Performance Evaluation Conference Sample Clauses

Performance Evaluation Conference. At least every six (6) months the employer shall have a conference with the employee in connection with performance evaluation and improvement goals and work standards. Ratings and conferences ordinarily shall be given by or conducted by the immediate supervisor. A written record of such conference shall be provided to the employees within three (3) weeks of the conference.
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Performance Evaluation Conference. The evaluator will conference with the employee to discuss not only the contents of the Performance Evaluation, but also to set objectives and/or goals for professional growth, to improve performance or better meet the District’s needs.
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Performance Evaluation Conference. A tenured teacher will be issued a performance evaluation at a conference with the administration no later than fifteen (15) working days prior to the last scheduled teacher work day. This performance evaluation will include a summary of the teacher’s performance, a status review of the current goals, and an identification of goals for the following year. The teacher shall sign three (3) copies of the performance evaluation at this conference. The teacher’s signature simply indicates that the performance evaluation comments were discussed and does not mean that he/she is in agreement with such comments. A teacher who disagrees with the performance evaluation may submit a written response within ten (10) school days; such response shall be attached to the teacher’s performance evaluation. If the administrator believes that a teacher is doing unacceptable work, he/she shall point out in specific terms where the teacher is deficient and shall identify specific ways in which the teacher is to improve. Appropriate assistance shall be given to the teacher by the administration and other staff members.
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Performance Evaluation Conference. The evaluator shall meet with the unit member and shall discuss and review the performance evaluation form. In the event, the overall performance evaluation rating is “Performance Needs Improvement” or “Unsatisfactory Performance” the evaluator, in consultation with the Office of Human Resources shall develop a written Performance Improvement Plan (PIP). The written PIP shall include an explanation of the reason(s) for such deficiencies specified in the Employee Performance Evaluation Form and assist the unit member in making improvements. Expectations shall be outlined and discussed with the unit member to give an opportunity for improvement. The unit member’s performance must be reviewed within sixty (60) days to document the unit member’s progress, including any recommendations for continued success.
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Related to Performance Evaluation Conference

  • 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.

  • 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.

  • Evaluation Conference The final evaluation conference shall occur not later than the end of week six (6) of the spring semester. The purpose of the evaluation conference is to discuss the results of the visitation and other relevant evaluation information. If the team recommends that the District not employ the professor for the following year, no evaluation activities in year four (4) are necessary.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP ▇▇-▇▇-▇▇▇, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.