Performance Appraisal Process Sample Clauses

Performance Appraisal Process. By the fifth class day after classes reconvene in the Spring Semester, using the university’s faculty activities system, each faculty member will submit to their Department Chairperson or School Director a final report of their accomplishments during the previous calendar year. This report will be accompanied by the faculty member’s proposed goals and objectives for the calendar year (see (3) above). A faculty member who wishes to be considered for the rating of Exceptional Annual Performance is expected to attach full and appropriate documentation of their accomplishments listed in the report. Other faculty are not expected to attach documentation to their accomplishment reports, except for their advisement survey and student rating reports. However, faculty members are required to submit reasonable documentation and/or other information regarding their accomplishment reports when requested to do so by their Chairperson or Director. A tenured faculty member of the rank of University Professor, Professor, or Associate Professor who has received a rating of Meritorious or Exceptional Annual Performance for the previous year, in agreement with his/her Chair- person/Director, may forego the accomplishment report and will receive an adjectival rating of Meritorious Annual Performance. This option may not be used in any two consecutive years. Faculty members who are within 24 months of their approved retirement date may also forego the accomplish- ment report and will receive an adjectival rating of Meritorious Annual Performance.

Performance Appraisal Process. At the time of hire, each employee receives the following information and documents: - City mission statement - Division and department mission statement - Job description - Department/division work rules, policies and procedures - List of department/division performance expectations not covered by the above documents - Performance appraisal form and intent statement These materials are discussed with the employee and the employee signs off that s/he has received the documents and understands the information. The employee receives a copy of the sign off sheet and a copy is forwarded to Human Resources for the employee’s personnel file.

Performance Appraisal Process. The employee and supervisor will meet to review the employee’s past performance. The Union and management shall meet to establish a detailed procedure for preparation of an employee’s performance evaluation. If an employee is dissatisfied with his or her final appraisal, there will be a review process with a neutral party involved, as follows:‌ Any member dissatisfied with his or her appraisal may ask for it to be reviewed. The review will be conducted by a review team composed of a member of the Union and a member of management. The Union member will be appointed by the AFSCME President or designee. The member of management will be appointed by the Chief People Officer, or designee. If both members of the review team agree that the appraisal needs adjusted, the team will so advise the Chief People Officer, or designee and the appraisal will be adjusted subject to the final approval of the Chief People Officer. If both team members do not agree that the appraisal needs adjusted, the dissatisfied employee may request review of his or her appraisal by the Chief People Officer. No appeal of the review may be made beyond the Chief People Officer. Appraisals are not subject to the provisions of Article 21.

Performance Appraisal Process. 1. At the time of hire, each employee receives the following information and documents: - City mission statement - Division and department mission statement - Job description - Department/division work rules, policies and procedures - List of department/division performance expectations not covered by the above documents - Performance appraisal form and intent statement These materials are discussed with the employee and the employee signs off that s/he has received the documents and understands the information. The employee receives a copy of the sign off sheet and a copy is forwarded to Human Resources for the employee’s personnel file. 2. Each employee receives a three (3) and six (6) month appraisal during their first six months of employment. Within the first six (6) months the manager must decide if they are recommending that this employee be retained on a permanent basis. At the six (6) month appraisal, goals and objectives are jointly developed for the next six (6) month period in preparation for the annual appraisal. 3. Each employee receives an annual appraisal twelve (12) months from date of hire and subsequent annual appraisals on the anniversary date. When employees change classifications, their performance appraisal anniversary date changes to reflect time in their current position. All appraisals should be completed within thirty (30) days of the anniversary date. They should be done as close to the anniversary date as possible. A. The employee is given the option of submitting a self-appraisal to their supervisor prior to the supervisor rating the employee’s performance. The supervisor and employee may decide to exchange forms at the appraisal discussion instead of the employee submitting their form first. The supervisor will then complete the appraisal form and provide the employee with a copy. In the categories that the supervisor rates the employee’s performance at either the high or low end of the scale, s/he must support the rating with examples in the comment section for that category. Supervisors are encouraged to provide examples in all categories; employees are encouraged to do the same on the self-appraisal. In order to make the appraisal as complete and objective as possible, the supervisor may solicit input from others prior to completing the appraisal, including input from the manager who will review the complete appraisal and other persons who have supervised the employee during the rating period. If input is solicited from pe...

Performance Appraisal Process. 12.1 All employees will have their performance managed under the Performance Appraisal Process in place in their employing council’s contractual policies and procedures. Managers must ensure that the process is followed in accordance with the relevant council’s agreed process and timescales. 12.2 Key objectives will be set which support the aims of the team, the service and the organisational priorities. Individual training and development needs will be identified through the process. The non-employing organisation may need to provide information as necessary to ensure that the combined objectives are set appropriately. 12.3 To ensure all staff are appraised according to their employing organisations’ procedures, all managers of combined teams, regardless of their own employment status, must ensure that they have good working knowledge of the appraisal procedures applicable for staff at all levels in both councils. Appropriate training will be available to those undertaking appraisals to enable them to effectively undertake the relevant appraisal processes for their team members. 12.4 Support should be accessed from the HR team in the organisation in which the individual is employed.

Performance Appraisal Process. An agreed Performance Appraisal Process shall be developed by the parties during the life of this agreement.

Performance Appraisal Process. The appraisal process involves three distinct stages: performance planning, progress review, and appraisal. Each covered employee must normally receive a rating annually. The appraisal process is used to communicate the Agency’s organizational strategic goals as they relate to the actual work of individuals, reinforce individual employee accountability for meeting the work requirements of the Agency, and track and evaluate individual and organizational results.

Performance Appraisal Process. 10 1. The performance of all Employees will be reviewed, both formally and 11 informally, by the administration and/or each Employee’s supervisor, on a regular basis. 12 In addition, all Employees will be subject to and receive an annual performance review 13 prior to their last scheduled day of work in each fiscal year encompassed by this 14 Agreement (the “Performance Evaluation”). 15 16 2. A copy of the Performance Evaluation will be made available to all Employees in 17 electronic form. A signed, written copy of the Performance Evaluation shall be provided 18 to the Employee upon request. 19 20 3. Any Employee who receives an “unsatisfactory” rating on his or her Performance 21 Evaluation may request a meeting with his or her supervisor and/or the Employer’s 22 Human Resources Director to discuss the basis for the rating and actions that the 23 Employee can take to bring his or her performance up to a satisfactory level. The 24 Employee may also request that an Association representative attend the meeting. All 25 information forming the basis for an unsatisfactory rating will be provided to the 26 Employee and, with the Employee’s consent, to the Association President. 27 28 4. An “unsatisfactory” rating on the Performance Evaluation shall not be subject to 29 the grievance procedures of this Agreement unless the Performance Evaluation 30 constitutes or subsequently becomes the basis for termination of the Employee’s 31 employment or other disciplinary action against the Employee by the Employer. An 32 “unsatisfactory” rating must be supported by what the rater observed or other

Performance Appraisal Process. A. Each Employee will receive an annual performance appraisal. Performance appraisals are intended for constructive personal feedback and for individual development. Performance appraisals will not be substituted for progressive discipline. Performance appraisals will be eligible for Steps 2 and 3 of the grievance procedure as stated in Article 4, however the grievance will not be eligible for Arbitration or Mediation. The performance appraisal shall be discussed with the employee and shall be signed by both the employee and the Employee’s immediate manager or designated representative. The Employee may request a copy of the performance appraisal. B. In the interest of career development, the Employee may seek career counseling from their supervisor or other appropriate hospital personnel to determine the necessary job requirements, education, certifications, etc. needed for eligibility for any position within SAH/SAN. C. Unsatisfactory performance reviews 1. Unsatisfactory performance appraisals shall be supported by written documentation. 2. Complaints and reports of incompetence or dereliction of duty that are to be made part of the employee’s personnel file shall be brought to the attention of the employee promptly and the employee shall be given an opportunity to respond.