AgdaPkt 2016-12-12 Closed and Joint SA PFA

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ARTICLE 7 PERSONNEL FILES AND PERFORMANCE EVALUATIONS 7.1 Personnel Files 6.3.E. - Page 28 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 department head and the Association, but letters of reprimand or warning may not be appealed through the grievance procedure as set forth in Article 21 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 aWhewithin ten (10) business days of the end of the sixth month, and within ten (10) business days of the end of the probationary period. Upon certification to regular status, unit members shall be evaluated annually from the date of the six (6) month probationary period evaluation. 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 16.3.1 until the employee receives an overall annual performance rating of "satisfactory" or higher. ARTICLE 8 REGULAR PART-TIME APPOINTMENT 8.1 Regular part-time appointments may be made when there is part-time unit work to be performed on a regular and continuous basis. Such appointment requires certification by the department head to the Personnel Officer that the employee is to be scheduled to work continuously during a twelve (12) month period. Benefits, including life insurance, health insurance, dental insurance, vision care, vacations, sick leave and educational expense reimbursement shall be granted on a prorated basis computed by dividing the regularly scheduled hours each week by forty (40). That factor shall be the percentage of the City's contributions for regular part-time employees for the aforementioned benefits.