Common use of Performance Ratings Clause in Contracts

Performance Ratings. Employees shall receive a written performance review upon successful completion of their probationary period and every March/April thereafter. The purposes of the performance evaluation are to establish a communication tool to ensure that employees are performing at acceptable levels, to provide a means by which to document performance, and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on the achievement of performance factors/goals established by the employee and supervisor during the annual expectations meeting. An employee shall receive one of the following ratings at the performance review (see attached Performance Management Process “PMP” Form Appendix A): Exceptional Highly Effective Effective Improvement Required Unsatisfactory No quotas or other limitations shall be applied to employee ratings. The University shall not allow or condone the deflation or lowering of employees’ performance rating in an effort to avoid payment of performance evaluation salary increases.

Performance Ratings. ‌ Employees shall receive a written performance review upon successful completion of their probationary period and every March/April thereafter. The purposes of the performance evaluation are to establish a communication tool to ensure that employees are performing at acceptable levels, to provide a means by which to document performance, and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on the achievement of performance factors/goals established by the employee and supervisor during the annual expectations meeting. An employee shall receive one of the following ratings at the performance review (see attached Performance Management Process “PMP” Form Appendix A): Exceptional Highly Effective Effective Improvement Required Unsatisfactory No quotas or other limitations shall be applied to employee ratings. The University shall not allow or condone the deflation or lowering of employees’ performance rating in an effort to avoid payment of performance evaluation salary increases.