Purpose of Performance Evaluations Clause Samples

The Purpose of Performance Evaluations clause defines the main objective behind conducting performance reviews within an organization or under a contract. Typically, this clause clarifies that evaluations are intended to assess an individual's or entity's effectiveness, identify areas for improvement, and guide decisions related to promotions, compensation, or continued engagement. By establishing the rationale for evaluations, the clause ensures that all parties understand the intent behind the process, promoting transparency and helping to align expectations regarding performance standards and feedback.
Purpose of Performance Evaluations. All performance evaluations shall be prepared on the 4 approved evaluation form, attached hereto as Appendix “F.” No evaluation shall be made 5 based upon hearsay statements, but shall only be based upon direct observations of 6 witnesses and knowledge of the evaluator.
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Purpose of Performance Evaluations. The parties agree that performance evaluations are intended to be a constructive tool to enhance communication and understanding between the employee and the administrator. Performance evaluations shall not be used as a substitute for progressive discipline or corrective action. Kitchen Lead and Central Kitchen Manager shall be evaluated under the same provisions and dates by the Supervisor administrator for Food Services. Kitchen Lead and Central Kitchen Manager will be responsible for providing input to the Food Service administrator who will evaluate all employees under his/her supervision.
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Purpose of Performance Evaluations. The parties agree that performance evaluations are intended to be a constructive tool to enhance communication
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Purpose of Performance Evaluations. The parties agree that 16 performance evaluations are intended to be a constructive tool to enhance communication 17 and understanding between the employee and the administrator. Performance 18 evaluations shall not be used as a substitute for progressive discipline or corrective action
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Purpose of Performance Evaluations. The parties agree that 9 performance evaluations are intended to be a constructive tool to enhance 10 communication and understanding between the employee and the supervisor. 11 Performance evaluations shall not be used as a substitute for progressive discipline or 12 corrective action. 13
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Related to Purpose of Performance Evaluations

  • Time of Performance Time for performance of the Scope of Services under this Agreement shall begin with receipt of the Notice to Proceed and end no later than December 31, 2026. Consultant shall complete the tasks described in the Scope of Services, within this time or within such additional time as may be extended by the County.

  • Monitoring of Performance Vendor shall continuously monitor and record its performance to ensure that all of Vendor's responsibilities and obligations hereunder are being met and fulfilled. Citizens may conduct programmatic and other administrative contract monitoring during the term of this Agreement. The purpose of this monitoring is to ensure that all of Vendor's responsibilities and obligations are being met and fulfilled. Such monitoring may include on-site visits, report reviews, invoice reviews, compliance reviews, and a review of any other areas reasonably necessary. Vendor acknowledges and agrees that Citizens may also monitor and record Vendor Staff communications to the extent they occur within or are connected to any Citizens’ resource, such as electronic or telecommunications systems.

  • Schedule of Performance Consultant shall commence the services pursuant to this Agreement upon receipt of a written notice to proceed and shall perform all services within the time period(s) established in the “Schedule of Performance” attached hereto as Exhibit “D” and incorporated herein by this reference. When requested by the Consultant, extensions to the time period(s) specified in the Schedule of Performance may be approved in writing by the Contract Officer but not exceeding one hundred eighty (180) days cumulatively.

  • 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.

  • Review of Performance The Board of Directors shall periodically review and evaluate the performance of Employee under this Employment Agreement with Employee.