Common use of Timing of Evaluations Clause in Contracts

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their last annual overall rating, but not less than Meets Job Expectation . However, if the time for annual evaluation falls during a prescriptive period for remediation or warning period (See Disciplinary and Corrective Action Article, Section 3,b, 2 & 3), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I) but prior to the commencement of a prescriptive period for remediation (“PPR”), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative.

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-forty- five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their last annual overall rating, but not less than Meets Job Expectation a Satisfactory ("S") rating. However, if the time for annual evaluation falls during a prescriptive period for remediation or warning period (See Disciplinary and Corrective Action Article14, Section 3,b1,e, 2 & 3), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I1) but prior to the commencement of a prescriptive period for remediation (“"PPR”"), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative when issued. An oral or written notice of performance deficiency (Step 1 in the order of progressive corrective action) shall not be grievable when issued, and, when issued, shall not require the presence of a union representative. However, once Step 2 of progressive corrective action has been implemented (a special or annual evaluation coupled with a prescriptive period for remediation) such notice or a written record of such notice shall be placed in the employee’s personnel file and shall be fully grievable.

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Human Resources Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation (“PPR”) or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their last annual overall rating, but not less than Meets Job Expectation a Satisfactory (“S”) rating. However, if the time for annual evaluation falls during a prescriptive period for remediation PPR or warning period (See Disciplinary and Corrective Action Article14, Section 3,b1(e), 2 & 3), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I1) but prior to the commencement of a prescriptive period for remediation (“PPR”), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative when issued. An oral or written notice of performance deficiency (Step 1 in the order of progressive corrective action) shall not be grievable when issued, and, when issued, shall not require the presence of a union representative. However, once Step 2 of progressive corrective action has been implemented (a special or annual evaluation coupled with a PPR) such notice or a written record of such notice shall be placed in the employee’s personnel file and shall be fully grievable.

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Human Resources Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel Human Resources the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation (“PPR”) or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their last annual overall rating, but not less than Meets Job Expectation Expectation. However, if the time for annual evaluation falls during a prescriptive period for remediation PPR or warning period (See Disciplinary and Corrective Action Article, Section 3,b, 2 3(b)(2) & (3)), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I) but prior to the commencement of a prescriptive period for remediation (“PPR”), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative.

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-forty- five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their his or her last annual overall rating, but not less than Meets Job Expectation a Satisfactory ("S") rating. However, if the time for annual evaluation falls during a prescriptive period for remediation or warning period (See Disciplinary and Corrective Action Article, Section 3,b1, e, 2 & 3), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I1) but prior to the commencement of a prescriptive period for remediation (“"PPR”"), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative when issued. An oral or written notice of performance deficiency (Step 1 in the order of progressive corrective action) shall not be grievable when issued, and, when issued, shall not require the presence of a union representative. However, once Step 2 of progressive corrective action has been implemented (a special or annual evaluation coupled with a prescriptive period for remediation) such notice or a written record of such notice shall be placed in the employee’s personnel file and shall be fully grievable.

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Human Resources Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their last annual overall rating, but not less than Meets Job Expectation deadlin absence ing. However, if the time for annual evaluation falls during a prescriptive period for remediation PPR or warning period (See Disciplinary and Corrective Action Article14, Section 3,b1(e), 2 & 3), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I1) but prior to the commencement of a prescriptive period for remediation (“PPR”), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative when issued. An oral or written notice of performance deficiency (Step 1 in the order of progressive corrective action) shall not be grievable when issued, and, when issued, shall not require the presence of a union representative.. However, once Step 2 of progressive corrective action has been implemented (a special or annual evaluation coupled with a PPR) such notice or a written record of such notice shall be placed

Timing of Evaluations. Annual performance evaluations shall normally take place near the anniversary date of completion of original probation. However, as to employees who have been rehired as a restoration or after a reduction in force, the date of rehire shall be the anniversary date for the annual evaluation. The Personnel Human Resources Department will attempt to secure agency cooperation in conducting the evaluation process in reasonable relationship to the above schedule. Failure to conduct a timely annual rating shall not be grievable; provided, however, that after fifteen (15) days’ notice of intent to the Commissioner of Personnel the VSEA retains the right to pursue judicial remedies for failure to comply with the provisions of 3 VSA Section 322. Deadline for Evaluation Meetings: A meeting to discuss an evaluation shall be held within forty-five (45) days after the applicable anniversary date, or after the end of any prescriptive period for remediation (“PPR”) or warning period. This deadline may be extended to accommodate the employee’s illness or injury. Where the deadline is not satisfied, the employee shall be granted an annual overall presumptive rating equal to their his or her last annual overall rating, but not less than Meets Job Expectation a Satisfactory (“S”) rating. However, if the time for annual evaluation falls during a prescriptive period for remediation PPR or warning period (See Disciplinary and Corrective Action Article, Section 3,b1(e), 2 & 3), the annual evaluation shall be waived, and the last evaluation in such process shall be deemed to be the annual evaluation. In the event the time for annual evaluation falls subsequent to the issuance of a notice of performance deficiency (Step I1) but prior to the commencement of a prescriptive period for remediation (“PPR”), the employer may issue an evaluation which does not supersede the previously issued notice. A special evaluation may be used at any time except it shall not be used as a late annual evaluation. Written feedback furnished to an employee which would have constituted the annual evaluation had it been timely conducted, shall not be considered as an evaluation, shall not be placed in the employee’s file at the time of issuance, shall not be grievable and does not require the presence of a union representative when issued. An oral or written notice of performance deficiency (Step 1 in the order of progressive corrective action) shall not grievable when issued, and, when issued, shall not require the presence of a union representative. However, once Step 2 of progressive corrective action has been implemented (a special or annual evaluation coupled with a PPR) such notice or a written record of such notice shall be placed in the employee’s personnel file and shall be fully grievable.