Employee Performance Management. 10.1 Where the Company believes that an employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply:
10.1.1 In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage.
10.1.2 If the Employee's work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning.
10.1.3 Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted.
10.1.4 A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated.
10.1.5 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.
Employee Performance Management. New employees must receive copies of their position descriptions and an orientation to their work and their work unit, • All new employees must receive mid-probationary and probationary reviews. • All employees must be given honest feedback on their performance at least once a year with a written formal evaluation placed in their personnel • Performance expectations are made clear for all employees. • Employees whose performance, attendance, or behavior is problematic will be coached on their deficiencies to permit them to Improve- unless the behavior ls so severe that immediate action must be taken to end their appointment. All such issues should be discussed with the DHS Labor Relations Representative. Page 26 of 39 MNsure/DHS Interagency Agreement Apart from DHS' duties and obligations under Clauses 1.2 "Financial Operations", 1.3 “Procurement” and
Employee Performance Management. (a) The CTC shall continue its practice of conducting performance assessments through its performance management program. The employee will be given the opportunity to provide a self- assessment of his/her performance and meet with his/her supervisor prior to its content being finalized. The employee shall be given a copy of the assessment, after it has been reviewed and signed by the supervisor.
(b) Prior to the performance assessment, the employee shall be given:
(i) the assessment form which will be used for the review;
(ii) any written documents which provides instructions.
(c) The CTC’s representative who assesses an employee’s performance must have observed or been aware of the employee’s performance for at least one-half (1/2) of the period for which the employee’s performance is assessed.
Employee Performance Management. The parties to this Agreement commit to the regular measurement, feedback and reward for individual performance. The following principles have been agreed by all parties to guide the development and operation of employee performance management and reward:
i) There will be reward for employee performance from entry level
ii) Both Performance and competence are to be recognised and rewarded in accordance with council’s Performance Excellence Procedure and Employee Salary Progression Procedure
iii) Progression to competent reward is achieved by skill or competence acquisition in accordance with council’s Performance Excellence Procedure and Employee Salary Progression Procedure
iv) What we do and how we do it forms the basis of the performance management framework v) Performance can be rewarded even when an employee has reached the maximum level of the grade for their position
Employee Performance Management. At Compass Solutions, we use analytics and behavioral science to identify top talent, deepen employee engagement and manage transformational change to provide differentiated customer experiences, the State will benefit from our wealth of Talent Pool and employee performance management. It is fundamental to have a stable, dependable workforce motivated to excel and to make long-term commitments to support Florida IT Staff Augmentation Services project. To that end, we will partner with the State to establish a progressive work environment promoting and acknowledging excellence; implement a program rewarding employees for outstanding performance through incentives, bonuses, and formal recognition; institute an effective training program for all employees; extend opportunities for professional development and advancement; and provide a competitive and attractive employee compensation and benefits package. We recognize that job satisfaction is a major factor, if not the key factor, in retaining personnel and minimizing turnover. With innovative and proven practices, our retention plan is developed and implemented around three basic elements: Supportive corporate culture and proactive management practices, attractive benefits, rewards and incentives designed to compensate employees beyond traditional methods. To help employees excel, we recognize our professionals deserve to understand management’s performance expectations. Throughout the performance period, we require supervisors to interact with team members to share goals and objectives. The optimization of employee performance will be achieved through various processes. Each of our employees will be provided, in writing, with a Performance Evaluation that includes an Individual Development Plan (IDP) and Performance Improvement Plan (PIP) on no less than an annual basis. We challenge our supervisors to accept candid feedback from their subordinates so that everyone can be a part of improving the Compass Solutions service delivery to the State. Employee feedback is provided both ways: to the employees from the supervisors, and also from the employees to the supervisors. Compass Solutions regularly coordinates with our employees to make sure they are meeting our high quality and performance standards; and incentives are in place to reward them accordingly.
Employee Performance Management. 4.7.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply:
4.7.2 In the first instance the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage.
4.7.3 If the Employee’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. In more serious cases, the Company issues the Employee with a final written warning. A further monitoring and review period may be set if appropriate.
4.7.4 Should the matter still not be resolved, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted.
4.7.5 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.
Employee Performance Management. The City of Playford is committed to a transparent and structured performance management cycle to enable honest feedback and development for employees while building a more sustainable and multi skilled workforce.
Employee Performance Management. Where the company believes that an employee is not meeting standards of work performance or conduct reasonably expected of them the following procedures will apply:
(a) In the first case the employee will be counselled as to where the performance or conduct is deficient. Steps to rectify will be identified and a review period set. In more serious cases a written warning may be issued.
(b) Shall the matter not be resolved the employee will be counselled again and the company may issue a written warning stating that their employment may be in jeopardy if not rectified. In mores serious cases a final warning may be issued.
(c) Should the matter not be resolved a final letter will be issued. This warning will be the final warning unless the company believes this is not warranted.
(d) The employee will at all stages be given the opportunity to make a response and have another employee or an employee representative of his/her choosing to support or as a witness if they wish.
(e) Nothing in this agreement affects the employers right to dismiss an employee without notice for serious misconduct and an employee so dismissed shall only be entitled to be paid for the time worked up to the time of dismissal and any entitlements accrued to such times.
Employee Performance Management. The CTC shall continue its practice of conducting performance assessments through its performance management program. The employee will be given the opportunity to provide a self-assessment of his/her performance and meet with his/her supervisor prior to its content being finalized. The employee shall be given a copy of the assessment, after it has been reviewed and signed by the supervisor.
Employee Performance Management. 4.8.1 Where the Company believes that an Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and/or any other drug, the conditions as set out in the company’s drug and alcohol policy will apply.
4.8.2 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.
4.8.3 Nothing prevents the Company from terminating the Employee's employment in accordance with this Agreement during any stage of this process.
