Coaching Session Sample Clauses

Coaching Session. The manager meets privately with the employee to identify and discuss the problem. The manager’s primary goal is to gain the employee’s agreement to solve the problem. Instead of “warning” the employee of more serious disciplinary action, the manager’s focus is to remind the employee he or she has a “personal responsibility to meet reasonable standards of performance and behavior”. Paramount in this session is obtaining the employee’s concurrence on the reasonableness of the standard and expectation. There is no documentation or record of this session in the employee’s personnel file, unless the problem arises again. The discussion will be reduced to writing, signed by both parties and maintained by both individuals in personal files only.
Sample 1Sample 2
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Coaching Session. The manager meets privately with the employee to identify and discuss the problem. The manager’s primary goal is to gain the employee’s agreement to solve the problem. Instead of “warning” the employee of more serious disciplinary action, the manager’s focus is to remind the employee he or she has a “personal responsibility to meet reasonable standards of performance and behavior”. Paramount in this session is obtaining the employee’s concurrence on the reasonableness of the standard and expectation. There is no documentation or record of this session in the employee’s personnel file, unless the problem arises again. The discussion will be reduced to writing, signed by both parties and maintained by both individuals in personal files only. Second Step – The Action Plan: Should the problem persist, the manager meets again with the employee to review the business reasons for why the rule or standard must be observed without threats of what will occur should the employee continue. Through this second session, together the employee and supervisor develop an action plan to eliminate the gap between actual and desired performance. Once agreement on the action plan is obtained, the supervisor summarizes this on an inter-office memorandum which is maintained only by the supervisor and employee. There is no documentation or record of the session maintained in the employee’s personnel file. If the problem persists, another action plan session may be scheduled, and this subsequent discussion will focus not only on the continuing problem, but also on the employee’s failure to abide by the original agreement. The intent is that these sessions are “reminders” instead of “warnings”. The following will be considered in determining whether or not this step should be repeated or advanced to the next level; severity of the incident; frequency of the incident in comparison to the date of the action plan; previous overall performance; tenure of the employee; mitigating circumstances; commitment of the CRNA to the overall action plan.
Sample 1
Coaching Session. Third (3) incident of unscheduled absence – Friendly Reminder – “How can I help?”
Sample 1

Related to Coaching Session

  • TEACHING HOURS AND TEACHING LOAD A. As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities, but they shall not be required to “clock in or clock out” by hours and minutes. Teachers shall indicate their presence for duty by placing their signature and time in the proper column of the faculty “sign-in” roster.

  • Teaching Loads The range of teaching loads, number of preparations and number of pupil contacts required should provide for effective instruction and meaningful teacher-student interaction. DPS and the Association agree to work together to seek increased state funding to decrease class size. The principal shall report to the CSC, after the roster verification process, the number of students in each class and this will be published in the CSC minutes on the school’s website. For the purposes of this section, a “class” shall be defined as any general education, including electives and model one classes. Upon request, after the roster verification process, the District shall provide the Association with the student information management system data regarding class enrollment.

  • Teaching Load Full teaching assignments shall normally include 12 course credit hours of scheduled teaching per academic quarter. A reassignment of duty, for the equivalent of 3 or 4 credit course, shall be provided during one term of the first academic year to all newly hired tenure track faculty to further their teaching, scholarship and service and to encourage faculty retention. Wherever possible the University will endeavor to arrange teaching schedules that avoid excessive numbers of preparations and recognize evening and/or off-campus assignments. Class sizes will be established and monitored by the appropriate academic xxxx in consultation with division chairs and affected faculty each term. The following equivalencies will be used in determining teaching assignments:

  • Religious Objectors Any employee covered hereby who maintains that she/he holds a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general may seek religious objector status by petitioning MSEA-SEIU. Any such employee who is found to hold a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general, shall have the right to refuse to make service fee payments; provided, however, that said right to refuse shall continue only so long as the employee makes contributions at least equal in amount to the service fee to a non-religious charitable organization mutually agreed upon by the employee so refusing and the Union, within ten (10) days after each payday. Part-time employees’ contributions to non-religious charitable organizations shall coincide in amount with the payments of those part-time employees paying the service fee. MSEA-SEIU shall not unreasonably deny the choice of such non-religious charitable organization suggested by the employee. An administrative or legal challenge to a denial of a petition for religious objector status may be filed in an appropriate forum. The State of Maine Office of Employee Relations is not such a forum. Should an employee have a pending written request for religious objector status or a pending administrative or legal challenge regarding their religious objector status, the State will continue to deduct an amount equal to the service fee from the employee’s pay until the request is granted or the challenge is resolved in the employee’s favor, and that amount will be placed by MSEA- SEIU in an interest-bearing escrow account pending resolution of such dispute or request. MSEA-SEIU shall pay for any maintenance fees associated with such escrow accounts. The State shall not be liable for any fees, costs, damages, expenses, or any other form of liability involved with regard to such escrow accounts. If an employee is granted religious objector status, MSEA- SEIU will notify the State of the employee’s religious objector status, and the State will cease automatic service fee deductions. It shall be the sole obligation of MSEA-SEIU to certify to the State the name of any employee who has failed to make timely contributions as a religious objector and has, thus, forfeited religious objector status. Once MSEA-SEIU has certified the employee’s name to the State, the State will commence and continue to automatically deduct the service fee from the employee’s pay as provided in Section 1.

  • Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

  • Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the parties hereto in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Union and as a condition of continued employment.

  • Work Week The work week will begin at 12:00 a.m. on Sunday and end at 11:59 p.m. the following Saturday.

  • Work Period The normal work period shall consist of forty (40) hours of work within a seven (7) day period or eighty (80) hours of work within a fourteen (14) day period.

  • Work Day The standard work day shall be eight (8) consecutive hours of work exclusive of a lunch period in a consecutive twenty-four (24) hour day.

  • Coaching Informal discussion or instruction between employee and their immediate supervisor. Supervisor may follow up in writing which may include a simple action plan. This is not a form of corrective action.

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