Section 455.11 - Performance Evaluation and Non-conformance with Shop Rules and Occupational Procedures(1) Workers will be reviewed as required by institutional procedures.(2) There shall be no time requirement for inmate advancement in pay grade. Advancement shall be based on an individual's performance which shall be evaluated by the following criteria: (a) Consistency in maintaining production quotas;(b) Consistency in maintaining quality workmanship;(c) Consistency in maintaining a good work attitude;(d) Consistency in maintaining good working relationships with supervisors and fellow workers;(e) Consistency in observing safety, sanitation and hazardous material handling rules;(f) Compliance with security regulations regarding inmate movement and tool control;(g) Availability of a higher paying slot.(3) In a case of disruptive action(s) by an inmate employee such as fighting, use of abusive or threatening language, or refusal to obey a direct order, or the violation of any other Department rule or procedure, security will be notified and the inmate will be removed from the industries area immediately. A disciplinary report shall be filed in all cases with copies to the Disciplinary Officer and Industries Supervisor.(4) Each institution shall have written procedures for informing inmates when their performance, work pace, productive output and/or quality are not up to standards. These shall be progressive, starting with recorded verbal warnings (held in a file for one year), written warnings setting forth what is required and when it is to be accomplished. If these are not met, then a written termination stating the standards not met will be given to the inmate.(5) Results of disciplinary board hearings will not affect a termination decision by an industries staff member if the reason for the termination involved violations of 103 CMR 455.11(8).Amended by Mass Register Issue 1353, eff. 12/1/2017.