observation. A formal observation shall be preceded by a conference between the evaluator and the employee. A formal observation shall consist of a classroom visit of no less than forty-five (45) minutes or the length of a class period. E. A conference between the evaluator and the employee shall be held no later than ten (10) school days after the summative evaluation has been completed. F. Employees shall be provided a copy of the completed written summative evaluation at the time of the evaluation conference unless the employee shall agree to an alternate time. The evaluator and the employee shall date and sign the written evaluation. Employees may file written objections according to the procedure delineated in 3.6D of this Agreement. G. A joint Board/Union Committee will be formed to ensure compliance with Section 24A of the School Code. Changes to the evaluation procedure/instrument will be subject to mutual agreement between the Board and the Union. This committee will also begin discussion about changes to the evaluation instrument and procedures required by the Performance Evaluation Reform Act (PERA) and the administrative rules for Part 50 propagated by the Board of Education of the State of Illinois. These discussions will not be construed as beginning the one hundred and eighty (180) day negotiations window as outlined in the legislation but will serve as time for the group to research, develop ideas, pilot any necessary constructs, and obtain stakeholder feedback prior to the district’s PERA implement...
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Formal Performance Evaluation. Employees shall be formally evaluated in writing. Evaluations shall be conducted by qualified administrators, as designated by the Superintendent. A. Tenured employees shall complete an evaluation cycle at least once in the course of every two (2) years in accordance with Section 24A of the School Code. However, a tenured employee who received a Proficient or Excellent on his/her most recent summative evaluation shall complete an evaluation cycle at least once in the course of every three
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Related to Formal Performance 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.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • 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.

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.

  • SCHEDULE FOR PERFORMANCE REVIEWS 7.1 The performance of the Employee in relation to his performance agreement shall be reviewed for the following quarters with the understanding that the reviews in the first and the third quarter may be verbal if performance is satisfactory: