Common use of Denial of step movement Clause in Contracts

Denial of step movement. The following procedures must be followed by the District prior to denial of a step increase: a. The supervisor will meet with the employee to inform the employee that performance is not satisfactory at present, and provide specifics thereof in writing. b. The supervisor and employee shall develop a written action plan designed to raise the employee’s performance to a satisfactory level. The written action plan must provide a reasonable period of time for the employee to make the desired improvement. In most cases, depending on the nature and severity of the deficiency, this would be a minimum of 4 weeks from the employee’s receipt of the written action plan. The District shall, if appropriate, provide information, training/staff development to assist in improving employee performance. c. The supervisor shall meet with the employee to review progress, revise the action plan if needed, and to inform the employee whether his/her job performance is satisfactory or still unsatisfactory. A written summary report shall also be given to the employee at each meeting. d. In the event the employee is deemed to be doing unsatisfactory work by the supervisor at the end of the timeline established in the written action plan, the Superintendent or his/her designee may withhold all of the planned salary step increase from the employee until such time as the employee’s performance becomes satisfactory; or by mutual agreement, the employee is reassigned to another assignment more closely aligned with his/her skills or abilities. e. In the event an employee is concerned about whether his/her review process was conducted unfairly, the employee may request a meeting with the supervisor and an Association representative. This meeting shall occur prior to any final decision by the District to withhold a step increase. f. Employees who complete a probationary period shall be deemed to have been performing their position at a satisfactory or higher level during the probationary year. g. If the District does not follow the performance review process outlined in this provision, the employee shall be deemed to be performing at a satisfactory or higher level and will receive his/her salary step increase.