Employees shall be subject to periodic performance evaluations. Such evaluations should be a review of the employee’s performance and should be based upon job-related criteria. Employee performance evaluations are for the purpose of evaluating individual employees and for providing guidance for performance development and improvement. Employee evaluations shall not be negatively affected by layoffs.
A written record of a performance evaluation shall be placed in the employee’s personnel file. The employee shall be provided with a copy of the written record of the performance evaluation prior to its placement in the personnel file. Regardless of the overall performance evaluation rating scale, or other terms that may be used to evaluate overall performance, the agency shall use the term “satisfactory” to indicate an acceptable level of performance.
A permanent employee shall be evaluated at least once each year.
A probationary employee shall be evaluated by the end of the third (3rd) and eleventh (11th) month of the probationary period, unless the employee has earlier been rejected during probation.
If an employee disagrees with the record of a performance evaluation that has been placed in his/her personnel file, the employee may submit a rebuttal statement that shall be attached to the performance evaluation. The appropriate administrator in light of the rebuttal statement shall reconsider the evaluation and if the evaluation is amended, the amended evaluation shall replace the original evaluation and its rebuttal.
Performance evaluations shall not be subject to Article 7, Grievance Procedure, unless the grievant alleges the terms of this Agreement have been violated, misinterpreted, or misapplied.