Agmt14 Chief Officers Association MOU 2013-2016

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For those employees who do not exercise the election referred to in Section 6.4 above (Bumping Rights), and for all other laid off employees,the name of each employee who is laid off shall be placed at the head of the eligible list for the class of positions which he or she held, and such person shall be given preference in filling vacancies in that class for a period of two(2)years following layoff. ARTICLE 7 PERSONNEL FILES AND PERFORMANCE EVALUATIONS 7.1 Personnel Files An employee or his or her Association representative upon presentation of written authorization from the employee shall have access to the employee's personnel file on request. The City shall furnish the employee copies of all performance evaluation ratings and letters of reprimand or warning prior to placing them into the employees' personnel file, and copies of letters of reprimand or warning shall be sent to the Personnel Officer. At the employee's request, copies of performance evaluation ratings and letters of reprimand or warning shall be sent to the Association. Upon receipt of a letter of reprimand or warning which the employee feels is factually incorrect, he or she may so advise, in writing, the Fire Chief and the Association, but letters of reprimand or warning may not be appealed through the grievance procedure as set forth in Article 19 herein. The employee may be required to acknowledge the receipt of any document entered into his or her personnel file without prejudice to subsequent arguments concerning the contents of such documents. At the request of the employee, letters of reprimand shall be removed within two(2) years from an employee's personnel file provided that no further infraction of any City rule or regulation has been documented in the employee's personnel file within such period of time. 7.2 Frequency of Evaluation All regular unit members holding regular status shall be evaluated annually. Probationary unit members shall be evaluated at the end of the sixth month, and within ten (10) days of the end of the probationary period. 7.3 Annual Evaluation Employees shall receive an overall annual performance rating of "satisfactory", "exceeds standards," "outstanding"or"unsatisfactory." Once the employee's performance evaluation has been completed, it shall be presented to the employee for review and signature. An employee who receives an "unsatisfactory" evaluation will be ineligible to receive a merit salary increase under 14.3.1 until the employee receives an overall annual performance rating of"standard"or higher. ARTICLE 8 PROBATIONARY PERIOD 8.1 Objective The probationary period is an integral part of the examination process and is utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to his or her position, and for rejecting any probationary employee whose performance does not meet required work standards. 4