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Exh 8M Part 38M NOVEMBER 13, 2000 ARTICLE 23 UNIFORMS 23.1 The City will furnish to bargaining unit employees who are required to wear such uniforms in the performance of their duties an initial issue of the following upon employment: 1. Eleven (11) pants 2. Eleven (11) shirts 3. Hats 23.2 The City will replace or repair the above items as they become torn, worn or unserviceable due to the performance of the employee's official duty. Any claim for a repair or replacement under this Section must be accompanied by a written explanation addressed to the appropriate Department Head, setting forth the circumstances necessitating the replacement or repair, and the employee shall present the item (s} to the appropriate Department Head or his designee who shall have the sole determination as to whether the items shall be replaced or repaired. 23.3 Any employee who damages, destroys, or loses any furnished article of uniform due to carelessness, negligence or personal use will replace the article at his own expense, or such cost of replacement shall be deducted from the employee's pay. 23.4 The employee shall wear the articles of the uniform listed in Section 23.1 only for official City business. 23.5 Upon termination of employment for any reason, the employee shall return to the City all articles of the uniform issued by the City. 23.6 The City agrees to continue to provide for the cleaning of the uniform articles as in the past. _47. SM NOVEMBER 13, 2000 ARTICLE 24 MILEAGE ALLOWANCE 24.1 Employees directed by the appropriate Department Head or his designee to use their private automobiles for City business, shall be compensated at the rate established per mile by the I.R.S.. -48- 8M NOVEMBER 13, 2000 ARTICLE 25 CAREER DEVELOPMENT 25.1 Upon presentation of an official transcript and proof of degree to the City Manager, each employee in the bargaining unit who receives an associates degree from a accredited college, which degree is determined by the City Manager as applicable to the employee's job responsibilities with the City, shall receive a $50.00 per month career development incentive. 25.2 Upon presentation of an official transcript and proof of degree to the City Manager, each employee of the bargaining unit who receives from an accredited college or university a bachelor's degree, which degree curriculum is determined by the City Manager to include a major study concentration area readily identifiable and applicable to the employee's job responsibilities with the City, shall receive a $100.00 per month career development incentive. 25.3 Employees receiving Career Development monies shall receive monies as accorded them under either Section 25.1 or Section 25.2. They shall not receive at the same time monies afforded from both of these Sections. 25.4 Employees classified as Watex~`Wastewater Operator I, Wastewater Og,ra or II, Wastewater/Water Operator III or Wastewater/Water Opera or IV who. obtain the required licenses required for a higher Operator classification, shall be promoted to the higher Operator classification with pay adjusted per Article 26.3 (c). The .effective date of such promotion shall be the date the employee passed the test based upon the employee. urnishing such documentation to the City. Additional Class A, B and C State licenses above those licenses required by the position description recognized by D.E.P., (Not Certifications), obtained by Water and/or Wastewater Treatment Plant Operator's will be recognized by the payment of an annual one-time lump sum payment of $500.00. The initial p-Fayment of such bonus shall be the date the employe~p~_the test based u~Qn the emp~ov~~ f ~rni~; sayh;~g such documeg a ~ o~ o t ,~ ~i~y. Bonus,~avments shall be limited to an effective dates no more than ~x v 1601 calendar days retroactive with future bonus paid annually on the date that the emFlovee regeiv.d h i -49- 8M NOVEMBER 13, 2000 ~n~ ial bonus. rsb-t-a-izr~ The employee must stay for one (1) year after obtaining license. If the employee leaves the employment of the City, the cost borne by the City for the course, travel and lodging must be reimbursed by the employee. 25.5 Cost for other courses will be paid by the City after prior approval of the appropriate Department Head. 25.6 All employees within the bargaining unit shall be covered by a written description of his job duties in the form of employee job specifications. If the City of Atlantic Beach, or their designees, determine that the employees'. job specifications need to be changed, added to, deleted, or amended, the Employer will notify the Union of the intended changes no less than ten (10) working days prior to the effective date of change. Copies of the proposed changes. will be forwarded to the Union along with the above notification. After finalization, a copy of the revised specifications shall be forwarded to the Union as soon as is possible. -50- 8M NOVEMBER 13, 2000 ARTICLE 26 WAGES 26.1 (a) Effective October 1, ~~ 2000, employees covered by this Agreement ex~iud;ng Wastewater/Water Oggrator's shall have their pay increased by four (4~S) percent. These increases shall continue therefrom in accordance with the terms and provisions of this Agreement. (b) T*+ o d o a ra and ma;ntain competent licensed Wastewater/Water Qperator's the Un~,on and the Employer 3,gree that effectj,v~ October ~ 2000, the entrance salary amount for the classificat;on of Wastewater/Water Og~ra or'G g~y p~ an between newl~h; red e lgg~ oy and th ho r y wag,e~ _ l; w b t / p ~ d to existi censed ng incu m ent at er Wa wa , , Qpgrator's, the base hou~y wags of ~;cen sed incumbent Wastewater/Water Operator's sh all b e increase d by ten (10$) pPrrant effectiv e October ~ 200 0 There after theme ;nrrp,~P hall cont;nue ther efrom in accord ance with the terms ~nd,,.p~ovisi ons of this Ac~ge ment• _L~2_ All employees shall receive a twenty-five ($25.00) dollar per month raise for each five years served with the City up to and through the 20th year. This amount shall be placed into the employees base pay. 26.2 The Job Classification/Grade Chart is set forth in attached Exhibit A. 26.3 Entrance Wage Determination/Demotion: (a) Initial appointment to any position shall normally be made at the entrance rate of pay established for the position. Upon recommendation from the Department Head, the City Manager may approve the hire of a new employee at a rate of pay above the starting rate of pay. However, a new employee may only be hired at a rate above the entrance rate of pay established for the position if: 1. The needs of the City make such hire action necessary and all other employees within the same classification have their base salaries increased to be equal to that of the newly hired employee, or; -51- 8M NOVEMBER 13, 2000 2. The new employee has job related training and/or experience that clearly exceeds that of current employees. Prior to City Manager approval of initial pay under this provision, the City will notify the union, in writing, of the proposed action and allow the union three (3) workdays to provide comments. (b) Except as provided in the second sentence of this subsection, when an employee is demoted to a different position classification, he shall receive the pay rate in the lower pay range of the new position which is deemed appropriate by the Department Head. Provided that, should the demotion be the result of non- disciplinary action (e.g., a reduction in force), the demoted employee shall receive the rate in the lower position classification pay range ,which provides the smallest possible decrease in pay. Employees demoted for non-disciplinary reasons shall if possible be reassigned to other duties commensurate with his/her qualifications for the position. The Employer will make a reasonable effort to reassign the employee in accord with the provisions of this section. (c) When an employee is promoted to a classification with a higher base rate of pay, the pay rate of that employee shall be the lowest step in the higher range that will provide an increase of at least a five percent (5~) over the rate received immediately prior to promotion. Employees classified as Wastewater Operator t pr rr and employees classified as Watez-tWastewater/Water Operator III or IV T;~H-f who obtain the license required to advance to Wastewater Operator I II or Wate'rtWastewater ater Operator 3-~ III or IV will be promoted to the higher. job series and have their pay advanced five (5~) percent or to the entrance level pay of the higher job series, whichever is greater. 26.4 Evaluation for satisfactory service shall be standard in writing throughout the bargaining unit with each activity using the same evaluation form and procedure as set forth in attached Exhibit B. Employees who receive a unsatisfactory evaluation shall be reevaluated at least quarterly, or earlier if improvement is noted. If the employee feels the evaluation procedure was .not followed, he may invoke the grievance procedure and submit the grievance at Step II. -52- SM NOVEMBER 13, 2000 26.5 Any employee covered by this Agreement who is temporarily required by the appropriate Department Head or his designee to perform the duties of a higher classification shall receive pay at a rate of five (5~) percent above the employee's regular rate of pay, provided that: (a) The duties and responsibilities of the higher classification are assumed in full for a minimum of one (1) eight-hour working day, and; (b) The working out of classification pay is approved by the City Manager or his designee prior to appointment of the employee to the higher position. If the two (2) conditions set forth are not fully satisfied, the employee will receive the rate of pay of his regularly assigned classification for each hour worked in the higher classification, -53- 8M NOVEMBER 13, 2000 ARTICLE 27 ALCOHOL AND DRUG TESTING 27.1 Both the City and Union recognize that drug and alcohol abuse is a growing problem among our nation's work force. The City and the Union also recognize the tremendous cost, both in terms of efficiency and in human suffering caused by needless workplace accidents. Acknowledging the necessity for action, the following Alcohol and Druq Testing Program is hereby initiated. 27.2 (a) All applicants may be subject to drug and alcohol testing. (b) All bargaining unit employees may be subject to drug and alcohol testing as part of an annual physical examination. (c) In the event the City has a reasonable suspicion to believe that an employee is under the influence of drugs or alcohol on duty, the City may require that the employee submit to breathalyser tests, blood tests, urinalysis, and/or other appropriate testing. Should the employee test positive to a drug test, the City will utilize a confirmatory process before instituting action. The City's Medical Review Officer (MRO) must review all confirmation tests, positive and negative. Within five (5) working days after receipt of a positive confirmed test result from the testing laboratory, the City shall inform the employee in writing of such positive test results, the consequences of such results, and the options available to the employee, including the right to file an administrative or legal challenge. For purposes of this Article, reasonable suspicion must be based on objective facts and rational inferences. The City shall provide to the employee, upon request, a copy of the test results. (d) Within five (5) working days after receiving notice of a positive confirmed test result, the employee will be allowed to submit information to the City explaining or contesting the test results. If the employee's explanation or challenge of the positive test results is unsatisfactory to the City, within fifteen (15) days of receigt of the explanation or challenge, a written explanation as to why the employee's explanation is -54- 8M NOVEMBER 13, 2000 unsatisfactory, along with the report of positive results, shall be provided by the City to the employee. (e) In the event the City requests that an employee submit to breath, blood, urine and/or other tests and the employee chooses not to submit to such test or tests, the reasonable suspicion to believe the employee was under the influence shall be justification for discipline, including discharge. {f) If the employee submits to the tests and the results indicate alcohol or drug use (other than as indicated in Section A), the employee shall be discharged or suspended without pay at the discretion of the City. After thirty (30) days have passed, a suspended employee desiring reinstatement shall, upon written request be given the opportunity to submit to further blood or urine drug/alcohol screening tests, at the employee's expense. If such tests indicate the absence of alcohol or a controlled substance, the employee may be reinstated at the discretion of the City. In the event forty (40) days have passed and the City has not received the written request signed by the employee, to take the alcohol or substance abuse test, or the employee has failed to take such tests at a time and location designated by the City, the employee shall be discharged. An employee who is reinstated under this Section shall be subject to random testing during a two (2) year period following the initial test. Should such employee test positive during this two year period he shall be discharged. (g) An employee may be granted a one time leave of absence without pay not to exceed sixty (60) days to undergo treatment for alcohol or substance abuse pursuant to an approved treatment program. No employee benefits shall accrue during this period. The request must be voluntarily made in writing prior to the institution of disciplinary measures for alcohol or substance abuse. (h) The City has the right to search lockers, handbags, lunch boxes, other containers, or other personal effects of employees at any time provided the City has reasonable suspicion, to believe that an employee possesses or is under the influence of drugs or alcohol. If deemed necessary by the City, the employees themselves may be asked to submit to a search, provided that at no time will any employee be searched by or in the presence of a member of the -55- 8M NOVEMBER 13, 2000 opposite sex. Further such search shall be in the nature of a "pat-down," and shall take place in a location so as not to unnecessarily embarrass the employee. An employee's refusal to cooperate with or submit to a search may be treated as serious insubordination that warrants immediate discipline, including discharge. (i) A11 employees who must use a prescription drug that causes adverse side effects (drowsiness or impaired reflexes or reaction time) shall inform the City that they are taking such medication on the advice of a physician. It is the employee's responsibility to inform the City of the possible side effects of the drug on performance and expected duration of use. (j) Except as stated in subsection E of this Article, the cost of drug and alcohol screening tests shall be paid by the City. (k) .The City retains the right to maintain discipline or invoke disciplinary measures in the case of conduct which may result from or be associated with alcohol or substance abuse. (1) Decisions of an arbitrator under this Article shall be limited to a determination of whether or not the City had reasonable suspicion, and whether or not the employee was under the influence of alcohol or drugs, and not the disciplinary measures imposed by the City. 27.3 When drug screening is required under the provisions of this policy, the following standards shall be used to determine what levels of detected substances shall be considered as positive: N (a) Amphetamines 1000 ng/ml Amphetamine 500 ng/ml GC/MS (b) Cocaine Metabolites ic) Opiate Metabolites (d) Phencyclidine (e) Marijuana 300 ng/ml Metabolite 300 ng1m1 Morphine 25 ng/ml PCP 150 ng/ml GC/MS 300 ng/ml GC/MS 25 ng/ml GC/MS -56- 8M NOVEMBER t3, 2000 Metabolites 100 ng/ml Total ng 15 ng/ml Delta 9 - TAC (f) Barbiturates 300 ng/ml 150 ng/ml When alcohol screening. is required under the provisions of this policy, the standard which shall be used to determine what level of alcohol shall be considered as positive shall be: .04 grams per deciliter. -57- 8M NOVEMBER 13, 2000 ARTICLE 2$ SENIORITY 28.1 Seniority shall be defined as the length of continuous full- time employment with the City of Atlantic Beach. Seniority shall be acquired by a full-tame employee after satisfactory completion of a six (6) month probationary period, at which time seniority shall be retroactive to the first day of employment. 28.2 In the event of a lay-off or reduction in force, employees shall be laid off in the inverse order of seniority within job classes. Employees laid off shall have the right to bump or replace an employee with less seniority in a lower classification for which the employee is qualified, provided said employee has previously held such a position within the City and can perform the established functions of the current job description. 28.3 Whenever an employee is demoted to a position for which he is qualified, he shall receive the salary performance level in that lower range which provides either no decrease or the smallest decrease in pay, if the action is not for cause as outlined in Article 9 of this Agreement. 28.4 In regard to overtime and vacation, seniority will be defined as the length of continuous time in any specific classification. If an employee is involuntarily transferred from one department or division to another in the same classification, he shall carry with him both the City and job seniority that he has already acquired. 28.5 Seniority shall accumulate during periods of approved leave of absence where the employee remains in a pay status. Seniority is not broken when an employee is on an approved leave of absence without pay, but seniority does not accumulate during this period. 28.6 Seniority shall be broken when an employee: (a) Resigns; (b) Is discharged for just cause; (c) Exceeds an authorized leave of absence. -58- 8M NOVEMBER 13, 2000 ARTICLE 29 JOB QUALIFICATIONS AND PROMOTIONS 29.1 Whenever a job opening occurs, other than a temporary opening, any existing job classification, or as the result of the development or establishment of a new job classification, a notice of such opening shall be posted at least five (51 calendar days in advance on all appropriate bulletin boards. A copy of the notices of job openings will be given to the appropriate union steward at the time of posting for posting on all other authorized bulletin boards. 29.2 For the purpose of this Agreement, a vacancy shall be defined as an opening within a classification included in the bargaining unit (Exhibit A) for which funds have been appropriated. 29.3 Whenever a vacancy is posted, employees desiring to be considered for such vacancy shall make written application for the position on a City Employment Application no later than the date and time indicated_as the closing date/time set forth on the posted vacancy announcement. The appropriate Department Head shall interview all bargaining unit applicants prior to filling the vacancy. Applicants within the bargaining unit shall be interviewed prior to advertising outside the City. 29.4 The appropriate Department Head shall make all determinations of the qualifications of the applicants applying for open or promotional positions, provided such determination is limited to those factors required within the job specifications for the position being filled. Among current employees determined to be qualified to perform the work required, the employee having the most seniority with the Employer shall be appointed to the position. Employee's covered under this agreement who apply for any open or promotional positions within the bargaining unit shall be promoted over other applicants, provided all applicants are equally qualified for the position. 29.5 Nothing in this Article shall be construed as precluding employees within the bargaining unit from applying for other vacant positions within the City of Atlantic Beach. ARTICLE 30 -59- 8M NOVEMBER 13, 2000 UNION TIME POOL 30.1 All members of the bargaining unit who are not on probation as new employees may contribute two (2) or more hours per year of personal leave hours to the union time pool. Provided that the maximum number of hours which may be accumulated in the pool under this Article is 216 hours. 30.2 This leave will be computed and placed in a bank on the 1st of October each year. 30.3 The City Manager or his designee shall have the discretion to grant or deny use of pool time. 30.4 Union time pool hours not expended during the previous year will be compounded onto the new bank of hours beginning October 1 of each year, provided the maximum accumulation set forth in Section 30.1 is not exceeded. 30.5 The City shall have the right to review this Article each year and to eliminate union time pool if it becomes an excessive administrative burden to the City. -60- 8M NOVEMBER 13, 2000 ARTICLE 31 SEVERABILITY 31.1 In the event any Article, .Section or portion of this Agreement should be held invalid and unenforceable by any court of competent jurisdiction such decision shall apply to the specific Article, Section or portion thereof specified in the court`s decision; and upon issuance of such decision, the Employer and the Union agree to immediately negotiate a substitute for the invalidated Article, Section or portion thereof. -61- 8M NOVEMBER 13, 2000 ARTICLE 32 SAVINGS CLAUSE 32.1 The Employer retains all rights, powers, functions and authority it had prior to the signing of this Agreement except as such rights are specifically relinquished or abridged in this Agreement. -62- 8M NOVEMBER 13, 2000 ARTICLE 33 ENTIRE AGREEMENT 33.1 The parties acknowledge that during negotiations which resulted in this Agreement., each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining and that the understandings .and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union for the duration of this Agreement each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargaining collectively with respect to any subject or matter not specifically referred to or covered in this Agreement even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the same time they negotiated or signed this Agreement. -63- 8M NOVEMBER 13, 2000 ARTICLE 34 DURATION OF AGREEMENT 34.1 This Agreement shall commence and become effective on October 1, X9§9 ~Q04, and shall continue in full force and effect until midnight of the thirtieth day of September ~fr@6 2003. Either Bar y may reonPn Wags and threg (31 o h r Articles of their chgj,ce in 2001 and 2002 If either party desires to negotiate a successor agreement, it may do so by giving the other party written notice to that effect. 3~_2 m~~art;as agrPP that th;s Aa~ement shall only apply o a 've ~~+nyocg q*hn ire members of the baraai,~i zlg unit on the date,~f a~R,ro~~~l Art~C1P 96 1 (al and Article 261 (bl will be retroactive to 9ctober 1. 2000• -64- 8M NOVEMBER 13, 2000 32GNATVRE BA6E IN WITNESS THEREOF, the parties have caused this Agreement to be signed in their respective names by their respective representatives and have executed this Agreement this _ day of 2000. FOR THE CITY; Jim Hanson City Manager George Foster Negotiator, City of Atlantic Beach FOR THE UNION: William A. Worsham Business Manager, Local 630 Jack D. Baldwin Negotiator, Local 630 Desmond Green Negotiator, Local 630 Mike Fields Negotiator, Local 630 ATTEST: ty Clerk -65- 8M NOVEMBER 13, 2000 EXHIBIT A GITY bF ATLANTIC REACH JOB CLASSIFICATION/PAYGRADE 10/01/2000 GRADE STARTING (Hourly) JOS TITLE 103 $ 8.07 Gardner General Maintenance Worker Pazk Attendant 104 $ 8.78 No Jobs within this grade 105 $ 9.13 Crew Chief Dispatcher 106 $ 9.49 Heavy Equipmem Operator 107 $ 9.95 Utilities Collection/Distribution Operator 108 $ 11.06 Cross Connection Administrator/GIS Technician Mechanic 109 $ 11,59 Utilities Collection/Distribution Supervisor 200 $ 11.70 Wastewater Operator I (Wastewater "C") 201 $ 12.27 Wastewater Operator II (Wastewater "B") 202 $ 12.88 Wastewater/Water Operator III (Double "C") 203 $ 13.53 Wastewater/Water Operator IV ("B" Wastewater, "C" Water) -66- 8M NOVEMBER 13, 2000 EXHIBIT B CITY OF ATLANTIC BEACH PERFORMANCE EVALUATION PROCEDURE These procedures have been developed to implement a performance evaluation system to be used in evaluating employee performance and in making employment decisions. The system shall include mandatory annual performance evaluations of all bargaining unit employees covered under this Agreement. A copy of the written performance evaluation shall be provided to the employee who is being evaluated and discussed with the employee. The employee may make any written comments concerning the evaluation and the comments shall be made part of the employee's employment record. The purpose of these procedures is to provide a uniform system of performance evaluation for covered employees. I. OBJECTIVES A. The primary objective of this employee performance evaluation system is to provide for improved employee performance. B. The system will also provide; 1. better communications between employees and supervisors; 2. better understanding of job duties and responsibilities; 3, identification of training needs, and; 4. supportive documentation for merit and disciplinary action. II. PFR O MnN ~ €VAL•UATION FORS A. The original completed performance evaluation form is to be forwarded to the personnel office for placement in the employee's official personnel file. The department head, or his/her designee, is responsible for providing the employee with a copy of the completed form and for retaining a copy for the department file. III. p„$RFORMnNCE EVAr.(jATION DATES A. Mid-way h o~gh the probationary period. In most cases this will be three (3) months from the time the employee is placed in probationary status. The completed form is due in the personnel office no later than fifteen {15) working days after the mid'probation date. B. At the,,,gnd of nrobat~on This evaluation must be completed no earlier than the beginning of the final month of the probationary -67- 8M NOVEMBER 13, 2000 period and no later than ten working days prior to the last day of the probationary period. In most cases, the probationary period is six (6) months. If the probationary period is extended, the personnel office must be notified immediately. The completed form is due in the personnel office no later than five (5) working days after the end of probation date. C. Annual. This shall be twelve (12) months from the date of last evaluation, to be defined as the performance evaluation date. The completed form is due in the personnel office no later than five (5) working days after the annual evaluation date. D. Ra ow sa ~ a orv val+a ion Within ninety (90) days after an overall performance evaluation rating of below satisfactory is given. IV. ~jiE PE$FORMANCE EVALUATION A. Conducting and reviewing the performance evaluation. 1. The rater shall be the person to whom the employee normally reports. The rater shall complete the employee performance form and discuss it with the employee. In those cases where an employee may be assigned work by various supervisors, one supervisor shall be designated as the rater and shall make rating decisions after consulting with others for whom the employee has performed work during the evaluation period. 2. The department head shall be the reviewer. All ratings must be reviewed. Before the reviewer signs the form, any differences of opinion should be discussed and resolved. The reviewer shall not change the original rating; however, unresolved differences may be noted by comments on the evaluation form by the reviewer. 3. Upon completion of the review by the department head, the city manager shall have final approval of all evaluations. The performance evaluation conference. 1. Review the employee's job specification prior to the conference. 2. Attempt to choose a location where you will not be interrupted for the conference. 3. First, discuss the employee's strong points. Discussion of the employee's strong and weak points should be a foundation for development. At this point, a program of suggestions and improvements. should be outlined in Section E, Performance Improvement Plan, of the Performance Evaluation Form. 4. Evaluations for an employee should always be based on observable, objective facts. -68- 8M NOVEMBER 13, 2000 5. Review the performance improvement plan with the employees. C. Completion of the employee performance evaluation. form. Section A. General information. Fill out all spaces as instructed. Section B. Performance factors to be evaluated 1. Each job factor should describe a tangible, observable action or series of actions. Upon assignment to a position an employee is to be given a list of the job factors pertaining to that position. 2. The rating scale to be applied to each job factor consists of satisfactory, above satisfactory and below satisfactory. An explanation of each value is found on the evaluation form. 3. Unable To Appraise should be indicated for duties not regularly assigned to the position held by the employee being evaluated or for duties which were not performed during the current performance evaluation period. Section C. Overall rating. 1. An overall rating of job performance is to be indicated in the appropriate space, based on the collective ratings for the job factors listed in Section B. 2. In determining the overall rating, give greater value to the job factors which are more important in terms of total job performance, as well as required job skills, tasks of the employee and the impact on the work of other employees. Section D. Explanation of above satisfactory and below satisfactory. 1. All ratings of Above Satisfactory or Below Satisfactory must be fully explained, with specific examples given. 2. The extent to which performance exceeds or fails to meet job requirements should be clearly described. Section E. Performance improvement plan. 1. This section is to be used for development of a plan for improvement of -69- 8M NOVEMBER 13, 2000 employee performance or for career development and may be applicable for employee whose overall performance falls in any of the three rating .categories. 2. The plan should include the objectives or goals toward which the employee will be working, methods for achieving those objectives, and the anticipated completion date for each objective. Section F. Signatures. The rater, reviewer, and employee being evaluated must sign the form in the appropriate space. The rater must advise the employee that it is permissible for him/her to attach comments to the form. If he/she wishes to do so, the space below the employee signature which indicates this must be checked and comments attached. Overall rating of below satisfactory. 1. When an employee's overall rating is Below Satisfactory, another evaluation of job performance is required within ninety (90) days after the date of the performance evaluation conference. 2. Performance evaluations will continue to be made at ninety (90) day intervals until: a) performance has improved and the overall ratingis at least Satisfactory or; b) you have reason to believe that the employee's overall performance in the class to which assigned will not improve to a level of at least satisfactory. At this point, appropriate disciplinary action may be initiated up to and including termination. 3. If the probationary period of an employee rated as below satisfactory has been extended and the maximum length of time permitted for a probationary period is reached, removal of the employee from the class may be necessary. -70-