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.
(a) 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: quality of work (e.g. competence, accuracy, neatness, thoroughness),
quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels),
job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods), and
working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served).
(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.
(b) 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.
(a) 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.
(b) 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.
(a) The supervisor will communicate with the employee about performance problems as they occur.
(b) 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.
(c) A copy of the completed form, signed by all appropriate individuals, will be provided to the employee upon request.
(d) Performance evaluations shall be retained in the departmental file for no more than three (3) years.
(e) 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. Employee performance evaluations are grievable only through Step Two of the Grievance Procedure.