II. Close out of Current Advisory Beginning in December Managers/supervisors shall: - Prepare for end-of-year evaluations as well as the new year. - Meet with each employee. A copy of the current year advisory form should be provided to the employee so that both can prepare for the meeting. The meeting is to discuss your assessment of how well the employee met expectations during the current year. - Complete Part III. A. “Annual Advisory Supervisor’s End of Year Review/Assessment.” -Sign/Date form (not mandatory that employee sign) -Provide copy of signed form to employee and your superior -Original form will be sent to Human Resources (Instructions on this process will be sent to Division Managers/Assistant Directors from your respective Human Resources office). III. Mid Year Advisory June/July Managers/supervisors shall: - Meet with employee to discuss annual expectations. You should provide the original expectations to the employee. Although the purpose of this meeting is to discuss the employee’s progress, managers/supervisors should keep notes of the discussion. - You may document discussion via a memo to employee, but it must be separate. Do not attach memo to advisory form. - Any changes in expectations should be documented, initialed/signed and dated by the employee. - Manager/Supervisor and employee sign and date the form in Part II. “Mid-Year Advisory.” -Copies should be provided to employee and your superior. -Retain original advisories until completion of the annual review. IV. Performance Tracking Sheets (For Central Office Only) *(Each vicinage will send instructions to their respective managers) Designated Division Managers/Assistant Directors will receive tracking sheets from Human Resources after each advisory period. (These tracking sheets assist Human Resources with monitoring compliance.) Tracking sheets list employees within your division. You should check if the advisory was completed or provide an explanation as to why it was not. 5