Common use of Performance Appraisals Clause in Contracts

Performance Appraisals. 1. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's termination. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. A. The Union and the Parkway Board of Education agree that performance 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 supervisor. D. Employees who are “continued” on a Performance Improvement Plan have the right to be represented by the Union during subsequent performance discussions. E. Corrective Action - When any type of corrective action is taken by management including progressive discipline or the placement of an employee on a Performance Improvement Plan, the following action is available to the employee. If the employee successfully addresses and corrects the problem in the eyes of management, and there has been given an overall rating no reoccurrence of "Needs Improvement" on an annual performance appraisalthe identified problem within nine (9) months, the employee's employee may contact his/her supervisor shall inform the employee and request a memo recognizing that the employee has 180 days from issuance corrected the problem and maintained improvement over a significant period of the rating to improve to the level time. A copy of "Meets Standards." The employee's development plan will this memo shall be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result retained in the employee's termination. 2’s personnel file along with the original correction notice. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, The memo shall also be distributed to the employee's supervisor shall inform the employee that the employee has 90 days from issuance recipients of the rating to improve to the level of "Meets Standardsoriginal correction notice." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. 1. When 24.1 A formal performance appraisal refers to any evaluation by an immediate superior of how well the employee has been given performed the assigned tasks and met objectives set for the period being evaluated. The appraisal provides an overall rating opportunity for setting objectives for the next evaluation period. 24.2 All employee performance appraisals are signed by the evaluator, with a copy provided to the employee. The performance appraisal is made available to the employee at the earliest possible opportunity after being signed electronically by all designates. 24.3 A formal employee performance appraisal is conducted once per year for employees who have completed their probationary period, according to the procedures established by the Institute and the University. The employee performance appraisal is in the employee's preferred language of "Needs Improvement" correspondence. 24.4 The base year for annual performance appraisals is January to December. The University conducts performance appraisals within sixty (60) days of the end of the base year. 24.5 An employee on a leave of absence for more than six (6) months during the base year is not evaluated for that year. 24.6 Appraisals for employees promoted or transferred to a new position less than three 24.7 Unless otherwise mutually agreed, supervisors provide at least five (5) working days notice to employees prior to any formal meeting for the annual employee performance appraisal and encourage employees to provide a written summary of their work performance over the preceding period that includes, but is not limited to, achievements, areas for improvement, areas for job-related development activities and proposed performance goals for the next period. The latter is for purposes of discussion prior to the goals being established for the next year. 24.8 The performance appraisal process includes a meeting between the employee and the immediate supervisor. The purpose of this meeting is to discuss the performance appraisal. The meeting is held before the final appraisal. 24.9 An employee performance appraisal that alleges an annual employee's performance is unsatisfactory outlines: a) the reason(s) the employee's performance appraisal is unsatisfactory; and b) specific recommendations for improvements necessary to achieve satisfactory performance in the area(s) the supervisor has alleged are unsatisfactory. 24.10 Once the supervisor has completed the performance appraisal, the employee's supervisor shall inform employee is given an opportunity to electronically sign the performance appraisal and include comments, if so desired, prior to the appraisal being forwarded to the ▇▇▇▇ or director of the appropriate faculty or service. If employees dispute the accuracy or completeness of a performance appraisal, they can request a meeting with the ▇▇▇▇ or director of the appropriate faculty or service to discuss their performance appraisal prior to the ▇▇▇▇ or the director of the appropriate faculty or service confirming the appraisal and it being placed in their personnel file. The employee may request that an Institute representative be present at the meeting when requesting a meeting with the ▇▇▇▇ or director, in which case, Human Resources will also be present for the meeting. 24.11 The employee has the right to include a response or comments to the performance appraisal. Any such response or comment is included in the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result appraisal in the employee's terminationpersonnel file after the ▇▇▇▇ or director of the appropriate faculty or service has had the opportunity to read it. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual 24.12 By signing a performance appraisal, the employee simply acknowledges being aware of the appraisal and the information contained in it. The employee's supervisor shall inform signature cannot be interpreted as agreement or disagreement with the employee that the employee has 90 days from issuance contents of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. 1. A. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's ’s supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's ’s development plan will be completed to identify the following: a. 1. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. 2. a description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. 3. a statement as to when the employer and the employee decide to meet to evaluate the employee's ’s performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's ’s termination. 2. B. When an employee has been given an overall rating of "“unsatisfactory" ” on an annual performance appraisal, the employee's ’s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "“Meets Standards." ”. Approximately midway through the 90-90 day period, the employee and the employee's ’s supervisor shall meet to evaluate the employee's ’s progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's ’s termination. 4. C. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written noticenotice in addition to the performance improvement plan, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. D. Under the provisions of State Personnel and Pensions Article, Article §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's ’s mid-year or final performance appraisal forms.

Performance Appraisals. The Employer shall provide at least one (1. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's termination. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's ) annual performance appraisal unless during of the Employee’s work performance. The evaluation shall be conducted by the Employee’s immediate supervisor. Bargaining unit members that are department heads shall be reviewed by the County Board, utilizing a closed session as set forth Minn. Stat. 13D.05 Subdivision 3. The performance evaluation shall provide clear examples justifying the rating period given. Work plans, coaching sessions and letters of expectation are not substitutions for annual performance appraisals. Each performance appraisal shall indicate the employee has been Employee's overall level of performance. All performance appraisals shall be signed by the Employee’s supervisor. The following positions are department heads and come under the direct supervision of the County Board: County Assessor, County Highway Engineer; County Surveyor; Environmental Services Director; Public Health and Human Services Director, and the Veteran Services Officer. All other supervisors not listed above come under the direct supervision of their respective Department Heads for their assigned departments. Nothing in this article is intended to abrogate or otherwise impair the Employer’s rights set forth in Article 3 of this Agreement, including the right to reorganize County Government and the departments within it. Employees shall be given written notice, citing specific examples, (and accompanied by supporting documentation) that the opportunity to sign the performance appraisal but such signing does not indicate acceptance or rejection of the appraisal. The Employee shall receive a copy of the appraisal at the time he/she signs it. The Employee shall have fifteen (15) calendar days from the date of the receipt of the finalized appraisal to file a written response in the Employee's personnel file. The substantive judgment of the supervisor regarding the Employee's performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on not grievable/arbitrable under Article 14. The employee, within 15 days of receipt of the employee's previous mid-year appraisal. 5. Under the provisions final signed copy of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal formsmay appeal the performance review in writing to the County Personnel Committee describing any differences of opinion as to their performance. The Personnel Committee shall hear the appeal at a scheduled meeting subject to the availability of the Employer and the Association ▇▇▇▇▇▇▇. Employee’s written rebuttal and/or appeal shall be affixed to the Employer’s file copy and maintained in the Employee’s personnel file.

Performance Appraisals. 117.1 The parties recognize the Agency’s responsibility to establish and periodically review and revise performance counseling/ checklist/records. When an a checklist/record is to be established or revised, the supervisor shall meet with the affected employee has been to review it. Performance standards should be consistent with the duties and responsibilities of the position. After considering the view of the employee, a decision on the checklist/record shall be made by the Agency. A copy of the approved performance checklist/record will be given an overall rating to the affected employee. The supervisor will review the performance plan annually with the employee and communicate, if requested, types of "Needs Improvement" on performance which would be indicative of “fails” or “excellence.” 17.2 All employees will be given a reasonable opportunity to achieve the performance standards. Performance standards shall be fairly, equitably, objectively, and uniformly applied for like duties in like circumstances and shall be reasonably related to the duties set forth in the position description. Performance standards shall be objective to the maximum extent feasible and shall provide incentives for superior performance. 17.3 Employees will receive an annual performance appraisalrating. The rating of record will not be communicated to employees before approval of the performance rating. Communication about appraisal of performance will occur between a supervisor and an employee prior to determination of a rating of record. Further, this does not preclude written comments on performance appraisals prior to final signature by the employee's supervisor shall inform approving official. Employees will sign and date as having received the appraisals after they have been signed and dated by the approving official. The employee that will then receive the original copy. Written comments will remain intact with the performance rating. 17.4 To provide for adequate opportunity for an employee has 180 to meet performance standards, there must be at least one hundred and twenty (120) days from issuance between receipt of the performance plan and the end of the rating to improve to the level of "Meets Standards." The employee's development plan will period. When a performance rating cannot be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's termination. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and rating period will be extended. 17.5 The rating supervisor is normally the employee's ’s immediate supervisor, who prepares the employee’s written performance plan and rating. The employee’s performance rating may be prepared based on the supervisor’s direct observation and/or information from other sources. 17.6 The supervisor will discuss the employee’s job performance with the employee, in private, at the mid-point of the employee’s rating period. At that time, the supervisor shall meet communicate to evaluate the employee's employee the progress toward meeting achieving the performance standards. If necessary, the supervisor will suggest ways for the employee to improve the quality of work in order to more satisfactorily perform duties at expected levels. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. 17.7 An employee may not receive performing at an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been unacceptable level shall be notified and given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.at least ninety

Performance Appraisals. 1. A. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's ’s supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's ’s development plan will be completed to identify the following: a. 1. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. 2. a description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. 3. a statement as to when the employer and the employee decide to meet to evaluate the employee's ’s performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's ’s termination. 2. B. When an employee has been given an overall rating of "“unsatisfactory" ” on an annual performance appraisal, the employee's ’s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "“Meets Standards." ”. Approximately midway through the 90-90 day period, the employee and the employee's ’s supervisor shall meet to evaluate the employee's ’s progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's ’s termination. 4. C. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, in addition to the performance improvement plan citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. D. Under the provisions of State Personnel and Pensions Article, Article §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's ’s mid-year or final performance appraisal forms.

Performance Appraisals. 1. When an employee has been given an overall rating of "Needs Improvement" ANeeds Improvement@ on an annual performance appraisal, the employee's =s supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." AMeets Standards.@ The employee's =s development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. a description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. a statement as to when the employer and the employee decide to meet to evaluate the employee's =s performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's =s termination. 2. When an employee has been given an overall rating of "unsatisfactory" Aunsatisfactory@ on an annual performance appraisal, the employee's =s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." AMeets Standards.@ Approximately midway through the 90-day period, the employee and the employee's =s supervisor shall meet to evaluate the employee's =s progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's =s termination. 43. An employee may not receive an overall rating of "unsatisfactory" Aunsatisfactory@ on the employee's =s annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has already received an “unsatisfactory” or “needs improvement” overall Aunsatisfactory@ rating on the employee's =s previous mid-year appraisal. 54. Under the provisions of State Personnel and Pensions Article, §'8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's =s mid-year or final performance appraisal forms.

Performance Appraisals. 1Section 29.1. When Management and Union reaffirm that performance evaluation is the continuing process by which the supervisor makes an assessment of the employee‟s performance and provides feedback to the employee has been given an overall on a regular basis. Employees should be recognized for their achievements, counseled and assisted in areas in which they can improve, and encouraged to develop professionally, in order to perform at their fullest potential. Further, performance evaluation encourages the supervisor to tell the employee what the work unit is doing; allows the supervisor to tell the employee what he is expected to be doing (what, how, and by when); and allows the employee to tell the supervisor what the employee would like to do now and in the future, how the ratee thinks the job could be done better, and what help and/or training the employee thinks is needed. Section 29.2. Each employee will receive a performance plan prior to the beginning of his annual rating period, normally within 30 days. Newly assigned supervisors will review and discuss performance plans with subordinate employees no later than 30 days after their arrival. Similarly, supervisors will review and discuss performance plans with new employees within 30 days of "Needs Improvement" on an annual performance appraisal, their arrival. a. Performance plans and associated expectations will correspond to the duties referenced in the employee's supervisor shall inform job description or set of duties for details. b. Performance plans, expectations, responsibilities and other performance criteria will be updated in a timely manner when mission changes occur. c. Absolute standards and expectations often serve as inappropriate means of achieving quality performance. As such, they should be avoided if at all possible. However, absolute standards and expectations may be appropriate when a single performance failure could result in injury, death, breach of security, or great monetary loss. Section 29.3. Supervisors should periodically advise employees of their performance progress during the employee that rating period. However, at a minimum, supervisors will hold a face-to-face progress review and performance counseling session at the employee has 180 days from issuance midpoint of the employee's rating to improve period. The matters discussed in such sessions will be held in strict Section 29.4. Employees will be notified when their performance falls to the level unsuccessful level. The notice of "Meets Standards." The employee's development plan unacceptable performance will be completed to identify the followinginclude: a. Specific instances of unsuccessful performance that caused the employee to fall below an identification acceptable level. b. Identification of the specific performance standards/behavioral elements for which requirements of the employee's performance is unacceptable;plan involved in each instance of unsuccessful performance. b. description of what the Employer will do to assist c. When the employee and is provided an opportunity to demonstrate acceptable performance during a description performance improvement period (PIP), the notice of what unacceptable performance will state: (1) What the employee must do to improve his performance to an acceptable level. (2) The length of the unacceptable performance during the opportunity period;PIP. c. statement as (3) The supervisor will be available to when the employer and assist the employee decide toward achieving acceptable performance, to include opportunities to meet with the supervisor as necessary to evaluate discuss the employee's performance during the PIP. (4) That unless performance improves to an acceptable level during the PIP for that job requirement/objective and maintained for a one year period from the date of the notice, the employee may be changed to lower grade or removed, without being placed in a subsequent PIP. (5) If, because of performance improvement by the employee during the notice period, the employee is not reduced in grade or removed, and the employee's performance continues to be acceptable for one year from the date Section 29.5. Civilian performance ratings should be completed in accordance with the activity‟s established internal date and will be submitted within the 180-day period. Failure to meet standards at 45 days after the end of the 180-day period shall result in the employee's terminationrating period. 2Section 29.6. When an employee has been given an overall rating of "unsatisfactory" on an annual Employees who are dissatisfied with their performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance ratings or other aspects of the rating to improve to performance evaluation process may file a grievance under the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the appropriate provisions of State Personnel and Pensions Article, §8-107, Annotated Code Article 36 of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal formsthis Agreement.

Performance Appraisals. The Employer shall provide at least one (1. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's termination. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's ) annual performance appraisal unless during of the Employee’s work performance. The evaluation shall be conducted by the Employee’s immediate supervisor. Bargaining unit members that are department heads shall be reviewed by the County Administrator, utilizing a closed session as set forth Minn. Stat. 13D.05 Subdivision 3. The performance evaluation shall provide clear examples justifying the rating period given. Work plans, coaching sessions and letters of expectation are not substitutions for annual performance appraisals. Each performance appraisal shall indicate the employee has been Employee's overall level of performance. All performance appraisals shall be signed by the Employee’s supervisor. The following positions are department heads and come under the direct supervision of the County Administrator: County Assessor, County Highway Engineer; County Surveyor; Environmental Services Director; Public Health and Human Services Director, and the Veteran Services Officer. Pursuant to MS 387.145, a Chief Deputy Sheriff may be appointed by the Sheriff with the approval of the County Board. The Chief Deputy Sheriff comes under the direct supervision of the Sheriff. All other supervisors not listed above come under the direct supervision of their respective Department Heads for their assigned departments. Nothing in this article is intended to abrogate or otherwise impair the Employer’s rights set forth in Article 3 of this Agreement, including the right to reorganize County Government and the departments within it. Employees shall be given written notice, citing specific examples, (and accompanied by supporting documentation) that the opportunity to sign the performance appraisal but such signing does not indicate acceptance or rejection of the appraisal. The Employee shall receive a copy of the appraisal at the time he/she signs it. The Employee shall have fifteen (15) calendar days from the date of the receipt of the finalized appraisal to file a written response in the Employee's personnel file. The substantive judgment of the supervisor regarding the Employee's performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on not grievable/arbitrable under Article 14. The employee, within 15 days of receipt of the employee's previous mid-year appraisal. 5. Under the provisions final signed copy of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal formsmay appeal the performance review in writing to the County Personnel Committee describing any differences of opinion as to their performance. The Personnel Committee shall hear the appeal at a scheduled meeting subject to the availability of the Employer and the Association ▇▇▇▇▇▇▇. Employee’s written rebuttal and/or appeal shall be affixed to the Employer’s file copy and maintained in the Employee’s personnel file.

Performance Appraisals. Section 1. Employees shall be granted annual performance pay increases on their eligibility date provided the employees are not at the top of the salary range of their classification and provided the employee’s work performance has not been deficient. (A) Classification specifications developed and promulgated by the Employer. (B) A written position description, delineating specific duties consistent with the classification specification. A copy of the position description shall be given to the employee. The position description shall be subject to at least one (1) annual review with the employee and any changes shall be developed by his/her supervisor. A copy of the current specifications shall be available to the employee at any time at the employee’s request. Nothing contained herein shall compromise the right or the responsibility of the Agency to assign work consistent with the classification. (C) Written memoranda including letters of instruction and disciplinary actions. (D) Coaching and performance feedback given to the employee. Section 2. The performance appraisal shall be prepared in the following manner: 1. No criticism or derogatory remarks can be included in the performance appraisal that is not based upon the criteria in section 1 of this article. Section 3. The above criteria shall be the primary factors upon which an employee’s performance is judged and upon which annual performance pay decisions are determined. All performance appraisals shall be prepared by the employee’s immediate supervisor. When an employee has been supervised by two (2) or more immediate supervisors during the appraisal period, the performance appraisal shall reflect the evaluations of the current supervisor following consultation with the previous supervisor(s). The immediate supervisor shall discuss the evaluation with the employee and both shall sign the copy to be retained in the personnel file, indicating that the evaluation has been discussed. If a higher authority changes the evaluation after the employee has seen the evaluation, notification thereof and reason therefore shall be given an overall rating to the employee. If the employee desires to submit a written statement in explanation or mitigation of "Needs Improvement" any remark on an annual the performance appraisal, the employee's supervisor statement shall inform the employee that the employee has 180 days from issuance of the rating to improve be attached to the level of "Meets Standards." The employee's development plan will performance appraisal. Salary denial based upon any factor other than those listed above, except those based upon a statutorily defined disciplinary action, shall be completed to identify the following: a. an identification of the invalid. Every employee shall receive a performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards appraisal at the end of the 180-day a trial service period shall result in the employee's terminationand annually each year by June 1. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. The Employer shall provide at least one (1. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's termination. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's ) annual performance appraisal unless during of the Employee’s work performance. The evaluation shall be conducted by the Employee’s immediate supervisor. Bargaining unit members that are department heads shall be reviewed by the County Board, utilizing a closed session as set forth Minn. Stat. 13D.05 Subdivision 3. The performance evaluation shall provide clear examples justifying the rating period given. Work plans, coaching sessions and letters of expectation are not substitutions for annual performance appraisals. Each performance appraisal shall indicate the employee has been Employee's overall level of performance. All performance appraisals shall be signed by the Employee’s supervisor. The following positions are department heads and come under the direct supervision of the County Board: County Assessor, County Highway Engineer; County Surveyor; Environmental Services Director; Public Health and Human Services Director, and the Veteran Services Officer. Pursuant to MS 387.145, a Chief Deputy Sheriff may be appointed by the Sheriff with the approval of the County Board. The Chief Deputy Sheriff comes under the direct supervision of the Sheriff. All other supervisors not listed above come under the direct supervision of their respective Department Heads for their assigned departments. Nothing in this article is intended to abrogate or otherwise impair the Employer’s rights set forth in Article 3 of this Agreement, including the right to reorganize County Government and the departments within it. Employees shall be given written notice, citing specific examples, (and accompanied by supporting documentation) that the opportunity to sign the performance appraisal but such signing does not indicate acceptance or rejection of the appraisal. The Employee shall receive a copy of the appraisal at the time he/she signs it. The Employee shall have fifteen (15) calendar days from the date of the receipt of the finalized appraisal to file a written response in the Employee's personnel file. The substantive judgment of the supervisor regarding the Employee's performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on not grievable/arbitrable under Article 14. The employee, within 15 days of receipt of the employee's previous mid-year appraisal. 5. Under the provisions final signed copy of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal formsmay appeal the performance review in writing to the County Personnel Committee describing any differences of opinion as to their performance. The Personnel Committee shall hear the appeal at a scheduled meeting subject to the availability of the Employer and the Association ▇▇▇▇▇▇▇. Employee’s written rebuttal and/or appeal shall be affixed to the Employer’s file copy and maintained in the Employee’s personnel file.

Performance Appraisals. Section 1. Employees shall be granted annual performance pay increases on their eligibility date provided the employees are not at the top of the salary range of their classification and provided the employee’s work performance has not been deficient. (A) Classification specifications developed and promulgated by the Employer. (B) A written position description, delineating specific duties consistent with the classification specification. A copy of the position description shall be given to the employee. The position description shall be subject to at least one (1) annual review with the employee and any changes shall be developed by his/her supervisor. A copy of the current specifications shall be available to the employee at any time at the employee’s request. Nothing contained herein shall compromise the right or the responsibility of the Agency to assign work consistent with the classification. (C) Written memoranda including letters of instruction and disciplinary actions. (D) Coaching and performance feedback given to the employee. Section 2. The performance appraisal shall be prepared in the following manner: Section 3. The above criteria shall be the primary factors upon which an employee’s performance is judged and upon which annual performance pay decisions are determined. All performance appraisals shall be prepared by the employee’s immediate supervisor. When an employee has been supervised by two (2) or more immediate supervisors during the appraisal period, the performance appraisal shall reflect the evaluations of the current supervisor following consultation with the previous supervisor(s). The immediate supervisor shall discuss the evaluation with the employee and both shall sign the copy to be retained in the personnel file, indicating that the evaluation has been discussed. If a higher authority changes the evaluation after the employee has seen the evaluation, notification thereof and reason therefore shall be given an overall rating to the employee. If the employee desires to submit a written statement in explanation or mitigation of "Needs Improvement" any remark on an annual the performance appraisal, the employee's supervisor statement shall inform the employee that the employee has 180 days from issuance of the rating to improve be attached to the level of "Meets Standards." The employee's development plan will performance appraisal. Salary denial based upon any factor other than those listed above, except those based upon a statutorily defined disciplinary action, shall be completed to identify the following: a. an identification of the invalid. Every employee shall receive a performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards appraisal at the end of the 180-day a trial service period shall result in the employee's terminationand annually each year by June 1. 2. When an employee has been given an overall rating of "unsatisfactory" on an annual performance appraisal, the employee's supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Approximately midway through the 90-day period, the employee and the employee's supervisor shall meet to evaluate the employee's progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. 1. When an employee has been given an overall rating of "Needs Improvement" Aneeds improvement@ on an annual performance appraisal, the employee's =s supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." ▇▇▇▇▇ standards.@ The employee's =s development plan will be completed to identify the following: a. an An identification of the performance standards/behavioral elements for which performance is unacceptable; b. A description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. A statement as to when the employer and the employee decide to meet to evaluate the employee's =s performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's =s termination. 2. When an employee has been given an overall rating of "unsatisfactory" Aunsatisfactory@ on an annual performance appraisal, the employee's =s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "Meets Standards." Ameets standards.@ Approximately midway through the 90-day period, the employee and the employee's =s supervisor shall meet to evaluate the employee's =s progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's =s termination. 43. An employee may not receive an overall rating of "unsatisfactory" Aunsatisfactory@ on the employee's =s annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has already received an “unsatisfactory” or “needs improvement” overall Aunsatisfactory@ rating on the employee's =s previous mid-year appraisal. 54. Under the provisions of State Personnel and Pensions Article, §'8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's =s mid-year or final performance appraisal forms.

Performance Appraisals. Section 1: All performance appraisals shall be prepared in a reasonable, fair, and objective manner. Section 2: A performance appraisal is a comparison of an employee's performance with performance standards. When an The purposes of performance appraisals are: to communicate to employees the Employer's assessment of their performance and to point out to the employee areas where performance has been given an overall rating of "Needs Improvement" on an annual good and where performance can be improved; to serve as a basis for career-ladder promotions, or awards, or for remedial actions to be taken by the Employer which will improve employee performance; and/or to serve as a basis for decisions to grant awards; grant or withhold pay increases (i.e. WGI, QSI); reassign; promote; train; re-train in reduction in force; reduce in grade; or remove. Section 3: Starting July 1, 2025, the appraisal period is the one-year performance period from July 1st through June 30th, annually. Any employee serving in a temporary appointment lasting less than one (1) year will not receive a performance appraisal. Any temporary employee who has an initial appointment lasting beyond one (1) year (or through a series of extensions is employed beyond one year) will receive a performance appraisal. The Employer will meet with the Union no later than ninety (90) days prior to the start of the standardized performance year to provide updates on the implementation of the new fixed time period for performance reviews, and to discuss any questions or concerns. The parties may agree to modify this meeting date as needed. Employees will receive performance plans within thirty (30) calendar days of the beginning of the rating period, being hired, or entering into a new position, which includes details and temporary promotions. A performance plan is a written record of the established critical job elements and performance standards for the employee’s position, which addresses a clear linkage between strategic goals of the organization and individual performance. All aspects of all standards, including numerical standards, procedures, or requirements, referenced in the critical job elements and standards will be communicated to affected employees at the time the employees receive their critical job elements and standards, in addition to any prior communication which may be required in connection with Section 4 above. The supervisor and employee will electronically sign the performance plan at the start of the performance year acknowledging that the critical job elements and standards have been discussed. It is the responsibility of the Employer to keep the employee informed of the Employer's evaluation of the employee's supervisor shall inform performance, and to point out to the employee that the employee has 180 days from issuance areas of the rating to improve to the level of "Meets Standards." The employee's development plan will be completed to identify the following: a. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. statement as to when the employer and the employee decide to meet to evaluate the employee's performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result weakness in the employee's terminationperformance. 2Section 4: Performance appraisals are normally prepared by the employee's immediate supervisor and reviewed and approved by the 2nd level supervisor. When employees are reassigned to a different supervisor, the following applies: The former supervisor will provide written comments to the new supervisor regarding the employee's performance. The new supervisor shall consider the information when the evaluation is prepared. With the employee's written concurrence, any rating due within ninety (90) days of assignment to the new supervisor can be deferred by the new supervisor until the employee has completed ninety (90) days under the new supervisor. Employees will be notified about this option and, if an employee has been given an overall rating of "unsatisfactory" on an annual performance requests to defer the appraisal, the employee's supervisor shall inform request will be given due consideration by the employee that the employee has 90 days from issuance of the Agency. The existing rating to improve to the level of "Meets Standards." Approximately midway through the 90-day will continue in effect during this time period. Alternatively, the employee and next level supervisor over the employee's ’s former supervisor shall meet to evaluate can issue the performance appraisal. In either circumstance, the supervisor or next level supervisor will consider information from the employee's progress toward meeting standards’s former supervisor as required in Section B.1. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's termination. 4. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. Under the provisions of State Personnel and Pensions Article, §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's mid-year or final performance appraisal forms.

Performance Appraisals. 1. ‌ A. When an employee has been given an overall rating of "Needs Improvement" on an annual performance appraisal, the employee's ’s supervisor shall inform the employee that the employee has 180 days from issuance of the rating to improve to the level of "Meets Standards." The employee's ’s development plan will be completed to identify the following: a. 1. an identification of the performance standards/behavioral elements for which performance is unacceptable; b. 2. a description of what the Employer will do to assist the employee and a description of what the employee must do to improve the unacceptable performance during the opportunity period; c. 3. a statement as to when the employer and the employee decide to meet to evaluate the employee's ’s performance within the 180-day period. Failure to meet standards at the end of the 180-day period shall result in the employee's ’s termination. 2. B. When an employee has been given an overall rating of "“unsatisfactory" ” on an annual performance appraisal, the employee's ’s supervisor shall inform the employee that the employee has 90 days from issuance of the rating to improve to the level of "“Meets Standards." ”. Approximately midway through the 90-90 day period, the employee and the employee's ’s supervisor shall meet to evaluate the employee's ’s progress toward meeting standards. 3. Failure to meet standards at the end of the 90-day period shall result in the employee's ’s termination. 4. C. An employee may not receive an overall rating of "unsatisfactory" on the employee's annual performance appraisal unless during the rating period the employee has been given written notice, in addition to the performance improvement plan citing specific examples, (and accompanied by supporting documentation) that the performance is "unsatisfactory" and has received an “unsatisfactory” or “needs improvement” rating on the employee's previous mid-year appraisal. 5. D. Under the provisions of State Personnel and Pensions Article, Article §8-107, Annotated Code of Maryland, an employee may not be denied a pay increase unless substantial reasons of performance were cited on the employee's ’s mid-year or final performance appraisal forms.