PERFORMANCE EVALUATION RATINGS Clause Samples

The PERFORMANCE EVALUATION RATINGS clause establishes the criteria and process for assessing an individual's or entity's work performance within a contractual or organizational context. Typically, it outlines the standards, frequency, and methods by which performance will be measured, such as periodic reviews or scoring systems based on specific objectives or deliverables. This clause ensures that expectations are clearly communicated and provides a structured basis for feedback, rewards, or corrective actions, thereby promoting accountability and continuous improvement.
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PERFORMANCE EVALUATION RATINGS. Each Employee shall be rated by his or her immediate supervisor. Upon completion of the rating, Employees will be personally informed of their respective evaluations by the immediate Supervisor who prepared the evaluation. The original copy shall be placed in the Employee's personnel file. Any Employee who wishes to review his performance evaluation with the Chief of Police must make a written request to the Chief of Police within two weeks of receiving his copy of the evaluation and must identify each area he wishes to review and cite a brief basis for reviewing that area. The matter will be discussed with the Chief of Police as expeditiously as circumstances permit. Upon request, the employee may have a Union representative at the meeting with the Chief of Police. It is specifically agreed that no aspect of this Article shall be subject to the grievance procedure. This Article shall remain in effect for the duration of the Agreement at which time it shall automatically terminate.
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PERFORMANCE EVALUATION RATINGS. RATING DEFINITION
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PERFORMANCE EVALUATION RATINGS. A. Each Employee shall be rated by his or her immediate supervisor at least once per year. 1. Upon completion of the rating, each Employee will be personally informed of their respective evaluations by the immediate supervisor who prepared the evaluation. 2. Any Employee who wishes to appeal his performance evaluation must make a written request to the Chief of Police or his/her designee within thirty days of receiving his copy of the evaluation and must identify each trait he is appealing and cite a brief basis for appealing that rating.
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PERFORMANCE EVALUATION RATINGS. Each employee shall be rated by his or her immediate Supervisor. Upon completion of the rating, employees will be personally informed of their respective evaluations by the immediate Supervisor who prepared the evaluation. The original copy shall be placed in the employee’s personnel file. Any employee who wishes to review his/her performance evaluation with the Chief of Police must make a written request to the Chief of Police within two weeks of receiving his/her copy of the evaluation and must identify each area he wishes to review and cite a brief basis for reviewing that area. The matter will be discussed with the Chief of Police as expeditiously as circumstances permit. Upon request, the employee may have a Union representative at the meeting with the Chief of Police. Performance evaluations shall be removed from the personnel file after a two year period. It is specifically agreed that no aspect of this Article shall be subject to the grievance procedure. Performance evaluations shall not be used for discipline.
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PERFORMANCE EVALUATION RATINGS. Unsuccessful/ Unacceptable Performance Partially Successful Performance/ Needs Improvement Fully Successful/ Effective Performance Superior/ Highly Effective Performance Distinguished Performance and Role Model Status
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PERFORMANCE EVALUATION RATINGS. RATING DEFINITION CLASSIFIED EMPLOYEE EVALUATION
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PERFORMANCE EVALUATION RATINGS 
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Related to PERFORMANCE EVALUATION RATINGS

  • 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.

  • 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.

  • Performance Measurement The Uniform Guidance requires completion of OMB-approved standard information collection forms (the PPR). The form focuses on outcomes, as related to the Federal Award Performance Goals that awarding Federal agencies are required to detail in the Awards.