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| A. REPORT ON OPERATIONS <br>
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| BSC Managers shall present a report to the Board of Directors at the beginning of each semester on the state of operations in Central Office, Central Kitchen, Central Maintenance, Member Services, Finances, and the units of the BSC. Also, each manager would briefly discuss the accomplishments of the past six months and would discuss the manager’s goal’s and directions for the next six months or longer. The Board of Directors shall review the reports and endorse and/or redirect the manager’s efforts.
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| B. COMPLAINTS TO MANAGERS<br>
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| # It is the responsibility of each Manager to set up a procedure to deal with membership complaints about his or her job performance. The method used is completely at the discretion of the Manager, except that s/he must include information about the Coordinator for Outreach Diversity & Anti-Discrimination and his/her role as a liaison as per the Grievance Procedure (Section VII.B). The procedure must be advertised at least one time each semester.
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| # If a complaint concerns discrimination on the job as outlined in the affirmative action policies (Section IX), it should be addressed in the manner outlined in the Grievance Procedure (Section VII.B.).
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| # All complaints filed with a Manager about his/her job performance or another Manager’s job performance shall be saved by the Manager for the use of appropriate Review Committee.
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| C. EMPLOYEE EVALUATIONS, STEP INCREASES<br>
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| # Any Manager or the employee may initiate or request an evaluation of the employee’s job performance at any time.
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| # Each Regular Employee’s job performance shall be reviewed by a Manager at least twice yearly for evaluative purposes. The employee shall have the right to attach to the evaluation a written response to the points raised.
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| #:a. The evaluation shall be written and oral. Other employees shall have opportunities for input. The evaluation shall outline strong and weak areas of job performance, and areas for improvement in performance.
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| #:b. Newly hired employees shall be reviewed thirty days after commencing employment, and shall be reviewed again prior to the expiration of the one hundred twenty day probation period.
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| #:c. Evaluations shall be placed in the employee’s personnel file.
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| # Annually, the Management Team shall recommend to the Personnel & Operations Committee whether each employee be given a salary alteration of between of -5 to 5 percent. The Personnel & Operations Committee shall either approve the recommendation or send it back to the Management Team with instructions to reconsider. In the event agreement cannot be reached, the Board of Directors shall make the final salary decision.
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| #:a. Employee evaluations, as outlined above, shall be used as the basis for deciding the employee’s place on the wage range.
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| #:b. This shall continue until the employee reaches the top of his/her wage range.
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| # All room and board employees and those workshift employees who request it shall be evaluated each semester. Areas for improvement, etc. will be listed in the evaluation.
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| F. COMPLAINTS ABOUT EMPLOYEES<br>
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| # Any person with a complaint about an employee’s job performance shall have the right to make a complaint to the employee’s Department Supervisor. All complaints must be in writing.
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| # The Department Supervisor shall investigate the complaint and take action as s/he deems necessary. The outcome of this investigation shall be reported to the complainant, the employee’s involved, and the Executive Director.
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| # If any of the parties to the complaint are unsatisfied with the action taken, they may appeal to the Executive Director, whose decision is final.
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