AVSTA CSEA-CONTRACT-April 12, 2023

ARTICLE VII

EVALUATION PROCEDURE AND PERSONNEL FILE

7.0 The Agency retains the sole responsibility for the evaluation and assessment of performance of each unit member, subject only to the following procedure requirements. Accordingly, no grievance arising under this Article shall challenge the substantive objectives, standards, or criteria determined by the evaluator(s) or Agency, nor shall it contest the judgment of the evaluator. Any grievances shall be limited to a claim that the following procedures have been violated or unreasonably applied. 7.0.1 The Agency and the Association agree that an evaluation is the careful, systematic appraisal of employee work performance. Such evaluations provide a basis for counseling and assistance that shall promote greater work efficiency and increase levels of employee morale. The Agency retains sole responsibility for the evaluation for each employee subject to this Agreement. 7.1 Formal evaluation for bargaining unit members shall be completed by the immediate supervisor(s) and shall be signed by both the evaluator(s) and the unit member. No unit member shall evaluate another unit member. Unit members who have questions regarding their job duties, expectations and/or conditions that may limit their ability to achieve their desired level of performance may request in writing a meeting with their immediate supervisor to discuss. The meeting shall occur within five (5) working days, unless otherwise mutually agreed upon and/or due to the amount of request it is not possible to meet this timeline. The immediate supervisor will inform THE ASSOCIATION president that the timeline cannot be met, and will schedule a meeting with THE ASSOCIATION to discuss.

7.1.1 One (1) copy of the evaluation shall be retained by the unit member; one (1) copy of the evaluation shall be placed in the unit member's personnel file.

7.1.2 Permanent Employees: Performance evaluations shall be submitted at least annually and reviewed with the employee between April 1 and May 31. The Agency and the employee may mutually agree to extend this timeline. 7.1.3 Any performance evaluation not completed within the above listed timelines shall automatically signify the unit member has a satisfactory performance rating for that evaluation period, unless unsatisfactory documentation exists in the personnel file for the evaluation period.

7.1.4 Evaluation of probationary bargaining unit members shall occur at least twice (2 times) during the probationary period.

7.1.5

The evaluation of permanent bargaining unit members shall occur annually.

7.1.6 The bargaining unit employee shall have the right to review and respond to any derogatory evaluation and to have the response attached to the evaluation placed in the employee's personnel file. A bargaining unit employee considering an evaluation to be unjust may confer with the evaluator's supervisor regarding the evaluation and those administrators in respective chain of command. Evaluations are confidential. 7.1.7 The immediate supervisor may prepare progress reports on employee performance on a schedule more frequent than described in this Article and may conduct these progress reports, either verbally or in written form, however, such reports require an initialed verification by the employee.

7.1.8

Unsatisfactory and/or improvement-needed evaluations shall include specific written recommendations for continued employment and improvements of performance.

7.1.9

Employees will be in paid status while receiving their evaluations.

7.1.10 The Agency and THE ASSOCIATION president or designee will meet and discuss any substantive revisions to the evaluation forms prior to the revised forms being utilized by the Agency.

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