Laserfiche WebLink
2658 - Appraisers Union <br />ARTICTE XXI - EMPLOYEE PERFORMANCE EVALUATIONS <br />2t.r Management and the Union recognize that employee job performance evaluations are <br />productive and useful tools for both parties. The following are guidelines to be used during <br />employee performa nce evaluations: <br />2L.2 The Assessor will perform employee performance evaluations <br />2r.3 Evaluations may be requested by either management or employees but at a minimum will be <br />given once yearly on or about the employee's anniversary of position date (as defined in Article <br />12.3],. <br />27.4 Changes to job description and evaluation formats will be communicated with the Union <br />Representative for comment and input. <br />27.5 <br />27.6 <br />Union members retain all rights under the contract during the employee performance <br />evaluation process. <br />Employees receiving evaluation ratings indicating the employee does not "meet expectations" <br />will be provided a written plan of improvement including specific timelines for expected <br />improvement to "satisfactory" or above ratings. Failure to meet the terms of the plan of <br />improvement may result in disciplinary action or termination of employment. <br />2I.7 Job descriptions will be reviewed at the time of evaluations <br />ARTICLE XXII - DISCIPLINE <br />22.r The Employer may issue a verbal reprimand, written reprimand, suspension and/or terminate <br />an employee for just cause. <br />22.2 The disciplinary actions which the Employer may take against an employee include the <br />following: <br />Verbal reprimand (confirmed in writing) <br />Written reprimand <br />Suspension without pay <br />Termination <br />Which disciplinary action is taken depends upon the seriousness of the affected employee's <br />conduct as determined by the Employer. The above enumerated disciplinary actions may be <br />implemented without regard to the order indicated hereinabove. <br />A. <br />B. <br />c. <br />D. <br />20