Performance Appraisal a. The performance appraisal system of each department shall include an annual written 85 performance appraisal for permanent employees. Such annual performance appraisals shall be completed at least once each twelve (12) calendar months after an employee completes the probationary period for the class in which he/she is serving. An employee shall be given a copy of the annual written performance appraisal and shall be provided the right to discuss it with the supervisor before it is filed. Each facility shall have a review procedure to provide an employee the opportunity, subsequent to discussion with the supervisor, to discuss his/her annual performance appraisal with the designated reviewing officer, should the employee wish to do so. b. If an employee is performing in less than a satisfactory manner, the employee's job performance shall be discussed at least every three months to identify objectives and plans for improving the employee's work performance and to identify training needs. c. A Unit 18 employee may grieve the content of his/her performance appraisal through the second step of the grievance procedure when he/she receives a substandard rating in either a majority of the performance factors or an overall substandard rating or when an employee presents evidence that a substandard rating is not based on factual information. When a grievance is granted in relation to this performance appraisal, the Individual Developmental Plan will be modified to reflect the outcome of the grievance settlement. d. Formal meetings between employees and management concerning unsatisfactory work performance or work-related problems normally should be held in private. e. A report of the probationer's performance shall be made to the employee at sufficiently frequent intervals to keep the employee adequately informed of progress on the job. If the employee is rejected during the probationary period, a final report may be filed for the period not covered by previous reports. f. Each employee shall be given a copy of the written appraisal covering the employee's own performance and is privileged to discuss it with the supervisor before it is filed. g. Clinical-based appraisal reports shall not be considered a Performance Appraisal or Individual Development Plan. The Performance Appraisal or Individual Development Plan may refer to clinical-based appraisal reports.
Target Fair Market Value The Company agrees that the Target Business that it acquires must have a fair market value equal to at least 80% of the balance in the Trust Account at the time of signing the definitive agreement for the Business Combination with such Target Business (excluding taxes payable and the Deferred Underwriting Commissions). The fair market value of such business must be determined by the Board of Directors of the Company based upon standards generally accepted by the financial community, such as actual and potential sales, earnings, cash flow and book value. If the Board of Directors of the Company is not able to independently determine that the target business meets such fair market value requirement, the Company will obtain an opinion from an independent investment banking firm or another independent entity that commonly renders valuation opinions with respect to the satisfaction of such criteria. The Company is not required to obtain an opinion as to the fair market value if the Company’s Board of Directors independently determines that the Target Business does have sufficient fair market value.