Article 54. Position Descriptions and Performance Evaluations

ARTICLE 54: POSITION DESCRIPTIONS AND PERFORMANCE EVALUATIONS

Section 1.  Position Descriptions.  Individual position descriptions shall be reduced to writing and delineate the duties currently assigned to an employee’s position. A dated copy of the position description shall be given to the employee upon assuming the position and when the position description is amended.  The individual position description shall be subject to an annual review provided that the employee requests such a review in writing. Nothing contained herein shall compromise the right or the responsibility of the university to solely and exclusively assign work consistent with the classification specification.

Section 2.  Performance Evaluations.  Every employee shall receive a performance evaluation annually by the employee’s eligibility date.  The employee’s performance shall be evaluated by the immediate supervisor. The supervisor shall discuss the performance evaluation with the employee.

The employee shall have the opportunity to provide his/her comments to be attached to the performance evaluation. The employee shall sign the evaluation and that signature shall only indicate that the employee has read the evaluation.  A copy shall be provided the employee at this time.

If there are any changes or recommendations to be made in the evaluation after the supervisor has discussed it with the employee, the evaluation shall be returned to the supervisor for discussion with the employee before these changes are made.  The employee shall have the opportunity to comment on these changes. The employee shall sign the new evaluation and that signature shall only indicate that the employee has read the evaluation. A copy shall be provided the employee at this time.

All written comments provided by the employee within sixty (60) calendar days of the evaluation shall be attached to the performance evaluation. Performance evaluations are not grievable or arbitrable under this Agreement. They shall not be used for purposes of disciplinary action or layoff.  They also shall not be used as evidence by either party in grievance or arbitration cases, except in the case of denial of annual performance pay increases.

If an employee receives less than a satisfactory evaluation, the Employer agrees to meet with the employee within thirty (30) calendar days of the evaluation to review, in detail, the alleged deficiencies.

Recognizing the value of a participatory performance evaluation process, supervisors are encouraged to provide an opportunity for employees to provide input to the annual evaluation prior to the supervisor completing the evaluation.

Section 3.  Seasonal Employees.  Seasonal employees still on trial service should refer to Article 49 - Seasonal and Intermittent Employees, Sections 2 and 3 regarding salary increases.

Section 4.  Denial of Performance Increase.  The university shall give notification in writing of withholding of performance increases to all employees at least fifteen (15) days prior to the employee’s eligibility date.  When the performance increase is to be withheld, the reasons therefor shall be given in writing and will be subject to “just cause” standards. Any grievances for denial of annual performance pay increases will be processed under Article 17 - Discipline and Discharge.  If an annual increase is not granted on the eligibility date, the employee’s eligibility date is retained no longer than eleven (11) months beyond the eligibility date.  If the increase is subsequently granted within eleven (11) months, it shall be effective on the first of the following month and shall not be retroactive. (For administration of performance increases,

see Article 22 - Salary Administration).