Employee Improvement Plans. Subd.
1. Prior to formal or informal disciplinary procedures being employed in cases of minor misconduct or in cases where the behavior or poor performance does not constitute a serious infraction of the contract, code of conduct, district policies, rules or directives of superiors, the school district may, in its discretion, attempt to improve an employee’s performance and/or correct an employee’s behavior by implementing an “employee improvement plan.”
Employee Improvement Plans. Subd. 1. Prior to formal or informal disciplinary procedures being employed in cases of minor misconduct or in cases where the behavior or poor performance does not constitute a serious infraction of the contract, code of conduct, district policies, rules or directives of superiors, the school district may, in its discretion, attempt to improve an employee’s performance and/or correct an employee’s behavior by implementing an “employee improvement plan.”
Subd. 2. The purpose of an employee improvement plan is to improve the employee’s performance up to the standards and expectations of the school district. Should the employee fail to raise his/her level of performance to the school district’s expectations, or the behavior issues continue, the school district may resort to the disciplinary measures delineated in Section 2 of this Article.
Subd. 3. All employee improvement plans will be placed in the employee’s personnel file along with any notations as to the employee’s progress in improving performance.
Employee Improvement Plans. Subd.
1. Prior to formal or informal disciplinary procedures being employed in cases of minor misconduct or in cases where the behavior or poor performance does not constitute a serious infraction of the contract, district policies, rules or directives of superiors, the School District may, in its discretion, attempt to improve health associate’s performance and/or correct health associate’s by implementing an “employee improvement plan.”
2. The purpose of an employee improvement plan is to improve the health associate’s performance up to the standards and expectations of the School District. Should the employee fail to raise his/her level of performance to the School District’s expectations, or the behavior issues continue, the School District may resort to the disciplinary measures delineated in Section 2 of this Article.
Employee Improvement Plans. Employees whose job performance is rated unsatisfactory shall be placed on notice of that determination and shall be afforded an opportunity to participate in an employment improvement plan, targeted at the areas of deficiencies in the perfoimance of their job functions.
Employee Improvement Plans. Subd.
1. Prior to formal or informal disciplinary procedures being employed in cases of minor misconduct or in cases where the behavior or poor performance does not constitute a serious infraction of the contract, district policies, rules or directives of superiors, the school district may, in its discretion, attempt to improve an employee’s performance and/or correct an employee’s behavior by implementing an “employee improvement plan.”
2. The purpose of an employee improvement plan is to improve the employee’s performance up to the standards and expectations of the school district. Should the employee fail to raise his/her level of performance to the school district’s expectations, or the behavior issues continue the school district may resort to the disciplinary measures delineated in Section 2 of this Article. Subd. 3. All employee improvement plans will be placed in the employee’s personnel file along with any notations as to the employee’s progress in improving performance. If requested by the employee, and by agreement with the supervisor, a letter of acceptable performance on the concerns in the improvement plan will be placed in the employee’s file.
Employee Improvement Plans. (EIPs) Employee Improvement Plans (EIPs) are one type of second written warning that may occur under Progressive Discipline. Before an EIP is undertaken there should be a meeting with the supervisor and employee to review incidents or information about the performance, or conduct. If requested by the employee, a meeting between the employee and HR will occur before the EIP is finalized and presented to the Unit employee. This meeting should not include the employee’s direct supervisor but can include the presence of a Union representative at the request of the Unit employee. Each employee improvement plan issued by the Organization must:
1. Provide specificity and if possible, examples, with regards to what aspects of the employee’s work performance requires improvement.
2. Clearly describe expectations and steps the employee and the supervisor must take to help the employee improve their performance or resolve the problem.
3. Allow an initial period of time of up to 90 days but no less than 30 days to improve or resolve performance deficiency depending on the matter involved. EIPs may be re- evaluated and extended for additional 30-day periods for up to a total EIP timeline of six
