Common use of Procedures to be Followed Clause in Contracts

Procedures to be Followed. 11.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time. 11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Both the employee and the evaluator should contribute evaluation content regarding duties being performed by the employee that are referenced in the classification description/Work Performance Evaluation. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance, and to provide written recommendation regarding performance goals. 11.8.3 At the end of each evaluation period, a Work Performance Evaluation shall be made by the appropriate evaluator and discussed in conference with the employee. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document by the employee. 11.8.4 Evaluation forms shall be signed by both the supervisor and the unit member being evaluated. The signing of the evaluation form may not necessarily mean the unit member is in agreement with the evaluation but shall signify that he/she has reviewed the evaluation and received a copy. One copy of the evaluation shall be retained by the unit member and one copy shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department for inclusion in the unit member's permanent file. 11.8.5 Each evaluation shall reflect the judgment and review of the evaluator. Any category evaluated as “Needs Improvement” or “Unsatisfactory” shall include written recommendations for correction unless the District intends to commence dismissal proceedings.

Procedures to be Followed. 11.8.1 An important part of each performance 10.3.1 Performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time. 11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Both the employee and the evaluator should contribute evaluation content regarding duties being performed by the employee that are referenced in the classification description/Work Performance Evaluation. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance, and to provide written recommendation regarding performance goals. 11.8.3 At the end of each evaluation period, a Work Performance Evaluation reports shall be made on prescribed forms and shall be prepared by the appropriate evaluator and discussed in conference with the employeeunit member's immediate supervisor. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document The form shall be reviewed by the employeenext higher level supervisor. Evaluation of unit members shall be based on consistent observation and review by the evaluator. The immediate supervisor will insure that each unit member is informed verbally initially and then, in writing, of any request to perform job duties that are not expressly required to be performed in the job description applicable to that employee on an ongoing basis. No performance evaluation shall be based upon hearsay statements unless the evaluator has conducted an investigation and has substantiated the statements. Such hearsay statements shall be in writing, dated and signed by the informant. This information shall become a part off the unit member’s official personnel file. 11.8.4 Evaluation forms 10.3.2 The immediate supervisor shall present the performance evaluation report to the unit member and shall discuss it with him/her. The evaluation form shall be signed by both the supervisor unit member to indicate receipt and the unit member being evaluated. The signing shall be given a signed copy at the time it is signed. 10.3.3 If any category on the performance evaluation is rated “below District standards” for probationary unit members or “below competent” for permanent unit members, the following shall be included: a. Statement of the evaluation form may not necessarily mean problem or concern; b. The desired improvement; c. Suggestions for improvement; and, d. Provisions for assisting the unit member. 10.3.4 The unit member is in agreement with shall have the evaluation but shall signify that he/she has reviewed right to review and respond to the evaluation performance evaluation, and received a copy. One copy of the evaluation such response shall be retained by attached to the unit member and one copy evaluation. 10.3.5 Performance evaluation reports shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department for inclusion filed in the unit member's permanent file’s official personnel file and shall be available for review in connection with promotional examinations and disciplinary actions. 11.8.5 Each evaluation shall reflect the judgment and review of the evaluator. Any category evaluated as “Needs Improvement” or “Unsatisfactory” shall include written recommendations for correction unless the District intends to commence dismissal proceedings.

Procedures to be Followed. 11.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time. 11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Both the employee and the evaluator supervisor should contribute evaluation content regarding duties being performed done by the employee that are not referenced in the classification description/Work Performance Evaluation. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance. If necessary, and to provide written recommendation regarding "performance goalscounseling" procedures should be implemented. 11.8.3 At the end of each evaluation period, a Work Performance Evaluation shall be made by the appropriate evaluator and discussed in conference with the employee. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document by the employee. Such conferences shall be held while the employee is in paid status. 11.8.4 Evaluation forms shall be signed by both the supervisor and the unit Unit member being evaluated. The signing of the evaluation form may not necessarily mean the unit Unit member is in agreement with the evaluation evaluation, but shall signify that he/she has reviewed the evaluation and received a copy. One copy of the evaluation shall be retained by the unit Unit member and one copy shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department Support Services for inclusion in the unit Unit member's ’s permanent file. 11.8.5 Each evaluation shall reflect the judgment and review of the evaluator. The evaluator may seek input from other employees who have a direct working relationship with the employee to be evaluated. Any category evaluated as “Needs Improvement” or “Unsatisfactory” shall include written recommendations for correction unless the District intends to commence dismissal proceedings.

Procedures to be Followed. 11.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time. 11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Both the employee and the evaluator should contribute evaluation content regarding duties being performed by the employee that are referenced in the classification description/Work Performance Evaluation. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance, and to provide written recommendation regarding performance goals. 11.8.3 At the end of each evaluation period, a Work Performance Evaluation shall be made by the appropriate evaluator and discussed in conference with the employee. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document by the employee. 11.8.4 Evaluation forms shall be signed by both the supervisor and the unit Unit member being evaluated. The signing of the evaluation form may not necessarily mean the unit Unit member is in agreement with the evaluation but shall signify that he/she has reviewed the evaluation and received a copy. One copy of the evaluation shall be retained by the unit Unit member and one copy shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department for inclusion in the unit Unit member's permanent personnel file. 11.8.5 Each evaluation shall reflect the judgment and review of the evaluator. The evaluator may seek input from other employees who have a direct working relationship with the employee to be evaluated. Any category evaluated as “Needs Improvement” or “Unsatisfactory” shall include written recommendations for correction unless the District intends to commence dismissal proceedings.

Procedures to be Followed. 11.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time. 11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Both the employee and the evaluator should contribute evaluation content regarding duties being performed by the employee that are referenced in the classification description/Work Performance Evaluation. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance. If necessary, and "performance counseling" procedures described in the "Guide to provide written recommendation regarding performance goalsClassified Employee Performance Evaluation" should be implemented. 11.8.3 At the end of each evaluation period, a Work Performance Evaluation performance evaluation report shall be made by the appropriate evaluator and discussed in conference with the employee. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document by the employee. 11.8.4 Evaluation forms shall be signed by both the supervisor and the unit member being evaluated. The signing of the evaluation form may not necessarily mean the unit member is in agreement with the evaluation but shall signify that he/she has reviewed the evaluation and received a copy. One copy of the evaluation shall be retained by the unit member and one copy shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department for inclusion in the unit member's permanent file. 11.8.5 Each evaluation shall reflect the judgment and review of the evaluator. Any category evaluated as “Needs Improvement” or “Unsatisfactory” "Does Not Meet Standards" shall include written recommendations for correction unless the District intends to commence dismissal proceedings.