ARTICLE 15
PERFORMANCE, PROMOTION AND RE-EVALUATION

15.01 Performance Appraisal

The Department Head, or designee, shall appraise the performance of an employee:

(a) before completion of his/her probationary or trial period; and

(b) on completion of twelve (12) months and each subsequent twelve (12) months period worked in his/her position.

15.02 Rebuttal

An employee is entitled to put a rebuttal on his/her official personnel file to any performance appraisal, provided it is put on the file within a reasonable (i.e., twenty (20) working days) time.

15.03 Performance Increments

(a) Performance increment(s) are awarded, for satisfactory or better performance, upon the recommendation of the Department Head.

(b) Performance increment(s) are awarded upon the completion of each performance appraisal noted in 15.01(b), where eligible, within the normal range of rates for his/her present position as set out in Appendices A and B.

(c) Long service increment(s) may be awarded where an employee, who has reached the maximum of the salary range for his/her present position, is eligible, and has not received a performance or long service increment within the previous 36-month period that s/he worked in his/her position. There shall be a maximum of two (2) long service increments for each base pay grade as set out in Appendices A, B and C.

(d) No increment(s) will be awarded for performance that is not satisfactory.

(e) Where an increment is not recommended, the employee shall be advised by the Department Head, or designee, of the reasons, in writing, prior to the completion date of that appraisal period.

(f) Where an employee is promoted or re-evaluated to a higher grade level within three (3) months of his/her next eligibility date (i.e., anniversary), performance increments shall be effective the date of promotion or re-evaluation, subject to Clause 15.03 (c).

15.04 Promotion

Where an employee is promoted, his/her new base pay shall be within the range of the higher grade for his/her new position. The new base pay shall be placed on the step closest to, but no less than, one (1) full increment above his/her current pay.

15.05 Re-evaluation to a Higher Grade Level

(a) When a position is re-evaluated to a higher grade level, the employee shall be entitled to a pay increase. The new base pay shall be placed on the step closest to, but no less than, one (1) full increment above his/her current base pay or the minimum rate for the new grade level, whichever is greater.

(b) The effective date of a re-evaluation shall be as per 39.05(b) or 39.06(b) and 15.03(f) as the case may be.

15.06 Re-evaluation to a Lower Grade Level

(a) When a position is re-evaluated to a lower grade level, the employee's base pay shall remain unchanged. If his/her base pay is below the long service maximum for the re-evaluated job, s/he shall continue to be eligible to receive performance increments subject to Clauses 15.03 (c) and (d).

(b) If his/her base pay is at or above the long service maximum for the re-evaluated position, the base pay will remain unchanged, "red-circled" and shall not be eligible for increments until such time that his/her base pay falls within the salary range of the grade of the re-evaluated position.

15.07 Trades and Apprentices

This Article shall not apply.

15.08 Temporary Employees

For temporary employees with twelve (12) months or less continuous service, Clause 15.03 shall not apply.