Performance Appraisal Clause Samples

Performance Appraisal. The Executive’s performance may be evaluated by the Board of Directors or the Committee from time to time. The Executive shall be entitled to such additional remuneration, including but not limited to annual bonuses based on performance, as the Board of Directors or the Committee may, in its discretion, determine from time to time.

Performance Appraisal. The employee shall be rated by his/her immediate supervisor. The performance appraisal shall be reviewed by the next higher level supervisor. The rater shall 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 are made. The employee shall have the opportunity to comment on the 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 shall be attached to the performance appraisal. The submission of any comments shall not abridge the right of the employee to grieve the performance appraisal. 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 appraisals shall not be arbitrable unless it results in denial of a step increase.

Performance Appraisal. 1. A supervisor who determines that an EOF Counselor is not satisfactorily performing one or more aspects of his/her job will communicate the deficiencies to the Counselor in a timely manner and will restate the supervisor’s expectations for satisfactory performance in those areas. 2. Annual written performance appraisals shall be initiated no later than March 10 and concluded by no later than April 30 of each fiscal year on the Counselor’s performance during the preceding 12-month period on the form in Appendix C. The rating in the section entitled “overall evaluation” shall be used as the basis for the award of performance based salary increases and/or performance based bonuses during the following fiscal year. 3. An EOF Counselor whose performance is appraised in the overall evaluation section as unsatisfactory performance may seek a review when: − the procedure in Section A.1. or A.2. above, were not followed; or − there was a demonstrable factual inconsistency; or − he/she was not evaluated according to the performance standards for his/her job. The Counselor who seeks a review shall utilize the Review Process described in Section B, below, except that for the life of this Agreement, the Union, on behalf of the Counselor who seeks a review, may choose to process the Counselor’s claim through Article 5 – Grievance Procedure, Section 3, Grievances Other Than Discipline instead of utilizing the Review Process. 4. An EOF Counselor whose performance is appraised in the overall evaluation section as unsatisfactory performance because of performance deficiencies, but who cannot seek a review using the process described in Section B, shall be re-evaluated on, or about, the following June 30. 5. If the Counselor sufficiently improves his/her performance by the June re- evaluation to the extent that the overall evaluation is changed from unsatisfactory performance to satisfactory performance, the Counselor shall be eligible to receive the performance based salary increases and/or performance based bonuses appropriate for the satisfactory overall rating during the next fiscal year, beginning July 1. 6. If the Counselor does not sufficiently improve his/her performance by the June re-evaluation, and the overall evaluation remains unsatisfactory, the Counselor shall be re-evaluated on or about the following September 30. If the Counselor sufficiently improves his/her performance from unsatisfactory performance to satisfactory performance, the Counselor shall be el...

Performance Appraisal. A bargaining unit member's performance shall be evaluated on the basis of the duties and functions prescribed in the University position specification for the classification of the member, unless specific duties or functions are exempted from such evaluation by the Chief of Police or unless, through no fault or act of omission on the part of the member, the member had no opportunity to perform any such duties or functions.

Performance Appraisal. Section 1 - Overview The Department will strive for continuous improvement in performance to fulfill the Department’s commitment to providing quality customer service. Accomplishment of the mission is intended to be achieved within an environment that both recognizes the interdependence of employee contributions and promotes teamwork. Improvement in Department performance will be sought by analyzing work processes and correcting systemic problems and/or revising processes, as appropriate. Through a strategic management process, goals will be established, measured, and monitored in a systematic manner. The results of performance appraisal may be used as a basis for recognizing and rewarding accomplishments, identifying developmental needs, and recommending appropriate personnel actions. The purpose of an employee’s performance appraisal is to provide a fair and equitable framework for honest feedback and open two-way communication between employees and their supervisors. The performance appraisal focuses on contributions within the scope of the employee’s job description in achievement of the Department’s overall mission. The performance appraisal process includes an annual written appraisal for each employee. The parties share an interest in improving the performance of the Department’s workforce. This shall be achieved by establishing elements and standards that link the employee’s performance to the Department’s mission; providing employees with frequent feedback; recognizing individual and group performance; customer service; establishing appropriate rewards for good performance; identifying areas for improved performance; and actions to accomplish that improvement. The parties believe that the performance appraisal process, constructively used, is one of the most effective methods for optimizing the effectiveness of the Department’s workforce. The Department has a very real responsibility for helping employees maximize his/her performance, which can be accomplished through constructive and positive performance evaluations. The performance appraisal process will emphasize: Communication with employees on a continuing basis regarding their achievements and areas in which they could improve; Employee and employee representative participation in the development of the program; Employee development/evolution of the supervisor’s role to coach (rather than being used as a disciplinary tool); Continued performance improvement of the organization and its employ...

Performance Appraisal. Where a formal assessment of an employee's performance is made, the employee concerned shall be given an opportunity to sign the assessment form upon its completion to indicate that its contents have been read. Employees shall have the right to place their own comments on the form where such space is provided or to append their comments to the form where no space is provided. An employee shall, upon request, receive a copy of the assessment.

Performance Appraisal. It is recognized that the performance appraisal of all employees is the responsibility of the Employer. Where a formal appraisal of an employee's performance is carried out, the employee shall be given five (5) calendar days after the interview to read and review the appraisal. Provision shall be made on the performance appraisal form for an employee to sign it. The form shall provide for the employee's signature in two places; one indicating that the employee has read and accepts the appraisal, and the other indicating that the employee has read and disagrees with the appraisal. The employee shall sign in one of the places provided. No employee may initiate a grievance regarding the contents of a performance appraisal unless the signature indicates disagreement with the appraisal. An employee shall, upon request, receive a copy of this performance appraisal at time of signing. A performance appraisal shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedures of the Agreement.

Performance Appraisal. Performance appraisal is the process of evaluating and recording the performance of each employee. The appraisal should be based upon results shown by the employee in carrying out assigned duties and responsibilities and should be used to help the employee to be aware of and improve personal performance. The performance appraisal is best used: 1. To maintain a high level of efficiency or assist in raising efficiency by commending the employee. 2. To inform the employee of good performance, which may, in turn, lead to promotion and higher pay. 3. To indicate to the employee weak points and suggest the proper means of raising the employee's work performance to the acceptable level. 4. To encourage better working relationships and mutual understanding by letting the employee know where the employee stands with relation to the employee's supervisor's appraisal. The concerned department head, together with other supervisors familiar with the employee's work, is responsible for proper preparation of the performance appraisal. The supervisor should carefully consider each item on the appraisal sheet separately, in light of the column definition, and select the column that best describes the work of the employee in each category. Performance appraisal forms will be originated by the Administrative Services Department. Performance appraisals are to be prepared at the end of the probationary period, annually, or more often if the concerned department head so desires. Prior to reaching Step "E," each City employee shall be evaluated at least once a year, normally on the employee's anniversary or pay-review date.

Performance Appraisal. A review of performance shall be undertaken within six months following commencement and annually thereafter. There is an expectation that staff will assume responsibility for completion of any learning requirements advised by the organisation. This includes all Mandatory Training and Clinical Competencies as required (annually or in accordance with timelines specified in relevant health service policies and procedures).