ARTICLE 31 - EVALUATION OF EMPLOYEES
Section 1.
Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will:
A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievances;
B. Serve as an important motivational tool and improve the quality of job performance;
C. Enhance the ability to achieve Affirmative Action goals through improved supervisor-employee communications;
D. Base personnel actions on objective, accurate and fair performance appraisals; and,
E. Monitor the performance of probationary employees on a timely basis.
Performance evaluation is the review and rating of all factors relevant to an employee’s effectiveness on the job. It involves observation, guidance, training and open communication between the employee and supervisor. For it to be of significant benefit to both the individual employee and the Employer, it should be a continuous process.
Performance evaluation should be seen primarily as a developmental tool. Its purpose is to assess an employee’s job-related strengths and weaknesses and develop his/her competence to the fullest. In a correctly executed evaluation, the supervisor and the employee work together to find the means by which the employee’s ability can be strengthened and directed.
Section 2.
With the exception of a probationary employee who shall be evaluated at the completion of the first three (3) months of probationary service and again at the completion of the first five (5) months of probationary service, a performance evaluation of an employee shall be made annually by the supervisor within thirty (30) days prior or subsequent to the anniversary date of initial hire or appointment to present position.
Such evaluation will be recorded in writing on the form attached hereto, as Appendix G and shall be made on the basis of the following criteria:
A. Quality and quantity of work;
B. Work habits;
C. Work attitudes;
D. Working relationships with others; and,
E. Supervisory ability (if employee supervises others).
Section 3.
Each employee shall receive a written copy of his/her evaluation and shall be entitled to discuss the evaluation with his/her immediate supervisor and, if requested, with the supervisor of the next higher level than the immediate supervisor who has been assigned to review the performance evaluation. For the purpose of this Article, the term immediate supervisor shall mean an individual who is outside of the bargaining unit.
Section 4.
The Chief Human Resources Officer shall receive all evaluations from the immediate supervisors and shall retain such evaluations, together with any recommendations made on the basis of any such evaluation, and evidence or materials submitted in support of such evaluation, in the respective Official Personnel File of each employee.
Section 5. Application.
Any evaluation so retained in respect of any employee may be reviewed by such employee in the office of the Chief Human Resources Officer at any reasonable time upon prior written notice, or whenever otherwise mutually agreed upon by the Chief Human Resources Officer and the employee. An employee shall have the right to file a written statement in response to any such evaluation.
Section 6.
A. An employee may not grieve the substance of his/her evaluation, except where such evaluation results in a negative action.
B. Employees may grieve the evaluation procedure, as set out in the preceding sections of this Article, to Step IV of the grievance procedure.
Section 7.
Any provision to the contrary notwithstanding, individuals must be evaluated on the Form attached as Appendix G in order to be eligible for and receive the salary increases due and payable on July 2, 2005; October 1, 2005; December 31, 2006, July 1, 2007, and December 30, 2007.
To the extent that an additional evaluation is necessary or required, such evaluation shall not be deemed to alter or amend the normal sequence of evaluations otherwise set forth in the Agreement.