PERFORMANCE EVALUATION AND PROBATIONARY PERIOD Clause Samples

PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 2.3.1 All newly hired employees and all employees upon receiving a promotion shall receive two (2) written performance evaluations from the immediate supervisor. Probationary employees shall receive evaluations during the 2nd and 5th months of the probationary period. Upon completion of the probationary period provided for in Article 2.1, all employees shall receive one (1) annual performance evaluation from the immediate supervisor, not later than May 1 of each fiscal year. A permanent employee who accepts a promotion and fails to complete the probationary period for that promotional position shall be employed in the classification from which he/she was promoted, subject to the bumping provisions in Articles 13.4 and 13.5. 2.3.2 No evaluation of any employee shall be placed in any personnel file without an opportunity for discussion between the employee and the evaluator. No evaluation shall be based solely upon hearsay statements and shall be based primarily upon the direct observation and knowledge of the evaluator. Any negative evaluation shall include specific recommendations for improvement and provisions for assisting the employee in implementing any recommendations made. The employee shall have the right to review and respond to any derogatory evaluation in accordance with Section 2.2.2 above. 2.3.3 Permanent employees may request that their supervisor conduct two evaluations per year. Such a request shall be made to the Supervisor no later than September 15th each school year. This evaluation shall be completed by December 31st and shall be supplementary to the annual evaluation.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 7.1 Performance Evaluation Purpose and Frequency The performance of each UAF Local 1324 Unit Member will be evaluated annually and written evaluations will be used as a basis for personnel actions. Performance evaluations will include discussions of the position duties, responsibilities and purpose as defined by the Fire Chief, performance and conduct, review of progress, and as appropriate, planning for more effective performance. The review will include an opportunity for the UAF Local 1324 Unit Member to ask questions concerning work assignments and performance expectations. Written performance evaluations will be communicated to the UAF Local 1324 Unit Member and will be placed in the UAF Local 1324 Unit Member’s official personnel file. 7.2 Goals and Objectives Written evaluations will be sufficiently specific to inform and guide the UAF Local 1324 Unit Member toward achieving major goals and objectives for the position as determined by the Fire Chief.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. Section 1 A performance evaluation procedure shall be maintained which is reasonably related to the employee’s job duties and/or performance. Section 2 The evaluation period shall be September 1 to August 31. Employees in the first two years of employment will be evaluated at least annually. Evaluations will be done every two years for secretaries after the second full year of employment. Interim evaluations may be performed at the discretion of the evaluator. Section 3 The evaluator will be the Principal or Head Administrator of the Department. Section 4 No later than forty-five (45) workdays after the start of the school year, the evaluator shall meet with the evaluatee for the purpose of explaining the procedure and answering questions regarding the procedure. During the probationary period, the immediate supervisor will meet with the employee for the purpose of reviewing the employee’s performance and to explain and answer questions regarding the evaluation procedure. Section 5 The evaluatee will receive a copy of each evaluation for his/her signature. The employee’s signature does not constitute affirmation of the contents of the evaluation, but only that the appropriate process has been followed. The evaluatee shall be allowed to submit written comment to the evaluation within ten (10) days of receipt of the evaluation. Section 6 An allegation that an unsatisfactory evaluation is arbitrary or without foundation may be raised through the grievance procedure, but in no event beyond the level of Superintendent. Individual categories of an evaluation are not grievable. Should the evaluatee fail to meet the required standard of performance, remedial action may occur consistent with Article 26. Section 7 A new employee must serve a probationary period of ninety (90) workdays. Discharge during the probationary period is not subject to the grievance and arbitration procedure. Section 8 A copy of the performance evaluation instrument for Unit D is included as an addendum to the contract. Section 9 A new evaluation instrument will be developed by a Joint Committee comprised of three secretaries selected by the NEA (one from each level) and three administrators.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 7.1 Performance Evaluation Purpose and Frequency The performance of each UAF Local 1324 bargaining unit member will be evaluated annually and written evaluations will be used as a basis for personnel actions. Performance evaluations will include discussions of the position duties, responsibilities and purpose as defined by the Fire Chief, performance and conduct, review of progress, and as appropriate, planning for more effective performance. The review will include an opportunity for the UAF Local 1324 bargaining unit member to ask questions concerning work assignments and performance expectations. Written performance evaluations will be communicated to the UAF Local 1324 bargaining unit member and will be placed in the UAF Local 1324 bargaining unit member’s official personnel file. 7.2 Goals and Objectives Written evaluations will be sufficiently specific to inform and guide the UAF Local 1324 bargaining unit member toward achieving major goals and objectives for the position as determined by the Fire Chief. 7.3 UAF Local 1324 Bargaining Unit Member’s Ability to Respond The UAF Local 1324 bargaining unit member will have an opportunity to respond to the performance evaluation in writing. 7.4 New Hire Probation Period The standard probation period for new hires is twelve (12) months, but may be extended by the Fire Chief for up to six (6) additional months.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 17.2.1 All newly hired probationary unit members shall be evaluated by their immediate supervisor on the district approved evaluation form quarterly during their probationary period. All permanent unit members who receive a promotion to a new classification will be evaluated in that new position by their immediate supervisor on the District approved form at least twice during their six (6) month probationary period, the first evaluation approximately half way through the six (6) month period. Upon completion of the probationary period (the first twelve (12) months of service) or six (6) months for unit members receiving a promotion to a new classification) all bargaining unit employees shall be evaluated a minimum of once annually prior to June 30 by their immediate supervisors. The District retains the right to observe and/or evaluate as often as it deems necessary. 17.2.2 No evaluation of any employee shall be placed in any personnel file without an opportunity for discussion between the employee and the evaluator. Any negative evaluation shall contain specific recommendations for improvements and provisions for assisting the employee in implementing any recommendation made. The employee shall have the right to review and respond to any derogatory evaluation in accordance with
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD 
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Related to PERFORMANCE EVALUATION AND PROBATIONARY PERIOD

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • Promotional Probationary Period For a permanent worker who changes job classification due to promotion (except as noted in Section 7.2.5), probation shall be for six months, unless the worker is released from the new job before this time. At the end of the second month on the new job, the worker shall receive a written evaluation of his/her performance and progress towards permanency. The worker retains permanent status in the District and is only probationary in the new job. If he/she is released from the new job during the six-month probationary period, the Director of Human Resources shall assign the worker to a position in the class in which he/she holds permanency. He/she will be reinstated as a permanent worker, and his/her seniority at the higher position shall be credited to his/her seniority in the lower class. Workers who successfully complete probation shall have their annual step date adjusted to reflect the six-month probationary period.

  • Probationary Period A newly hired employee or a former employee who is rehired, except as otherwise provided herein, shall be on a probationary period for the first ninety (90) working days of his/her employment or re-employment. An employee who has been voluntarily or involuntarily transferred to another position covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in that position. An employee that has been transferred from a District position that is not covered by this Agreement shall be a probationary employee for the first ninety (90) working days of his/her employment in a position covered by this contract. The probationary employee shall accrue no seniority during the probationary period. The District shall have the right to discharge a 90 day probationary employee during the probationary period, and such employee shall not have recourse to the grievance procedure. If an employee is promoted, or is transferred to a new position within the District, that employee shall serve a period of probation of ninety (90) working days in that new position. If the employee does not successfully complete that period of probation, the employee will return to the identical job classification, at the same salary level, with the same level of seniority and the same job skills classification, which the employee had before the promotion or transfer. The employee will not necessarily be returned to the same job which the employee had before the promotion or transfer, however. A probationary employee, who voluntarily requests to be returned to the employee’s previous position will be permitted to do so only at the discretion of the Aberdeen School District. Upon the completion of the probationary period, the employee shall be added to the seniority list as of the last date of hire. The successful completion of the probationary period should not be construed as creating a contract or as guaranteeing employment for any specific duration or as establishing a just cause termination standard.