Common use of Improvement and Correction of Performance Problems Clause in Contracts

Improvement and Correction of Performance Problems. 1. If a problem is identified and documented during a performance review of a probationary faculty member, the member will be informed of the problem and a written Individual Improvement Plan (IIP) may be prepared to identify actions the member must take as well as actions the College will take to support the member’s efforts to improve. The faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective and measurable standards and goals. The Supervising Administrator may assign a mentor to assist the probationary faculty member. Nothing contained in this Agreement changes the at-will nature of the employment of probationary members. 2. Where performance of a member with continuing contract status is significantly weak and/or has not been improved despite past efforts, an Individual Improvement Plan (IIP) will be prepared. The IIP will include actions the faculty member must take as well as actions the College will take to support the faculty member’s efforts to improve. The faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective and measurable standards and goals. The Supervising Administrator may assign a mentor to assist the faculty member covered by the IIP. 3. Where a continuing contract member’s performance is significantly weak and/or has not been improved despite the member being given an individual improvement plan, further corrective action may be taken, including but not limited to action under the progressive discipline process. 4. Nothing contained in this section restricts the College’s right to take corrective action based on unacceptable conduct. 5. The College will notify the MAHE President when a faculty member is given a performance rating of unsatisfactory.

Improvement and Correction of Performance Problems. ‌ 1. If a problem is identified and documented during a performance review of a probationary faculty member, the member will be informed of the problem and a written Individual Improvement Plan (IIP) may be prepared to identify actions the member must take as well as actions the College will take to support the member’s efforts to improve. The faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective and measurable standards and goals. The Supervising Administrator supervising administrator may assign a mentor to assist the probationary faculty member. Nothing contained in this Agreement changes the at-will nature of the employment of probationary members. 2. Where performance of a member with continuing contract status is significantly weak and/or has not been improved despite past efforts, an Individual Improvement Plan (IIP) will be prepared. The IIP will include actions the faculty member must take as well as actions the College will take to support the faculty member’s efforts to improve. The faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective and measurable standards and goals. The Supervising Administrator supervising administrator may assign a mentor to assist the faculty member covered by the IIP. 3. Where a continuing contract member’s performance is significantly weak and/or has not been improved despite the member being given an individual improvement plan, further corrective action may be taken, including but not limited to action under the progressive discipline process. 4. Nothing contained in this section restricts the College’s right to take corrective action based on unacceptable conduct. 5. The College will notify the MAHE President when a faculty member is given a performance rating of unsatisfactory.

Improvement and Correction of Performance Problems. 1. If a problem is identified and documented during a performance review of a probationary faculty member, the member will be informed of the problem and a written Individual Improvement Plan (IIP) may be prepared to identify actions the member must take as well as actions the College will take to support the member’s efforts to improve. The faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective and measurable standards and goals. The Supervising Administrator supervising administrator may assign a mentor to assist the probationary faculty member. Nothing contained in this Agreement changes the at-will nature of the employment of probationary members. 2. Where performance of a member with continuing contract status is significantly weak and/or has not been improved despite past efforts, an Individual Improvement Plan (IIP) will be prepared. The IIP will include actions the faculty member must take as well as actions the College will take to support the faculty member’s efforts to improve. The faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective and measurable standards and goals. The Supervising Administrator supervising administrator may assign a mentor to assist the faculty member covered by the IIP. 3. Where a continuing contract member’s performance is significantly weak and/or has not been improved despite the member being given an individual improvement plan, further corrective action may be taken, including but not limited to action under the progressive discipline process. 4. Nothing contained in this section restricts the College’s right to take corrective action based on unacceptable conduct. 5. The College will notify the MAHE President when a faculty member is given a performance rating of unsatisfactory.

Improvement and Correction of Performance Problems. 1. If a problem is identified and documented during a performance review of a probationary faculty member, the member will be informed of the problem and a written Individual Improvement Plan (IIP) may be prepared to identify actions the member must take as well as actions the College will take to support the member’s efforts to improve. The If it appears likely that mentoring will be of substantial benefit in solving the problem(s), the Xxxx or designee will identify another faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective mentor and measurable standards and goals. The Supervising Administrator may assign a mentor to assist the probationary faculty member. Nothing contained in this Agreement changes the at-will nature of the employment of probationary members. 2. Where performance of a member with continuing contract status is significantly weak and/or has not been improved despite past efforts, an Individual Improvement Plan (IIP) will be prepared. The IIP will include actions the faculty member must take as well as actions the College will take to support the faculty member’s efforts to improve. The If it appears likely that mentoring will be of substantial benefit in solving the problem(s), the Xxxx or designee will identify another faculty member will cooperate in establishing any such IIP and, to the extent practicable, the IIP will include objective mentor and measurable standards and goals. The Supervising Administrator may assign a mentor to assist the faculty member covered by the IIP. 3. Where a continuing contract member’s performance is significantly weak and/or has not been improved despite the member being given an individual improvement plan, further corrective action may be taken, including but not limited to action under the progressive discipline process. 4. Nothing contained in this section restricts the College’s right to take corrective action based on unacceptable conduct. 5. The College will notify the MAHE President when a faculty member is given a performance rating of unsatisfactory.