Skip navigation - Jump to main content
UWHR to launch new website at end of July! Learn more about the upcoming launch.

UW - SEIU 925 Contract

Effective 7/1/15 - 6/30/17

Contract Consolidation
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties' specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.

Article 19 - Employee Performance Evaluation

19.1 Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged.

19.2 Evaluation Forms

  1. Performance evaluation forms will at a minimum have:
    1. A description of the job related factors upon which the evaluation is based. These will include:
      1. quality of work (e.g. competence, accuracy, neatness, thoroughness),
      2. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels),
      3. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods),
      4. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and
      5. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate).
    2. Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
    3. Provision for employee comments.
    4. Provision for employee signature accompanied by a statement that "Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content."
    5. Provision for the evaluator and reviewer signatures, and reviewer comments.
  2. The performance evaluation form may be supplemented with other forms and/or information used to support the employee's evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation.

19.3 Employee Evaluation Information

  1. Upon appointment to a position the employee's supervisor will provide the employee with a copy of:
    1. the class specification for the position;
    2. the position's job duties.
  2. Written performance expectations shall be provided to the employee in sufficient time to allow the employee to meet the work expectations (normally within sixty (60) calendar days after appointment to the position). The Employer will provide at least sixty (60) calendar days' notice to employees prior to the evaluation when modifications that substantively alter performance expectations are made. Minor modifications that do not substantively alter performance expectations require no notice.

19.4 Evaluation Process

  1. The supervisor will communicate with the employee about performance problems as they occur.
  2. The purpose of the evaluation meeting is to review, discuss, and if appropriate, modify the evaluation. The employee shall have an opportunity to discuss the proposed evaluation with the evaluator and to provide a written response.
  3. A copy of the completed form, signed by all appropriate individuals, will be provided to the employee upon request.
  4. Performance evaluations shall be retained in the departmental file for no more than three (3) years.
  5. The evaluation shall be reviewed and signed by the employee's second level of supervision or management designee.

19.5 Evaluator Training.
The Employer shall make available training opportunities for evaluators regarding the Employer's performance evaluation program and shall, upon request, share and discuss the contents of such training programs with the Union.

19.6 Grievability.
Applicable to the University-wide Nonsupervisory, Supervisory, Health Care Professional/Laboratory Technical, HMC Technical, and UW Medicine Contact Center bargaining units: Employee performance evaluations are grievable only through Step Two of the Grievance Procedure.

Applicable to the Research Technologist and Research Technologist Supervisor bargaining units: The procedural aspects of the employee performance evaluation process are grievable only through Step Two of the Grievance Procedure. Procedural aspects include alleged violations of this contract or University policy. Disagreement over the supervisory marks assigned to a specific employee shall not be grievable and will be addressed via the actions described in 19.4(b).

Current Contract

Additional Resources

Previous Contract