Probationary Period Evaluation Sample Clauses

The Probationary Period Evaluation clause establishes a set timeframe at the beginning of an employee’s employment during which their performance and suitability for the role are formally assessed. Typically, this period lasts from a few weeks to several months, during which the employer monitors the employee’s work, provides feedback, and may conduct formal reviews. The core function of this clause is to give both the employer and employee an opportunity to determine fit and address any issues early, often allowing for simplified termination or adjustment of employment terms if expectations are not met.
Probationary Period Evaluation. The Employer will formally review and evaluate the performance of the nurse during the probationary period and provide the nurse with a written evaluation prior to the end of the probationary period and/or extension. Failure to provide an evaluation prior to the completion of the probationary period or extension, shall prohibit the Employer from extending initial probation or providing the nurse a probationary release.
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Probationary Period Evaluation. SENIORITY LIST, REDUCTION OF WORK FORCE, AND PROMOTIONS AND TRANSFERS A. PROBATIONARY PERIOD New employees hired into the unit from the outside shall be probationary for one hundred twenty (120) workdays. Upon completion of the probationary period, the employees shall attain seniority status, and their names shall be entered on the seniority list with their seniority dating from the date of hire. New employees, while in their probationary period, may be terminated and/or disciplined without recourse to the grievance procedure. They shall be represented by the Union for all purposes under this Agreement during the probationary period, except that no protest may be entered against termination and/or discipline during said probationary period, unless for discrimination or Union activities.
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Probationary Period Evaluation. RESIGNATION AND RETIREMENT 5.1 A newly hired Teacher shall serve a probationary period of the time required for that Teacher to teach five (5) credits. A teacher’s performance will be assessed during the probationary period. If deemed to be less than satisfactory (given due process) then the administration reserves the right to choose not to continue to employ that teacher.
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Probationary Period Evaluation. New dealers will be placed on a probationary period of hours. During this probation the dealer may be terminated at any time without cause and without notice or pay in lieu of notice. An evaluation will be completed after hours to determine progress and identify areas that need improvement. This probationary period of hours at the PALACE CASINO will be included as part of the first hours of LEVEL Any exceptions require the approval of EXECUTIVE MANAGEMENT. Dealers acting as Floor Supervisors will be placed on a probationary period of hours. An evaluation will be done after hours to determine progress and identify areas that need improvement. At any time during this probationary period, dealers acting as Floor Supervisors may be relieved of acting duties. This probationary period of hours at the PALACE CASINO will be credited towards the Floor Supervisorpay scale when promoted to Floor Supervisor. Any exceptions require the approval of EXECUTIVE MANAGEMENT. New Floor Supervisors will be placed on a probationary period of hours. An evaluation will be done after hours to determine progress and identify areas that need improvement. At any time during this probationary period the Floor Supervisor may be to, or placed in, a dealing position. This probationary period of hours at the PALACE CASINO will be credited towards the Floor Supervisorpay scale. Any exceptions require the approval of EXECUTIVE MANAGEMENT. New security staff will be placed on a probationary period of hours. During this probation the security staff member may be terminated at any time without cause and without notice or pay in lieu of notice. An evaluation will be completed after hours to determine progress and identify areas that need improvement. This probationary period of hours at the PALACE CASINO will be included as part of the first hours of LEVEL Any exceptions require the approval of EXECUTIVE MANAGEMENT. New slot staff will be placed on a probationary period of hours. During this probation the slot member may be terminated at any time without cause and without notice or pay in lieu of notice. An evaluation will be completed after hours to determine progress and identify areas that need improvement. This probationary period of hours at the PALACE CASINO will be included as part of the first hours of LEVEL Any exceptions require the approval of EXECUTIVE MANAGEMENT. New maintenance will be placed on a probationary period of hours. During this probation the cleaning staff member may be...
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Probationary Period Evaluation. 1. During the 1-year probationary period required after competitive appointment, a new employee will be appraised to determine whether conduct, performance, and overall fitness warrants retention in the Federal service. 2. Management will evaluate a probationary employee's conduct and performance not later than the 10th month of probation period. A written evaluation and recommendation must be submitted on whether or not the employee should be retained. This probationary period evaluation does not take the place of the annual performance rating.
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Probationary Period Evaluation. An expectations meeting will be held with each employee at the time of hire. Prior to the end of the employee’s probationary period, the supervisor to whom the employee is assigned, will prepare a written performance evaluation of the employee. The employee and the supervisor will meet to discuss the end of probationary period performance evaluation, and will document in writing the results of the discussions to be included in that documentation: 1. Any modifications made to the employee’s job description will be discussed with the Union pursuant to Article 26.2. It is further understood that the University reserves the right to promote employees, in accordance with this Agreement. 2. Specific tasks and standards established by the supervisor, and the employee, that will assist the employee in accomplishing the employee’s overall objectives for the next evaluation period: 3. Any training needs established.
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Probationary Period Evaluation. PROBATIONARY EXTENSION OF PROBATION SENIORITY NOTIFICATION OF UNION SENIORITY – APPLICABLE TO TERMINATION DURING PROBATION ACTING POSITIONS 13.01 (d) 13.01 (e) 13.01 (f) 13.01 (g) 13.01 (h) 13.01 (i) 13.02 13.04 (iii) PROMOTION (TEMPORARY) 25.01 PROBATIONARY EMPLOYEES IN LIEU 22.02 PROBATION PERIOD EXTENSION OF PROBATION EVALUATION SENIORITY UNION NOTIFICATION NOTIFICATION PERIOD LOSS OF SENIORITY HOLIDAYS 13.02 13.01 (d) 13.01 (f) 13.01 (e) 13.01 (g) 13.01 (h) 13.03 (a - g) 20.05 HOLIDAY PAY WAGE RATES 20.06 25.01 (b, c) FULL TIME 13.01 (a) PART TIME 13.01 (b) TRANSFER 13.01 (c) PROBATION 13.01 (g) GENERAL 13.01 (i) LOSS OF SENIORITY 13.03 (a – g) ACCUMULATION 13.04 POSTING 13.05 LAYOFF 15.01, PERSONAL LEAVE 17.05 ACCUMULATION 16.01 DEDUCTION OF SICK BANK HOURS 16.05 ILLNESS – VACATION/LOA 16.04 MEDICAL CERTIFICATE 16.06 RECORD 16.07 TOP UP 16.02, 16.03
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Related to Probationary Period Evaluation

  • 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.

  • EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

  • Evaluation Cycle Goal Setting and Development of the Educator Plan A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans. B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below. C) Educator Plan Development Meetings shall be conducted as follows: i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus. ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals. D) The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.