Timeliness of Performance Evaluations Sample Clauses

Timeliness of Performance Evaluations. Upon request from the RCHEA Board, the Human Resources Department will send the RCHEA Chair a list of all outstanding evaluations the first Friday after each fiscal quarter of the current calendar year. If the list indicates that a RCHEA member has an outstanding performance evaluation that is more than 60 days late, the Union may reopen to negotiate regarding the issue of timeliness of performance evaluations. If an employee has an overdue evaluation, that employee may contact Human Resources and/or the RCHEA Board for assistance at any time. Human Resources and the RCHEA Board will work together to ensure that the evaluation is completed timely and also ensure that the employee faces no reprisal for the request. any outstanding performance appraisal that is overdue, as part of the separation process. Any merit pay connected to the appraisal will be paid to the employee,
View Source
Timeliness of Performance Evaluations. The Human Resources Department will send the RCHEA Chair a list of all outstanding evaluations the first Friday of each calendar year. If the list indicates that a RCHEA member has an outstanding performance evaluation that is more than 60 days late on January 1st of any calendar year, the Union may reopen to negotiate regarding the issue of timeliness of performance evaluations.
View Source
Timeliness of Performance Evaluations. The CITY shall make all reasonable efforts to complete employee performance evaluations in a timely manner. The CITY agrees that no personnel transfers, assignments or promotions will be made until the scheduled performance evaluations of all bargaining unit officers who have applied have been completed in accordance with this Article.
View Source

Related to Timeliness of Performance Evaluations

  • 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.

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

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

  • Standards of Performance The Contractor shall perform the Services hereunder in compliance with all applicable federal, state, and local laws and regulations. The Contractor shall use only licensed personnel to perform Services required by law to be per- formed by such personnel.