Common use of PERFORMANCE EVALUATION PROCEDURE Clause in Contracts

PERFORMANCE EVALUATION PROCEDURE. 4.6.1 Each employee’s immediate supervisor and/or the first-level manager above the supervisor are responsible for evaluation of the employee’s performance. The evaluation should be reviewed by the designated reviewer prior to discussion between the bargaining unit member and evaluator. 4.6.2 The reports shall be completed on forms prescribed by the District and CSEA. (Appendix I). 4.6.3 The immediate supervisor shall present the completed evaluation to the bargaining unit member and discuss its contents. Upon request of the bargaining unit member, the evaluator will provide a photocopy of the evaluation form prior to forwarding it to the reviewer. 4.6.4 The bargaining unit member shall then sign the Performance Evaluation Report and Objective Plan to indicate having reviewed the contents with the evaluator. Signature shall not be interpreted as concurrence with the evaluation. 4.6.5 The bargaining unit member shall be provided a copy of the finalized Performance Evaluation Report and Objective Plan upon completion of the evaluation process. 4.6.6 An employee who desires to register disagreement with the content of an evaluation may take the following steps: A.) Record a statement of objection at the time of the evaluation conference with the immediate supervisor; or, B.) Submit a statement in writing within ten (10) working days of the conference. Such a statement shall be attached to and become a permanent addition to the evaluation document. C.) May request in writing within ten (10) working days a review of the bargaining unit member’s evaluation by the rater’s immediate supervisor. The rating will be changed only upon a finding by the supervisor that the rating was produced by mistake or fraud. D.) An unsatisfactory evaluation may be appealed to the next level supervisor who will have the final authority to amend, affirm or reverse the evaluation or elements of the evaluation. For the elements of an unsatisfactory evaluation, see 4.7.3 below.

PERFORMANCE EVALUATION PROCEDURE. 4.6.1 Each employee’s immediate supervisor and/or the first-level manager above the supervisor are responsible for evaluation of the employee’s performance. The evaluation should be reviewed by the designated reviewer prior to discussion between the bargaining unit member and evaluator. 4.6.2 The reports shall be completed on forms prescribed by the District and CSEA. (Appendix I). 4.6.3 The immediate supervisor shall present the completed evaluation to the bargaining unit member and discuss its contents. Upon request of the bargaining unit member, the evaluator will provide a photocopy of the evaluation form prior to forwarding it to the reviewer. 4.6.4 The bargaining unit member shall then sign the Performance Evaluation Report and Objective Plan to indicate having reviewed the contents with the evaluator. Signature shall not be interpreted as concurrence with the evaluation. 4.6.5 The bargaining unit member shall be provided a copy of the finalized Performance Evaluation Report and Objective Plan upon completion of the evaluation process. 4.6.6 An employee who desires to register disagreement with the content of an evaluation may take the following steps: A.) Record a statement of objection at the time of the evaluation conference with the immediate supervisor; or, B.) Submit a statement in writing within ten (10) working days of the conference. Such a statement shall be attached to and become a permanent addition to the evaluation document. C.) May request in writing within ten (10) working days a review of the bargaining unit member’s his/her evaluation by the rater’s immediate supervisor. The rating will be changed only upon a finding by the supervisor that the rating was produced by mistake or fraud. D.) An unsatisfactory evaluation may be appealed to the next level supervisor who will have the final authority to amend, affirm or reverse the evaluation or elements of the evaluation. For the elements of an unsatisfactory evaluation, see 4.7.3 below.