IMPROVEMENT PLAN PROCESS Clause Samples
The Improvement Plan Process clause outlines the procedures and requirements for addressing and remedying performance deficiencies or non-compliance by a party under the agreement. Typically, this clause specifies how an improvement plan is initiated, the steps for developing and implementing the plan, and the timelines for achieving specified improvements. For example, if a service provider fails to meet agreed-upon standards, the clause may require them to submit a corrective action plan and report on progress. Its core function is to provide a structured mechanism for resolving issues before more severe remedies, such as termination, are considered, thereby promoting accountability and continuous improvement.
IMPROVEMENT PLAN PROCESS. (continued)
3. Elements of a written improvement plan must include:
a) A statement of the required performance standards and each identified performance concern;
b) A statement of the actions the employee must take to meet expected performance for each identified performance concern;
c) The length of the improvement plan and the schedule of review meetings (at least monthly) between the supervisor and employee along with any other timelines related to specific concerns;
d) Identification of specific resources available to the employee to assist in meeting the improvement plan goals including, but not limited to, mentors, classes, feedback, modeling and employee assistance;
e) Identification of the next level supervisor; and
f) Signatures of the supervisor and employee indicating the plan has been discussed and reviewed along with the date of such discussion (but not necessarily indicating agreement).
4. If consensus is not reached on the written performance improvement plan, the employee may appeal components of and/or timelines related to the plan to the next level supervisor identified as part of the plan. If appealed, any timelines identified as part of the plan are held in abeyance until the completion of the appeal meeting.
a) Notice of the appeal must be sent in writing (including e-mail) within five (5) working days of the discussion meeting.
b) An appeal meeting shall be scheduled within ten (10) working days or as soon as administratively possible of receipt of the written appeal notice. The employee must be given written notice at least one (1) working day advance notice of the meeting in order to have time to contact a union representative. The notice shall inform the employee of their right to have a union representative present.
c) The appeal meeting shall be in the form of a “meet and confer” between the employee, the employee’s union representative (if desired by the employee), the employee’s supervisor, the next level supervisor, and a Human Resources representative.
d) Within ten (10) working days following the “meet and confer” the next level supervisor shall review the plan and make any appropriate adjustments. A final version of the written performance improvement plan shall be given to the employee. At a minimum the final plan should include appropriate adjustments to timelines in the original plan to reflect the appeal process.
5. At the end of the improvement plan, the supervisor shall formally evaluate the employee’s performance and...
IMPROVEMENT PLAN PROCESS. 17 a. When the Summative Evaluation Report identifies elements of the CSTP 1-6 or the District Standard (#7) needing improvement, an Improvement Plan containing specific 18 suggestions for improvement shall be developed by the Evaluator for each area of
IMPROVEMENT PLAN PROCESS. The Federation and District jointly affirm that individual improvement plans are an appropriate method through which to identify job-related performance areas of concern for educational assistants and a way to provide help for area(s) in which an educational assistant needs improvement. Educational assistants who are identified as needing assistance will be notified by their principal/program administrator that they are being considered for placement on an improvement plan. This notification will provide the principal/program administrator and educational assistant an informal opportunity to discuss performance issues so corrections may be made on an informal basis. If, at a date no earlier than six weeks after notification, an improvement plan is necessary, the educational assistant and principal/program administrator will meet to discuss and develop the components of the plan. The educational assistant has the right to Union representation at this meeting if he/she so chooses.
1. When a supervisor identifies job-related performance areas of concern, he/she shall complete a formal performance evaluation of the employee. A meeting shall be scheduled with the employee and his/her union representative (if desired by the employee) and a Human Resources representative, at which time the performance evaluation shall be discussed. The employee must be given written notice of the meeting at least one (1) working day advance notice of the meeting in order to have time to contact a union representative. The notice shall inform the employee of their right to have a union representative present.
2. The supervisor, employee, union representative (if desired by the employee) and Human Resources representative shall jointly develop a written performance improvement plan that addresses the identified areas of concern with the understanding that the supervisor may implement a plan if no consensus can be reached.
IMPROVEMENT PLAN PROCESS. (continued) ON TRACK An employee is considered to be “on track” if they are making adequate progress, as determined by the District, toward meeting the goals of the performance improvement plan. It does not mean that an employee has to have met all of those goals. Ten-month employees will not be placed on an improvement plan after April 15. This does not apply to 12-month employees. An educational assistant must be “on track” with his/her improvement plan as of June 1 or risk losing a step advancement. The principal/program administrator must also be “on track” in providing support and monitoring the improvement plan. “On track” means following the actions and adhering to the timelines outlined in the improvement plan. An educational assistant who is not on track by the end of the school year will not receive step advancement. If the principal/program administrator is not on track, a step increment cannot be withheld. If an educational assistant is on track by the end of the school year or by October 15 of the next school year, he/she will receive the step increase retroactively to July 1 of that contract year. If the educational assistant continues to note on track after October 15, the step increase would be implemented proactively from the date the EA is on track. Placement on an improvement plan is not grievable; however, an educational assistant may appeal the components or timelines of an improvement plan to the next level supervisor. Throughout the duration of the improvement plan, the supervisor shall meet with the employee on a regular basis as outlined in the plan itself. The goal of these interim meetings is to identify the progress made by the employee and to identify any additional resources that may be available. A supervisor is considered to be “on track” if they have held regularly scheduled meetings with the employee to assess progress towards meeting the expectations of the employee’s performance improvement plan and if they have offered the necessary support to the employee (i.e., access to training, mentors, etc.) to assist the employee in meeting the performance expectations. OTHER PROVISIONS Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action or failure to reinstate a step increase.
IMPROVEMENT PLAN PROCESS. 3.1 Where the Authority invokes the Improvement Plan Process in accordance with Paragraph 1.1.2 of this Schedule 4, the Authority shall notify the Supplier in writing that it requires an Improvement Plan.
3.2 The Supplier shall serve a draft Improvement Plan within five (5) Working Days (or any other period agreed by the Parties) even if the Supplier disputes that it is responsible for the matters complained of.
3.3 If the Authority considers that the draft Improvement Plan is insufficiently detailed to be properly evaluated, or will take too long to complete or will not remedy the matters complained of then it may agree a further time period for the development and agreement of the Improvement Plan or escalate any issues with the draft Improvement Plan.
3.4 Following agreement of an Improvement Plan, if the Supplier fails to perform its obligations under the Improvement Plan, the Authority may either give the Supplier a further opportunity to do so or elect by notice in writing to the Supplier to deal with the issue through the Rectification Plan Process.
IMPROVEMENT PLAN PROCESS. In the event that: