With annual evaluations just around the corner, this is a good time for members to review Article 10 of the CSUEU/CSU contract, which addresses the criteria for performance evaluations.
Your performance evaluation should be based on job-related criteria by an evaluator who is familiar with your regular duties. The term “evaluator” refers to your appropriate administrator (MPP) or the person designated by the appropriate administrator to conduct your evaluation. There should only be one evaluator.
The purpose of your evaluation is to provide guidance for performance development and improvement. Your position description should serve as the basis for your evaluation. If you have had changes affecting your position, such as a change in duties or workload, it should be included in the evaluation. It is important to document these changes in your position description as well, especially if those changes are the criteria needed for an IRP or in-class progression application. Finally, after you receive your draft evaluation, you have five working days to review and provide input to the evaluator.
There should be no surprises in your staff evaluation. You should be counseled prior to the evaluation if your manager believes your performance is not satisfactory. If you do expect to receive an evaluation that is below satisfactory, your evaluation should include specific information regarding the areas that are below satisfactory.
Although you cannot grieve the content or overall evaluation rating, you may file a grievance on any violation, misinterpretation, or misapplication of other contract sections, particularly if the evaluator did not follow the proper procedures. Examples of possible grievances or complaints include the following: there was more than one evaluator, the evaluator did not follow timelines; the evaluator was unfamiliar with your job duties; or the evaluation was not based on the appropriate job description.
Once the evaluator has completed your draft evaluation and you have received it, you have five workdays to review it and provide input to your evaluator. The evaluator will need to consider any input you give during that time.
To discuss the evaluation, the evaluator or you may request a meeting, which has to take within seven workdays of the request. After meeting with your evaluator, you may ask for an additional meeting in which the appropriate administrator, the evaluator, plus you and a steward can discuss the evaluation. That meeting will need to take place at a mutually agreed-upon time and location within 14 workdays of the request.
You can submit a rebuttal statement if you disagree with your performance evaluation. It must be attached to your evaluation. At this point, the appropriate administrator will reconsider your evaluation. If your evaluation is amended, the updated version will replace the original evaluation with the rebuttal statement and will be placed in your personnel file.