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Here is CUE's Know Your Rights handout on Performance Evaluations. See also the complete language on Performance Evaluations and Probationary Period.
Answer: Our contract says that a probationary employee shall be evaluated in writing at least once during the full probationary period. After that, each employee shall be evaluated "at least annually."
Answer: Yes, but this is not common unless you are having problems on the job.
Answer: If your supervisor insists that you sign it, you should sign it -- refusing to do so might be considered "insubordination." However, signing it does not mean that you agree with it - only that you have seen it. When you sign, you can, and you should, write on the form itself that you disagree with parts of the evaluation and that you will write a response. This way, your disagreement becomes part of the evaluation. Then prepare a brief, clear, and unemotional response. When you give this to your supervisor, ask that your remarks be attached to the performance evaluation. Your supervisor is required to include your response in your personnel file. Don't hesitate to ask a co-worker or a union rep to look at your response before you turn it in. A fresh and objective review of what you write can keep you from saying things you will regret later!
Answer: This should never happen. The contract says that in the even of an overall "needs improvement" evaluation, employees "shall have been informed of any deficiencies, including information about how to correct said deficiencies prior to receiving the evaluation."
Answer: You should get an evaluation annually, and if you don't receive on within 15 calendar days of the date it was due, you can make a written request for one. If you still don't have one after 15 more days, your overall evaluation shall be considered to be "meets expectations."
Answer: Sometimes. You can request that a poor evaluation be removed from the file. Sometimes a supervisor will be willing to do this, especially after a subsequent review shows your performance has improved.
Answer: No. A performance evaluation is not in and of itself a disciplinary procedure. According to management it is a constructive process to acknowledge the performance of an employee. However, a negative performance evaluation is often an important indication that your supervisor is considering disciplinary action if you do not improve in those areas specified in the evaluation.
Answer: The current CUE contract allows you to file a grievance on a performance evaluation. You can grieve the content of the evaluation and/or the rating. When this contract was bargained, UC agreed to language which did not limit your right to grieve performance evaluations. UC has subsequently said that this was not their intention and have told us they will take the matter to arbitration. If and when we have an arbitrator's ruling, we will notify all those covered by the CUE contract.