Developing Performance Plans Sample Clauses
Developing Performance Plans. In developing performance plans, communication between rating officials and employees is essential. Rating officials and employees should work together to jointly clarify how elements apply within the work environment so that there is a common understanding about the expectations for performance. The Employer and employee will discuss the plan in an attempt to avoid misunderstandings about the expected performance.
a. The Employer will:
(1) make every effort to use standardized performance elements and standards if available,
(2) consider the comments of employees and the Union before finalizing performance plans,
(3) upon request of the employee, meet to discuss standards or examples of performance at any level. Accomplishment of the examples themselves does not necessarily constitute performance at the levels discussed. Overall performance must be substantially at the level represented by the examples.
b. Employees will be:
(1) provided a minimum of five workdays to submit comments,
(2) allowed to meet with their Union representatives on official time to discuss proposed changes. If travel would be required for such discussions, the discussions may be accomplished by telephone.
(3) responsible for placing a check mark in the EmpowHR box labeled “discussed/view” certifying that all of the following occurred:
(a) a discussion took place with the rating official about performance plan,
(b) the employee has seen their performance plan,
(c) the employee has viewed the standards of conduct and has had any questions answered to their satisfaction.
(4) responsible for checking the box labeled “refused to sign” if the employee declines to sign. Note: If employee declines to agree to performance plan, employee will still be held accountable for the elements and standards within performance plan.
Developing Performance Plans. The Employer and NFFE FL7 IAMAW agree that the development of performance plans will be a joint effort between the supervisor and the employee. Employees and their supervisors shall meet at least once each year to discuss the performance plans to be applicable for the coming rating year. The plan shall be put in writing and signed or initialed by the employee and supervisor. Further amendments may be made during the rating year, and these amendments will be noted with the parties' initials. Performance plans will, to the maximum extent feasible, permit the accurate evaluation of job performance on the basis of objective criteria related to the job in question for each employee or position. Employees who are not satisfied with their performance rating or other aspects of the performance process may grieve under the provisions of Article 5, Grievances.
Developing Performance Plans