Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor. B. The employee’s immediate supervisor shall meet with the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review. C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order: STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2. STEP 2 Within fifteen (15) days following the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal. STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns. D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Performance Appraisals. A. An annual The Union and the Parkway Board of Education agree that performance appraisal shall appraisals can and should be a productive, growth development process for employees. To this end, performance appraisals between management and bargaining unit members will be conducted in a manner that promotes fairness and trust through an ongoing dialogue. Performance appraisals should communicate: current work attitude and performance, attainment of District standards and professional expectations, skill training and development opportunities, strategies for improvements and/or growth, feedback from the employee back to the supervisor.
B. Bargaining unit members, upon hiring, and as may be necessary, will be informed of the methods and procedures used in conducting a performance appraisal. Likewise, new hires will be provided a copy of the job description, Parkway Support Staff Standards of Professional Practice and any applicable safety directions that apply to their position. Staff who conduct or contribute to performance appraisals will be trained as to ensure the integrity and fairness of the process.
C. New hires will be formally evaluated after 60 working days and once again after one year. Employees with more than one (1) year of service will participate in performance development discussions not less than one time per year. Those employees who fail to meet performance expectations will be placed on a Performance Improvement Plan, which will be reviewed with the employee within 60 workdays and judged “continued” or “completed” by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with D. Employees who are “continued” on a Performance Improvement Plan have the employee for right to be represented by the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the reviewUnion during subsequent performance discussions.
C. If E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee wishes to challenge an appraisalon a Performance Improvement Plan, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor action is available to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with successfully addresses and corrects the supervisor’s responseproblem in the eyes of management, he/she may appeal to Step 2.
STEP 2 Within fifteen and there has been no reoccurrence of the identified problem within nine (159) days following the meeting with his/her supervisormonths, the employee may contact his/her supervisor and request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After memo recognizing that the employee has provided corrected the information associated problem and maintained improvement over a significant period of time. A copy of this memo shall be retained in the employee’s personnel file along with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior original correction notice. The request must memo shall also be submitted in writing and cite specific facts supporting distributed to the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal recipients of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concernsoriginal correction notice.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 2 contracts
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. (a) The employee’s immediate supervisor performance will be rated by his/her supervisor. The rater shall meet discuss the performance appraisal with the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appealemployee. The employee shall be given an have the opportunity to provide written his/her comments on to be attached to the final appraisal including, but not limited to, agreement or disagreement with the information presentedperformance appraisal. The employee shall sign the performance appraisal to acknowledge receipt. Signing the appraisal and that signature shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After only indicate that the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of read the performance appraisal.
STEP 3 Within fifteen (15b) 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.
(c) Copies of all evaluations signed by the employee shall be provided to him/her.
(d) All written comments provided by the employee shall be attached to the performance appraisal. The employee shall provide such comments within thirty (30) calendar days following of receipt of the meeting with appraisal.
(e) Every employee shall receive a performance appraisal at the end of a trial service period, and at least annually thereafter by the employee’s salary eligibility date even if the employee is at the maximum step for his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concernsclassification.
D. The Department may use performance appraisals, along with other relevant information, in determining Section 2. Performance appraisals are not grievable or arbitrable under this Agreement. Section 3. Performance appraisals shall not be used as the appropriateness of promotions and voluntary transfers, and as notice sole basis for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C aboveaction.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Performance Appraisals. A. An annual (a) The Performance Appraisal System provides a framework for ongoing communication between Employees and their supervisors regarding the Employee’s job performance appraisal shall and satisfaction. Performance appraisals will be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee used for the purpose of presenting feedback about job performanceEmployee development purposes only. Performance appraisals shall not be used by the Employer to adversely affect the Employees’ promotional opportunities or as the basis of discipline.
(b) Performance appraisals will be conducted on a regular predetermined schedule and will be conducted during the regular working hours of the Employee.
(c) The performance appraisal interview is a two-way dialogue that will include references an opportunity for the Employee to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed provide feedback to their supervisor on appeala voluntary basis. The employee An Employee shall be given at least twenty-four (24) hours notice of the performance appraisal meeting with such meeting to take place during an opportunity Employee’s regular hours of work, unless the Employee agrees to provide written less notice and/or a different time.
(d) The criteria used to evaluate an Employee’s performance in the performance appraisal must reflect the job the Employee performs as it relates to the goals and values of the Employer in the delivery of patient care.
(e) An Employee who chooses not to accept extra workload and/or duties (e.g., extra shifts or volunteer positions including interim SOP), will not, as a result, receive an unacceptable evaluation. However, an Employee who chooses to accept extra workload and/or duties may, as a result, be commended and the extra workload and/or duties may have a positive affect on that Employee’s evaluation.
(f) Where an Employee indicates satisfaction with their current position and does not express an interest in future promotion or advancement, these statements or views shall not be construed against the Employee in any respect. Such opinions or views of the Employee may be subject to change at a future date. An Employee’s comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the their performance appraisal shall not infer agreement with be the reviewsole factor considered in determining which Employees shall be given training opportunities.
C. If an employee wishes to challenge an appraisal, the following steps (g) The Employee shall be taken given a copy of any performance appraisal before it is placed in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as writtentheir file. The supervisor Employee shall document have the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal right to Step 2.
STEP 2 Within fifteen (15) days following the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted respond in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination such response shall be made by the SPD’s Director of Human Resources. The decision form part of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employeeEmployee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concernsfile.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by hearing before the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board PAS Review board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Each Board member may have must agree to spend a minimum of at least one-year on the Board. Any Board member who has been actively involved in conducting the a performance appraisal of an employee appealing to the Board shall recuse him or herself from hearing the appeal of that employee. The employee shall be solely responsible for presenting his/her perspective of the appraisal to the Board. The supervisor or commanding officer responsible for evaluating the employee appealing shall be solely responsible for presenting his/her perspective of the appraisal to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, evidence and vote to determine to either modify the appraisal or preserve it as writtenwritten in accordance with the following procedures:
1. The SPD’s Director Each member of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decisionmust agree that his or her vote, and the final determination votes of others, shall remain confidential. Unauthorized disclosure of such information shall be made just cause for removal from the Board.
2. At the conclusion of the hearing, all six (6) members of the Board shall anonymously cast their vote by placing their ballot in a box.
3. A member of the SPD’s Director Board shall blindly remove and eliminate one ballot from the box. Only the five (5) remaining ballots shall be considered in determining the outcome of Human Resourcesthe hearing. The decision of the Board/SPD Director of Human Resources Board shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain chain of Command command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Performance Appraisals. A. An annual (a) Daily performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee appraisals used for the purpose of presenting feedback about job performance. Performance appraisals shall not include references evaluating an employee's ability to acts of alleged misconduct that were investigated and unfounded, exonerated complete probation or not sustained, or sustained and reversed to complete a trial period in a new position will be prepared by the employee's immediate supervisor on appealany given shift. The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above may be prepared by an excluded manager or immediate supervisor. Any decisions made regarding the successful completion, extension or rejection of a probationary period or trial period will be made by the excluded manager. Any decision on an employee’s suitability must be made before the expiration of the probationary period or trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) Where the Employer conducts an appraisal inclusive of those noted in (a) and (b) above, the employee shall be given an copies of any such appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployee's signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to completed appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns's personnel file.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Performance Appraisals. A. An annual (a) Daily performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee Appraisals used for the purpose of presenting feedback about job performance. Performance appraisals shall not include references evaluating an employee's ability to acts of alleged misconduct that were investigated and unfounded, exonerated complete probation or not sustained, or sustained and reversed to complete a trial period in a new position will be prepared by the employee's immediate supervisor on appealany given shift. The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above may be prepared by an excluded manager or immediate supervisor. Any decisions made regarding the successful completion, extension or rejection of a probationary period or trial period will be made by the excluded manager. Any decision on an employee's suitability must be made before the expiration of the p robationary period or trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) Where the Employer conducts an appraisal inclusive of those noted in (a) and (b) above, the employee shall be given an copies of any such appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployee's signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to completed appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns's personnel file.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Ratification Document
Performance Appraisals. A. An annual performance appraisal Signatures and Rebuttal The evaluation shall be conducted completed by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with , as the rater, on a form prescribed by the Department. Once the evaluation is completed, it will be examined by the reviewer. Once finalized, the evaluation will be signed by the rater and reviewer, then presented to the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appealsignature. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, indicate agreement or disagreement with the information presented. The employee evaluation and shall sign the appraisal evaluation which indicates that the individual has read the contents of the evaluation. Employees may attach a rebuttal within 30 calendar days of receipt of the evaluation. The rebuttal may only contain information specific to acknowledge receiptissues addressed in the evaluation. Signing No comments are to be added after the appraisal employee has signed the report. All evaluations shall not infer agreement comply with the review.
C. Department guide to performance appraisals. Appeal If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting disagrees with his/her supervisor appraisal, he/she may request, in writing, a review. Any performance appraisal proven to address contain an error or improper reference, through this process, shall be corrected. Any appraisal ordered corrected will have ALL records related to the process purged from the employee’s personnel file.
Step 1 All performance appraisals shall be discussed with the chain-of-command above the reviewer. The written request shall be dated and challenge delivered within 15 calendar days of receipt of the appraisal, based on the date the employee signed the appraisal. After Within 15 calendar days of receipt, that level of supervision will investigate to determine if the appraisal contains error of fact or improper reference and then meet with the employee has provided to explain the information associated results of the investigation. If the issue is not resolved at this level, the employee will receive the written response including the summary of findings within 15 calendar days of that meeting.
Step 2 The employee may initiate this with the challengenext level of supervision within 15 calendar days of receipt of the written response/summary from step one. At this level, the supervisor shall advise schedule a meeting with employee within 15 calendar days to attempt to resolve the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as writtenissue. The supervisor shall document will provide the discussion with employee a written response within 15 days of the employeemeeting. If This is the final step of the procedure and cannot be grieved. In no event will an appeal go beyond the level of the Undersheriff. However, if the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following response of the meeting with his/her supervisor, the employee may request still file a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee rebuttal as part specified above within 30 days of the meeting final written response. Time Limits: Time limits may be extended only by written mutual agreement of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employeeboth parties. If the employee a request is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review processed by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must department within the time limits set forth above, it will be submitted deemed conclusive in writing and cite specific facts supporting the employee’s allegation(s)favor and ordered corrected. The SPD Director of Human Resources will review the employee’s If a request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected is not processed by the Guild and three (3) selected by association within the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board reviewtime limits set forth above, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it will be sustained as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual
(a) Daily performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee appraisals used for the purpose of presenting feedback about job performanceevaluating an employee's ability to complete probation or to complete a trial period in a new position will be prepared by the employee's immediate supervisor on any given shift. Performance The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above will be prepared by an excluded manager. Any decisions made regarding the successful completion, extension or rejection of a probationary period or trial period will be made by the excluded manager. Any decision on the suitability must be made before the expiration of the probationary period or trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) The Employer may assign a member of the supervisor bargaining unit to conduct a yearly performance appraisal of a member of the other respective bargaining unit. Such supervisors shall not include references have the requisite training and designated authority to acts perform this assignment. Supervisors given this assignment shall have direct knowledge of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. the employee who is the subject of the appraisal.
(d) The employee shall be given an a copy of the appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployees signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this Agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to completed appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns's personnel file.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Agreement
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee (a) Appraisals used for the purpose of presenting feedback about job performance. Performance appraisals shall not include references evaluating an employee's ability to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed complete a trial period in a new position will be prepared by the employee's immediate supervisor on appealany given shift. The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above may be prepared by an excluded manager or immediate supervisor. Any decisions made regarding the successful completion, extension or trial period will be made by the excluded manager. Any decision on an employee's suitability must be made before the expiration of the trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) Where the Employer conducts an appraisal inclusive of those noted in (a) and (b) above, the employee shall be given an copies of any such appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployee's signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to completed appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns's personnel file.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Agreement
Performance Appraisals. Section A. An annual Each employee’s performance shall be appraised in writing by the department head at the end of ninety (90) days of employment or transfer, and thereafter, at least annually. If an employee’s performance is unsatisfactory it shall be brought to their attention during the probationary period (preferably at the half way ▇▇▇▇) of their employment so they may have time to improve their performance. The performance appraisal shall be conducted based on requirements stated in the job description for the position.
Section B. Each employee shall be required to sign and date the performance appraisal. Signing of the document does not indicate agreement with its content. Employees shall be informed by their Department Manager that they may submit a written rebuttal within seven (7) days for inclusion in their personnel file with the performance appraisal. Failure to submit a timely rebuttal will forfeit the employees’ right to submit a rebuttal.
Section C. All parts of the performance appraisal, including rebuttal, are to be made in duplicate. One (1) copy shall be given to the employee being appraised, the other shall be filed in the employee’s immediate supervisorpersonnel records.
B. The employee’s immediate supervisor shall meet with the Section D. An employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee receiving an unsatisfactory appraisal shall be given an opportunity up to provide written comments on the final appraisal includingninety (90) days to improve. After that period, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the another performance appraisal shall not infer agreement with be prepared and presented to the review.
C. employee. If an employee wishes failure to challenge an appraisal, correct the following steps shall be taken deficiencies noted in the following order:
STEP 1 Within fifteen (15) days of receiving unsatisfactory performance appraisal is documented by the appraisalDepartment Manager, the employee may request a meeting with his/her supervisor be subject to address progressive disciplinary action up to and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2including discharge.
STEP 2 Within fifteen (15) days following the meeting with hisSection E. If an employee receives a performance appraisal that she/her supervisorhe feels is unsatisfactory; in addition to rebuttal, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to use the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concernsprocedure.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by reviewhearing byefore the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board PAS Review bBoard shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. Each Board member must agree to spend a minimum of at least one-year on the Board. Any No Board member who has may have been actively involved in conducting a the performance appraisal of an the employee appealing to the Board shall recuse him or herself from hearing the appeal of thatemployee. The employee shall be solely responsible for presenting his/her perspective of the appraisal to the Board. The Board shall review the relevant evidence, meet with supervisor or commanding officer responsible for evaluating the employee and the Department representatives shall be solely responsible for the performance appraisal, and vote to determine to either modify presenting his/her perspective of the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual (a) Daily performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee aAppraisals used for the purpose of presenting feedback about job performanceevaluating an employee's ability to complete probation or to complete a trial period in a new position will be prepared by the employee's immediate supervisor on any given shift. Performance The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above will be prepared by an excluded manager. Any decisions made regarding the successful completion, extension or rejection of a probationary period or trial period will be made by the excluded manager. Any decision on the suitability must be made before the expiration of the probationary period or trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) The Employer may assign a member of the supervisor bargaining unit to conduct a yearly performance appraisal of a member of the other respective bargaining unit. Such supervisors shall not include references have the requisite training and designated authority to acts perform this assignment. Supervisors given this assignment shall have direct knowledge of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. the employee who is the subject of the appraisal.
(d) The employee shall be given an a copy of the appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployees signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to completed appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns's personnel file.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual performance appraisal Signatures and Rebuttal The evaluation shall be conducted completed by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with , as the rater, on a form prescribed by the Department. Once the evaluation is completed, it will be examined by the reviewer. Once finalized, the evaluation will be signed by the rater and reviewer, then presented to the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appealsignature. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, indicate agreement or disagreement with the information presented. The employee evaluation, and shall sign the appraisal evaluation which indicates that the individual has read the contents of the evaluation. Employees may attach a rebuttal within 30 calendar days of receipt of the evaluation. The rebuttal may only contain information specific to acknowledge receiptissues addressed in the evaluation. Signing No comments are to be added after the appraisal employee has signed the report. All evaluations shall not infer agreement comply with the review.
C. Department guide to performance appraisals. Appeal If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting disagrees with his/her supervisor appraisal, he/she may request, in writing, a review. Any performance appraisal proven to address contain an error or improper reference, through this process, shall be corrected. Any appraisal ordered corrected will have ALL records related to the process purged from the employee’s personnel file.
Step 1 All performance appraisals shall be discussed with the chain-of-command above the reviewer. The written request shall be dated and challenge delivered within 15 calendar days of receipt of the appraisal, based on the date the employee signed the appraisal. After Within 15 calendar days of receipt, that level of supervision will investigate to determine if the appraisal contains error of fact or improper reference and then meet with the employee has provided to explain the information associated results of the investigation. If the issue is not resolved at this level, the employee will receive the written response including the summary of findings within 15 calendar days of that meeting.
Step 2 The employee may initiate this with the challengenext level of supervision within 15 calendar days of receipt of the written response/summary from step one. At this level, the supervisor shall advise schedule a meeting with employee within 15 calendar days to attempt to resolve the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as writtenissue. The supervisor shall document will provide the discussion with employee a written response within 15 days of the employeemeeting. If This is the final step of the procedure and cannot be grieved. In no event will an appeal go beyond the level of the Undersheriff. However, if the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following response of the meeting with his/her supervisor, the employee may request still file a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee rebuttal as part specified above within 30 days of the meeting final written response. Time Limits: Time limits may be extended only by written mutual agreement of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employeeboth parties. If the employee a request is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review processed by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must department within the time limits set forth above, it will be submitted deemed conclusive in writing and cite specific facts supporting the employee’s allegation(s)favor and ordered corrected. The SPD Director of Human Resources will review the employee’s If a request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected is not processed by the Guild and three (3) selected by association within the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board reviewtime limits set forth above, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it will be sustained as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by reviewhearing byefore the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board PAS Review bBoard shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. Each Board member must agree to spend a minimum of at least one-year on the Board. Any No Board member who has may have been actively involved in conducting a the performance appraisal of an the employee appealing to the Board shall recuse him or herself from hearing the appeal of that employee. The employee shall be solely responsible for presenting his/her perspective of the appraisal to the Board. The Board shall review the relevant evidence, meet with supervisor or commanding officer responsible for evaluating the employee and the Department representatives shall be solely responsible for the performance appraisal, and vote to determine to either modify presenting his/her perspective of the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual performance a. Performance appraisals shall be made in a fair and equitable manner in accordance with 5 U.S.C. 4302 and AFI36-1001. Performance plans shall be applied uniformly for like duties in like circumstances.
b. Appraisals shall be prepared annually. The appraisal shall be conducted by prepared and a copy provided to the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee for the purpose of presenting feedback about job performance. Performance appraisals shall not include references to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. The employee shall be given an opportunity to provide written comments on the final appraisal including, but not limited to, agreement or disagreement with the information presented. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen Employee within sixty (1560) days of receiving the appraisal, close of each Employees appraisal period.
c. Employees must work under a performance plan for at least ninety (90) days in order to be rated. Employees will be evaluated only for work actually performed or work reasonably expected to be performed during the employee may request a meeting with his/her supervisor rating period. An Employees performance appraisal will not be adversely affected by work not assigned or by work which the Employee was prevented from performing due to address and challenge work related circumstances beyond the appraisalEmployees control. After The Employee is responsible for making the employee has provided rating official aware of any work- related factors outside the information associated with the challenge, the supervisor shall advise the employee as part control of the meeting Employee which impaired achievement of his/her determination to either modify the appraisal critical result(s) such as malfunctioning equipment, unpredicted additional work assignments, or preserve it as writtenany other unforeseen circumstances. The supervisor shall document rating official must indicate Not Rated for the discussion with appropriate performance elements for work not assigned or not completed through no fault of the employee. If the employee is not satisfied with the supervisor’s response, he/she may appeal to Step 2Employee.
STEP 2 Within fifteen (15) days following d. The rating official may solicit Employee input before drafting annual performance appraisals. Employees are encouraged to provide input as a means to ensure the meeting with his/her supervisor, the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the commanding officer shall advise the employee as part rating official is fully aware of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated accomplishments and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review contributions made by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting Employee during the performance appraisal period. In order to maximize the opportunity for informal resolution of appraisal disputes
e. Employees will receive their performance appraisal (signed by the employee appealing rating and reviewing official) at the official performance appraisal interview At that time, the Employee shall be asked to sign that he or she has received the Board. The Board shall review rating (the relevant evidenceEmployee is signifying only that he or she has received a copy, meet not that he or she agrees or disagrees with the employee rating).
f. Employees who receive a unacceptable rating will be given a formal Performance Improvement Plan (PIP) and an opportunity period in which to demonstrate acceptable performance before the Department representatives responsible for the Employer can propose a performance appraisal, and vote based action.
g. The Employer will not ask Employees to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to the Public Safety Civil Service Commission. Together with the decision, the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any backdate performance related appraisals or work relationship concernsplans.
D. The Department may use h. Relationship of appraisal process to performance appraisals, along based actions.
i. Within Grade Increases (WGI) will be administered in accordance with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C aboveAFI36-1001.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee (a) Appraisals used for the purpose of presenting feedback about job performance. Performance appraisals shall not include references evaluating an employee's ability to acts of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed complete a trial period in a new position will be prepared by the employee's immediate supervisor on appealany given shift. The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above may be prepared by an excluded manager or immediate supervisor. Any decisions made regarding the successful completion, extension or trial period will be made by the excluded manager. Any decision on an employee's suitability must be made before the expiration of the trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) Where the Employer conducts an appraisal inclusive of those noted in (a) and (b) above, the employee shall be given an copies of any such appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployee's signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to completed appraisal must be placed in the employee on how he/she can improve on weaknesses that are identifiedemployee's personnel file.
(1) A new employee’s appraisal performance must be appraised before the expiration of the probationary period. The Board may also provide recommendations to A copy of the appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concernspersonnel file.
D. (2) A new employee who is having job performance concerns will have a mid probation review. The Department probationary employee may use performance appraisals, along with other relevant information, elect to have a shop ▇▇▇▇▇▇▇ in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C abovereview meeting.
Appears in 1 contract
Sources: Collective Agreement
Performance Appraisals. A. An annual performance appraisal shall be conducted by the employee’s immediate supervisor.
B. The employee’s immediate supervisor shall meet with the employee (a) Appraisals used for the purpose of presenting feedback about job performanceevaluating an employee's ability to complete a trial period in a new position will be prepared by the employee's immediate supervisor on any given shift. Performance The employee will be allowed to read the appraisals to determine where improvements may be necessary to meet the Employer's requirements. The appraisal will then be forwarded to an excluded manager.
(b) Any summary or summaries of the daily performance appraisals in (a) above will be prepared by an excluded manager. Any decisions made regarding the successful completion, extension or trial period will be made by the excluded manager. Any decision on the suitability must be made before the expiration of the trial period. A copy of the summary appraisal will be placed in the employee's personnel file.
(c) The Employer may assign a member of the supervisor bargaining unit to conduct a yearly performance appraisal of a member of the other respective bargaining unit. Such supervisors shall not include references have the requisite training and designated authority to acts perform this assignment. Supervisors given this assignment shall have direct knowledge of alleged misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal. the employee who is the subject of the appraisal.
(d) The employee shall be given an a copy of the appraisal along with all related documents and shall be given sufficient opportunity after the interview to read, review and ask questions about the appraisal. Employee involvement in the appraisal process will occur during the employee's hours of work. Upon request, the employee will be given three working days to read and review the appraisal. The appraisal shall provide written comments on for the final appraisal includingemployees signature in two places; one indicating that the employee has read and accepts the appraisal, but not limited to, agreement or disagreement and the other indicating that the employee disagrees with the information presentedappraisal. The employee shall sign the appraisal to acknowledge receipt. Signing the appraisal shall not infer agreement with the review.
C. If an employee wishes to challenge an appraisal, the following steps shall be taken in the following order:
STEP 1 Within fifteen (15) days of receiving the appraisal, the employee may request a meeting with his/her supervisor to address and challenge the appraisal. After the employee has provided the information associated with the challenge, the supervisor shall advise the employee as part one of the meeting of his/her determination to either modify the appraisal or preserve it as written. The supervisor shall document the discussion with the employeeplaces provided. If the employee is not satisfied disagrees with the supervisor’s responseappraisal they will sign it to show that they have read and understood it and state their reasons why they disagree with it in the comments section. An employee shall, he/she may appeal to Step 2.
STEP 2 Within fifteen (15) days following upon request, receive a copy of the meeting with his/her supervisor, appraisal at the employee may request a meeting with the supervisor's commanding officer (or civilian equivalent) to address and challenge the appraisaltime of signing. After the An appraisal shall not be changed after an employee has provided signed it, without the information associated with the challenge, the commanding officer shall advise the employee as part knowledge of the meeting of his/her determination to either modify the appraisal or preserve it as written. The commanding officer shall document the discussion with the employee. If the employee is not satisfied with the commanding officer’s response, he/she may appeal to Step 3 only if the employee alleges: (1) factual inaccuracy in the appraisal, including references to acts of misconduct that were investigated and unfounded, exonerated or not sustained, or sustained and reversed on appeal; and/ or (2) lack of prior notice of the conduct that the supervisor has identified as part of the performance appraisal.
STEP 3 Within fifteen (15) days following the meeting with his/her commanding officer the employee may request, through the SPD Director of Human Resources, a review by the Performance Appraisal System (PAS) Review Board to address concerns of factual inaccuracy and/or lack of prior notice. The request must be submitted in writing and cite specific facts supporting the employee’s allegation(s). The SPD Director of Human Resources will review the employee’s request to determine if the criteria for an appeal have been met. The Board shall consist of a total of six (6) members, three (3) selected by the Guild and three (3) selected by the Department. If due to scheduling conflicts the Board of six (6) is unable to meet within one month of employee’s request for Board review, the Board may be composed of four (4) members, two (2) selected by the Guild and two (2) selected by the Department. No Board member may have been actively involved in conducting the performance appraisal of the employee appealing to the Board. The Board shall review the relevant evidence, meet with the employee and the Department representatives responsible for the performance appraisal, and vote to determine to either modify the appraisal or preserve it as written. The SPD’s Director of Human Resources will also attend the meeting. In the event the Board is unable to reach a majority decision, the final determination any such changes shall be made by the SPD’s Director of Human Resources. The decision of the Board/SPD Director of Human Resources shall be final and not subject to the grievance process or appeal to procedures of this agreement. No employee may initiate a grievance regarding the Public Safety Civil Service Commission. Together contents of an appraisal unless the signature indicates disagreement with the decision, appraisal. A copy of the Board may provide recommendations to the employee on how he/she can improve on weaknesses that are identified. The Board may also provide recommendations to completed appraisal must be placed in the employee’s Chain of Command on how to assist the immediate supervisor and employee in addressing any performance related or work relationship concerns's personnel file.
D. The Department may use performance appraisals, along with other relevant information, in determining the appropriateness of promotions and voluntary transfers, and as notice for the purpose of disciplinary actions. Employees may not appeal a performance appraisal used in making such determinations unless they do so within the timelines provided by subsection C above.
Appears in 1 contract
Sources: Collective Agreement