Performance Management. 17.1 The Contractor will appoint a suitable Account Manager to liaise with the Authority’s Strategic Contract Manager. Any/all changes to the terms and conditions of the Agreement will be agreed in writing between the Authority’s Strategic Contract Manager and the Contractor’s appointed representative.
Performance Management. 14.1. Nominated Representatives from Scottish Government and the Contractor shall attend all meetings relating to performance management.
Performance Management. (a) Nothing in this clause 18 will prevent the Employer from undertaking performance management to support Employees.
Performance Management. The parties are committed to operating appropriate Performance Management Systems to assist practitioners and hospitals in providing quality services and positively addressing issues. The key component of this system is the regular involvement of all medical staff in performance appraisal.
Performance Management a. If an employee fails to make satisfactory progress, his/her progression may be withheld for a period of six months.
Performance Management. The parties agree, as needed, how to measure compliance of the track possession process.
Performance Management. The CONSULTANT, at City’s request, will provide City with information regarding CONSULTANT’s methodologies and tools in order to demonstrate the CONSULTANT’s ability to meet the performance requirements in the Proposed Service Level Agreement (SLA). The CONSULTANT, at City’s request, will provide performance measurements regarding the Services provided, including, but not limited to, the following: Quality of work: defect rate, re-work rate Response time Service fulfillment rate User Satisfaction ( City as user/ City users ) Proposed Service Level Agreement Summary: Priority Definition Response Time After Notification Provide Solution Time Target Resolution Time Escalation Path Emergency • Entire organization is affected. • Core business process cannot be carried out. • Security violation. 1 hour 1 day 1 day Resolution > 2 day Escalation path: tbd Critical • Multiple users or departments are directly affected. • Incident has serious impact on critical tasks and no workaround is available • Customer affected. 4 hours 1 day 3 days Resolution > 2 day Escalation path: tbd High • System cannot function as designed or installed. • Small group of users are directly affected. • Compliance time line is affected 1 day 3 days Requires resource estimation, City's approval, prioritization and scheduling Medium • Small number of users are affected. • Isolated incident. • Degraded performance and/or is difficult to use. 5 days 2-3 weeks Requires resource estimation, City's approval, prioritization and scheduling Priority Definition Response Time After Notification Provide Solution Time Target Resolution Time Escalation Path Low • User requests general information, service or consultation. • Cosmetic enhancements • Report enhancements 5 days 4-6 weeks To be prioritized based on resource availability and cost CONSULTANT QUALIFICATIONS The CONSULTANT shall assign personnel to provide Services under this Agreement with the following qualifications:
Performance Management. The performance pay wage schedule applies to District Administrative Support classifications in the School District offices only. The following language shall be applicable to such classifications:
Performance Management. 12.1 The parties agree to promote excellence at every level within the organization. It is further agreed that such excellence can be accomplished through a positive, transparent performance management process.
Performance Management. Progression through the CSE salary ranges and promotion depend on demonstrating the appropriate performance and competencies. The annual performance review provides a measure of performance and an assessment of the employee’s career development and progress. While performance is measured against expectations reflected in the goals and objectives established at the beginning of the review period, there also needs to be an assessment of these expectations and what the employee has delivered against the level descriptors. In short, if expectations and performance are consistent with the level descriptor for the employee's salary range then any merit allocated to the employee in the annual salary review should be consistent with the Performance Pay Grid (in XXX 4.03 and the CRPEG collective agreement). However, if expectations and performance are consistent with the next higher level descriptor, then the employee should be progressing rapidly toward the next higher level. When this level of performance is sustained and expected to continue, then the employee should be considered for CSE Compensation System Page 6 promotion to that higher level. For the CSE 4 to 6 salary grades, an employee's performance may exceed requirements with respect to the established goals and objects but a promotion may still not be warranted. This can occur because performance is not consistent with the next higher level descriptor. For this reason the employee's salary can progress above the control salary. The measurement of performance and competencies are often somewhat subjective. They are made more objective when clear performance objectives are established in advance along with weighting of the objectives and the use of criteria to assess when the performance exceeds requirements or is outstanding. Competencies necessary for good performance range from core technical competencies to softer competencies such as leadership and communication skills. Generally, the softer competencies become increasingly important as one advances in their career, while not taking anything away from the required technical competencies. AECL currently employs a five level rating system as follows: 1 - Unsatisfactory - clearly not meeting key objectives
