Procedure to be Followed Clause Samples

Procedure to be Followed. Performance evaluation reports, including annual evaluations and any interim evaluations, shall be made on forms prescribed by the District. a. Evaluations shall be based on observations or knowledge and in accord with the facts and not upon unsubstantiated or undocumented charges or rumors. It is understood, with regard to the evaluation, that the evaluator (generally the immediate administrator) will consult with the staff person responsible for directing the employee's work. In addition, no evaluation shall be based upon derogatory materials in the employee's personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. b. The evaluator shall discuss the written performance evaluation report with the employee at the time the evaluation is issued. However, in the event the parties are unable to meet, the supervisor shall arrange for a discussion at a later date. Both the evaluator and the employee will sign the evaluation. The signature of the employee means only that the employee has received a copy of the evaluation. The employee may attach any written comments to the evaluation at the employee's option at the time of the conference or at a later date. Copies of the evaluation together with any attachments will then be distributed as follows: (1) copy to the employee at the time the employee signs the evaluation; one (1) copy to the evaluator. c. If the evaluation report indicates below average or substandard performance, it shall include recommendations for improvement and offer appropriate counseling and/or guidance. If the employee is being terminated pursuant to Section 3.0 below, this provision shall not apply.

Procedure to be Followed. Performance evaluation reports, including annual evaluations and any interim evaluations, shall be made on forms prescribed by the District. a. Evaluations shall be based on observations or knowledge and in accord with the facts and not upon unsubstantiated or undocumented charges or rumors. In addition, no evaluation shall be based upon derogatory materials in the employee's personnel file unless the employee has previously been given sufficient prior notice of same, an opportunity to review and comment upon it, and had such comments attached to the materials. b. The evaluator (generally the immediate supervisor) shall discuss the written performance evaluation report with the employee at the time the evaluation is issued. However, in the event the parties are unable to meet, the supervisor shall arrange for a discussion at a later date. Both the evaluator and the employee will sign the evaluation. The signature of the employee means only that the employee has received a copy of the evaluation. The employee may attach any written comments to the evaluation at the employee's option at the time of the conference or at a later date. Copies of the evaluation together with any attachments will then be distributed as follows: One (1) copy to the employee at the time the employee signs the evaluation; one (1) copy to the evaluator. c. If any category on the performance report is rated lower than "meets standards," the following will be included in the evaluation: 1. statement of the problem or concern; 2. the desired improvement; 3. suggestions as to how to improve; and 4. provisions for assisting the employee.

Procedure to be Followed. Performance evaluation reports, including any annual and interim evaluations, shall be made on forms prescribed by the District. 2.1 Evaluations shall be based on direct observations or knowledge or upon knowledge or information communicated directly to the evaluator and in accord with the facts and not upon unsubstantiated charges or rumors. It is understood with regard to the evaluation that the evaluator (generally the immediate administrator/ supervisor) will, where appropriate, consult with the staff person responsible for directing the employee’s work. 2.2 The evaluator shall discuss the written performance evaluation report with the employee at the time the evaluation is issued. However, in the event the parties are unable to meet, the supervisor shall arrange for a discussion at a later date. Both the evaluator and the employee will sign the evaluation. The signature of the employee means only that the employee has received a copy of the evaluation. The employee may attach any written comments to the evaluation at the employee’s option at the time of the conference or at a later date. The employee shall receive a copy of the evaluation.

Procedure to be Followed. 8.3.1 Performance evaluation reports shall be made on forms prescribed by the District or may be done by separate memorandum. 8.3.2 Evaluations shall be based on observations or knowledge, and not upon unsubstantiated charges or rumors. In addition, no evaluation shall be based upon derogatory materials in the unit member's personnel file unless the unit member has previously been given notice of same, opportunity to review and comment upon it, and had such comments attached to the material. 8.3.3 The first-level evaluator shall discuss the written performance evaluation report with the unit member. Both the immediate supervisor and the unit member will sign the evaluation. Wherever appropriate, the evaluating supervisor shall consult with the lead person or other person who has day to day working direction over the unit member, and the evaluation form shall indicate the fact that such a consultation occurred. Signature of the unit member means only that the unit member has received a copy of the evaluation. The unit member may attach any written comments to the evaluation at his/her option. Copies of the evaluation together with any attachments will then be distributed as follows: one copy to the unit member; one copy to the Human Resources Department; and one copy to the evaluator.

Procedure to be Followed. Following any proposal of an amendment pursuant to Section 5.3 hereof, the Managing Venturer shall, within 15 days after receipt thereof, submit to all Venturers a verbatim statement of the proposed amendment. All proposed amendments, whether proposed by the Managing Venturer or by Venturers owning not less than 10% of the Units, shall be submitted to the Venturers for a Vote, within 30 days after the date of mailing of such notice. For purposes of obtaining a written Vote, the Managing Venturer may require response within a specified time. Any Venturer failing to notify the Managing Venturer of his or her support for or opposition to the amendment within the specified time shall be conclusively deemed to have opposed the amendment.

Procedure to be Followed. The helpdesk will be allotted a dedicated telephone extension number and an email ID. The helpdesk will be manned and managed on a 24/7 basis by qualified computer literate helpdesk operators. The helpdesk will receive, log and track all calls, emails and written complaints (collected from complaint boxes) raised by the end users in the premises. Any complaint / problem logged in helpdesk telephonically, through mail or through written complaint will be registered by the helpdesk operator in a complaint register and allotted a unique number on the date on which such complaint is made. The grievances column of the newspaper should be regularly examined by helpdesk operator to pick up cases which relate to it. Quick action should be taken for redressing these grievances on a time bound basis. The complainant should be quickly informed of the action proposed to be taken by way of redressal, where such redressal can be given [within a month’s time]. Where redressal is likely to take longer, in interim reply should be sent to the complaint explaining the steps taken and assuring that further necessary action is being taken in the matter. Work orders will be made by the helpdesk operator and handed over to respective department/ personnel to attend to the problem. Any complaint lodged with the helpdesk shall be responded to, depending on nature of the complaint / problem, within such time as set out in the Maintenance Manual. Once the complaint has been attended to, the complainant shall be informed of the steps taken and that the complaint has been addressed. The helpdesk operator will counter check before closure of any problems assigned. Resolution of the problem will be reconfirmed by the helpdesk operator with the complainant and the helpdesk operator shall then close the problem in the register. At the end of each day, the unattended and pending problems will be carried forward to the next day and a report of such problems will be prepared and forwarded to the respective facility team in the Station. For works/ services related to Excluded Activities which the Facility Manager is not responsible for, the Facility Manager would be required to inform the concerned MoR and/ or Railway Administration personnel as decided and communicated to the helpdesk from time to time, for resolution thereof. The Facility Manager shall implement a planned work environment in which work is planned, scheduled, coordinated, and documented by a work order control system and is ...

Procedure to be Followed. 21.3.1 Performance evaluation reports shall be made on adopted forms (#1830) and shall be prepared by the employee’s immediate supervisor if possible. The form shall be reviewed and signed by the next higher supervisor, if the overall evaluation is unsatisfactory. Any conduct not directly observed by the evaluator will be investigated first by the evaluator before being placed in the evaluation. Information of a derogatory nature shall not be used on the employee’s evaluation unless previously presented in writing. Any negative evaluation shall include a specific recommendation for improvement. 21.3.2 The immediate supervisor or next higher-level supervisor shall present the performance evaluation report to the employee and shall discuss it with him/her. The evaluation form shall be signed by the employee to indicate receipt, and he/she shall be given a signed copy. If the employee is unavailable to receive and discuss the annual evaluation, time tables will be considered met when a copy of the evaluation is mailed to the employee’s mailing address by April 30. Upon the employee’s return to duty, the supervisor shall schedule a meeting to discuss the evaluation with the employee. 21.3.3 Performance evaluation reports shall be filed in the employee’s personnel records and shall be available for review in connection with promotional examinations and disciplinary actions. All personnel files shall be kept in confidence and shall be available for inspection only to other employees of the district when actually necessary in the proper administration of the district affairs or the supervision of the employee. 21.3.4 If a permanent employee should receive an evaluation with any rating, which is unsatisfactory, he/she shall be given a written improvement plan along with the evaluation, which shall be effective immediately, if the employee is available. If the employee is not available, it shall be effective upon the first available time. The improvement plan, in conjunction with a conference with the employee, will provide guidance to the employee in order to assist him/her in correction any deficiencies and improving performance. With thirty (30) to sixty (60) working days of the effective date of the performance improvement plan, the employee shall be issued a new performance evaluation. Said evaluation, shall be attached to the original evaluation and shall fall under the provisions of 21.3.3.

Procedure to be Followed. 8.4.1 Performance review reports shall be made on forms prescribed by the Agreement (see Appendix G), and shall be written by the employee's immediate supervisor. The form shall be reviewed by the appropriate Assistant Superintendent or Divisional Director. 8.4.2 All performance reviews shall provide an opportunity for discussion between the employee and the reviewer. 8.4.3 The immediate supervisor shall present the performance review report to and discuss it with the employee. For classroom staff, the site teacher is strongly encouraged to participate in the process as much as they are able. The performance review form shall be signed by the employee to indicate receipt, and the employee shall be given a signed copy at the time of the review. When the employee is no longer supervised by the person preparing the performance review, it may be delivered by certified mail. The employee will have the right to review and respond to any comment and such responses shall be included in the employee's personnel file. 8.4.4 If an employee performance problem develops, either party is encouraged to discuss the problem before a formal written Notice of Unsatisfactory Service is initiated or a performance review is due. 8.4.5 No performance review shall be based solely upon hearsay statements but shall be based primarily upon the direct observation and/or knowledge of the reviewer. 8.4.6 Any negative performance review will include specific recommendations for improvements and appropriate time lines to allow for improvements to occur. The employee will have the right to review and respond to any statement and such response shall be included in the employee's personnel file. An employee wishing to respond shall have fifteen (15) working days subsequent to the performance review. 8.4.7 Performance review reports shall be filed in the employee's personnel records in the Human Resources Department and shall be available for review by staff authorized by the statutes in connection with promotional examinations and disciplinary action.

Procedure to be Followed. In the event that a class, grade, or schedule in a school is to be closed due to discontinuation or consolidation of a class, grade, or schedule, the following steps will be followed. 1. The certified/licensed personnel already assigned to that class, grade, or schedule in that school with the fewest number of years in the Pawtucket School System, Citywide Seniority (seniority defined as total licensed service accumulated with the Pawtucket School Department) will be moved. Transitional first grade teachers will be considered as first grade teachers for purpose of seniority. 2. If a permanent vacancy exists in the building and said teacher/licensed personnel is certified/licensed and wishes to remain in the building, he/she must fill the vacancy. (a) If a temporary full year (September through June) vacancy exists in the building and said teacher/licensed personnel is certified and wishes to remain in the building, he/she may fill that position. (b) If a regular faculty member chooses to take a temporary (September through June) position then said teacher/licensed personnel shall assert his/her other rights under this Article when the absent teacher/licensed personnel returns. (c) If an involuntary transferred teacher/licensed personnel from the “Assignment Process” fills a temporary (September through June) vacancy, said teacher/licensed personnel shall return to the “Assignment Process” when the absent teacher/licensed personnel returns. (d) If the regular teacher/licensed personnel on leave does not return from the one year leave of absence, that vacancy will go to the “Assignment Process.” (e) Teachers/licensed personnel from the “Assignment Process” filling temporary (September through June) vacancies shall not be considered regular faculty members for the purpose of bumping in this Article but must return to the “Assignment Process” for reassignment in the subsequent year. 3. If there is no vacancy in the building and said teacher/licensed personnel wishes to remain in the building, he/she may replace the least senior teacher/licensed personnel in any area for which he/she is certified/licensed (Citywide Seniority) in that building or voluntarily go into the “Assignment Process.” 4. The Superintendent may invoke the “Special Circumstance” provision and prevent the originally displaced teacher/licensed personnel from bumping the teacher/licensed personnel in #3 above. 5. If the Superintendent invokes the “Special Circumstance” provision, he/she must n...