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ARTICLE 37 - CORRECTIVE EVALUATIONS
37.1 Corrective
Evaluations. Corrective Evaluations shall be the
response to indications of performance deficiencies
requiring significant intervention. Their outcome shall
be a clarification of the validity of indications of
performance deficiencies, a clarification of performance
expectations, and/or an improvement plan if indicated by
the evaluation.
37.1 Corrective
Evaluation Principles. Corrective Evaluations may
be implemented at any time during an academic year.
All such evaluations shall be developed within the
following principles:
a) Due Process. The investigation of
performance and/or behavioral problems will be
conducted using full due process.
b) Thorough. Any resulting improvement plan
will clearly state expectations, timelines, and
consequences of failure and success.
c) Inclusive. The Corrective Evaluation and
correction process will have, as its primary
objective, the employment of the individual.
Therefore, the College will provide reasonable
resources in support of the Corrective Evaluation
improvement plan.
d) Respectful. All matters dealing with
corrective evaluations will be conducted in such a
way as to preserve the dignity of the individual
involved, subject to the requirements of this
Agreement.
e) Timely. Corrective Evaluations will be
conducted as soon as possible following the receipt
of sufficient information regarding performance
and/or behavioral problems. Decisions of
non-renewal for probationary employees, based on
failure to satisfy the objectives of the
Improvement Plan, must be made prior to March
1.
f) Consistent. Investigations, Corrective
Evaluations and improvement plans will be conducted
within these guidelines.
g) Union Participation. The LCCEA will be
expected to participate actively in all phases of
the Corrective Evaluation process with the
concurrence of the employee being evaluated, and be
timely informed of the occurrence and results of
every step, in any case.
h) Discipline and Non-Renewal.
Recommendations regarding discipline or
non-renewal coming from this evaluation shall be
appropriately based on the level of conformance to
the performance expectations specified in the
Improvement Plan.
37.2 Corrective Evaluation
Procedures
Step 1. Initiation. The appropriate vice-president
or manager will initiate the Corrective Evaluation
process when he/she is made aware of allegations of
deficient performance that requires significant
intervention. The manager will prepare a statement of
the allegations and a statement of the scope of
further inquiry, which will closely correspond to the
specific allegations of poor performance. The employee
will be informed of the initiation of this process and
of his/her right to representation, and will be given
a copy of the statement.
Step 2. Planning The Investigation.
Following a reasonable preparation time for the
employee, the manager and the employee will meet to
discuss the details of the allegation of poor
performance, and the scope of further inquiry,
including kinds and sources of data required for the
inquiry, and the manner in which the data will be
collected and analyzed. The results of this meeting
will be reduced to writing. This meeting will be
scheduled with at least one-week prior notice.
Step 3. Working With The Data. Following
receipt of the data, the manager and employee will
meet to clarify any questions concerning the data and
engage in an evaluation/developmental discussion. The
intent of this discussion will be to identify
strengths and weaknesses in the employee' s
performance that fall within the scope of the inquiry,
to suggest ways to enhance the employee' s
performance, and discuss any constraints faced by the
employee and ways to remove such constraints.
Step 4. Conclusions. The results of this
evaluation conference shall be reduced to writing and
shall include statements of confirmed poor performance
with attendant performance expectations and statements
of exoneration for allegations that were not confirmed
by the findings. Upon request of either the employee
or the manager, a mutually acceptable third person may
be selected to help interpret the data.
Step 5. Employee Response. The employee shall
be provided a written copy of the results of the
evaluation conference and shall be afforded the
opportunity to respond in writing; or, if the employee
submits a timely request, he/she will be granted a
second evaluation conference. If the employee chooses
to respond, then he/she will be provided a reasonable
time to do so. The response will be attached to the
evaluation prior to the time that it is placed in the
personnel file. In either event, the employee agrees
to sign the evaluation.
Step 6. Improvement Plan. If following
the Corrective Evaluation, the College determines that
the performance of an employee is substandard, an
improvement plan will be developed to provide an
opportunity and support for the employee to improve
his/her performance. The improvement plan will
include:
a. Measurable outcomes of improvement;
b. Reasonable timelines for success;
c. List of types of assistance that will be provided
by the College;
d. Support and direction by the immediate
supervisor;
e. Schedule of frequent conferences with written
progress reports.
Following complete implementation of the improvement
plan, the employee's supervisor shall prepare a
summary of performance and a recommendation regarding
retention, which shall be placed in the employee's
personnel file.
Note: Due to the potential for discipline arising from
the Corrective Evaluation process, the LCCEA will be
timely informed of the meetings and results of the
various steps. The employee retains the discretion as
to whether representation is present in the meetings.
If a LCCEA representative plans to attend a meeting,
he/she shall so notify the division manager at least
two working days prior to the meeting, or as close as
possible to at least two working days notice.
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