Common use of Improving Performance Clause in Contracts

Improving Performance. A. Improving the deficient performance of employees is in the best interests of the individual employee and promotes the efficiency and effectiveness of the Agency. The objective of the improvement process is to eliminate deficiencies in an employee’s performance. This process is intended to be corrective in nature, not punitive. B. This process is not intended to address misconduct or remediation matters (e.g., habitual tardiness). Such matters should be dealt with under Article 45: Disciplinary Actions and/or Article 46: Adverse Actions. C. Deficiencies in performance should be recognized and their causes determined as soon as they become evident. Most deficiencies should be corrected through normal interactions between the employee and supervisor. Such interactions should take place prior to the issuance of an EPP. An EPP is intended for those situations where deficiencies continue and should be issued at the earliest opportunity. An Unacceptable proficiency rating may not be given to an employee prior to the employee having completed the EPP. A review during the sixth or seventh month of the performance cycle, and the final review period, are not and should not be the only opportunities for the Agency to issue XXXx. D. At the time the EPP is provided to the employee, it shall be discussed with the employee. Prior to the onset of the meeting for discussion of the EPP, the employee will be advised that a request for Union representation at the meeting will be honored. As part of the EPP discussion process, the employee will be afforded the opportunity to make verbal or written comments. The employee and supervisor will sign and date the EPP, indicating only that the employee has received a copy. E. The EPP provided for above will contain: (1) Identification of the Competency Area(s) in which the employee is deficient; (2) An explanation and/or examples of the specific duties which are not being performed adequately; (3) Advice as to what the employee must do to bring performance to a Successful level; (4) A statement that the employee will be given a minimum of sixty (60) days to demonstrate improvement in performance; (5) A description of the type(s) of assistance the Agency will make available (e.g., formal and/or on-the-job training, increased supervision, etc); (6) A warning of the possible consequences of unimproved performance, and if applicable, advice that the employee's within-grade increase will be withheld; (7) A statement that employee requests will be honored for union representation at meetings where XXXx are issued; and (8) Information about the availability and means of contacting the Employee Assistance Program (EAP). Note: Such notice is not intended to imply that the Agency has determined that the employee is in need of EAP services, nor that the employee's participation is mandatory. F. An EPP may be issued at any time throughout the proficiency review cycle. If an EPP is issued less than sixty (60) days prior to the end of the proficiency review period, the assignment of the annual proficiency rating will be deferred until the employee has had a minimum of sixty (60) days in which to demonstrate improved performance. G. An employee will be given, at a minimum, sixty (60) days to demonstrate improvement in performance under the EPP. The supervisor will keep the employee informed of his/her progress by means of counseling as appropriate. At the end of the EPP period, the employee's performance will be reviewed by the supervisor. If the Agency determines that the employee's performance has improved to a Successful level, then the EPP will be removed from the Employee Performance Folder (EPF) when a progress review is given, or at the end of the review period, whichever occurs first. If the employee does not improve to the Successful level, the Agency will exercise its options to extend the EPP, reassign the employee, or initiate reduction in grade or removal action, as deemed appropriate. H. One supervisor will issue and monitor the EPP. This supervisor should have direct knowledge of the employee’s deficiencies. However, in the case of rotating employees and/or supervisors, the supervisor issuing the EPP may, subsequent to I. In no instance will an employee's performance be rated Unacceptable without the employee having been issued an EPP. J. The requirements of this Section do not apply to employees serving probationary or trial periods.

Improving Performance. A. Improving the deficient performance of employees is in the best interests of the individual employee and promotes the efficiency and effectiveness of the Agency. The objective of the improvement process is to eliminate deficiencies in an employee’s performance. This process is intended to be corrective in nature, not punitive. B. This process is not intended to address misconduct or remediation matters (e.g., habitual tardiness). Such matters should be dealt with under Article 45: Disciplinary Actions and/or Article 46: Adverse Actions. C. Deficiencies in performance should be recognized and their causes determined as soon as they become evident. Most deficiencies should be corrected through normal interactions between the employee and supervisor. Such interactions should take place prior to the issuance of an EPP. An EPP is intended for those situations where deficiencies continue and should be issued at the earliest opportunity. An Unacceptable proficiency rating may not be given to an employee prior to the employee having completed the EPP. A review during the sixth or seventh month of the performance cycle, and the final review period, are not and should not be the only opportunities for the Agency to issue XXXx.interactions D. At the time the EPP is provided to the employee, it shall be discussed with the employee. Prior to the onset of the meeting for discussion of the EPP, the employee will be advised that a request for Union representation at the meeting will be honored. As part of the EPP discussion process, the employee will be afforded the opportunity to make verbal or written comments. The employee and supervisor will sign and date the EPP, indicating only that the employee has received a copy. E. The EPP provided for above will contain: (1) Identification of the Competency Area(s) in which the employee is deficient; (2) An explanation and/or examples of the specific duties which are not being performed adequately; (3) Advice as to what the employee must do to bring performance to a Successful level; (4) A statement that the employee will be given a minimum of sixty (60) days to demonstrate improvement in performance; (5) A description of the type(s) of assistance the Agency will make available (e.g., formal and/or on-the-job training, increased supervision, etc); (6) A warning of the possible consequences of unimproved performance, and if applicable, advice that the employee's within-grade increase will be withheld; (7) A statement that employee requests will be honored for union representation at meetings where XXXx are issued; and (8) Information about the availability and means of contacting the Employee Assistance Program (EAP). Note: Such notice is not intended to imply that the Agency has determined that the employee is in need of EAP services, nor that the employee's participation is mandatory. F. An EPP may be issued at any time throughout the proficiency review cycle. If an EPP is issued less than sixty (60) days prior to the end of the proficiency review period, the assignment of the annual proficiency rating will be deferred until the employee has had a minimum of sixty (60) days in which to demonstrate improved performance. G. An employee will be given, at a minimum, sixty (60) days to demonstrate improvement in performance under the EPP. The supervisor will keep the employee informed of his/her progress by means of counseling as appropriate. At the end of the EPP period, the employee's performance will be reviewed by the supervisor. If the Agency determines that the employee's performance has improved to a Successful level, then the EPP will be removed from the Employee Performance Folder (EPF) when a progress review is given, or at the end of the review period, whichever occurs first. If the employee does not improve to the Successful level, the Agency will exercise its options to extend the EPP, reassign the employee, or initiate reduction in grade or removal action, as deemed appropriate. H. One supervisor will issue and monitor the EPP. This supervisor should have direct knowledge of the employee’s deficiencies. However, in the case of rotating employees and/or supervisors, the supervisor issuing the EPP may, subsequent toto issuing the EPP, consult with, and be provided with input from, other supervisors who will directly supervise the employee’s work during the EPP period. I. In no instance will an employee's performance be rated Unacceptable without the employee having been issued an EPP. J. The requirements of this Section do not apply to employees serving probationary or trial periods.

Improving Performance. A. Improving the deficient performance of employees is in the best interests of the individual employee and promotes the efficiency and effectiveness of the Agency. The objective of the improvement process is to eliminate deficiencies in an employee’s performance. This process is intended to be corrective in nature, not punitive. B. This process is not intended to address misconduct or remediation matters (e.g., habitual tardiness). Such matters should be dealt with under Article 45: Disciplinary Actions and/or Article 46: Adverse Actions. C. Deficiencies in performance should be recognized and their causes determined as soon as they become evident. Most deficiencies should be corrected through normal interactions between the employee and supervisor. Such interactions should take place prior to the issuance of an EPP. An EPP is intended for those situations where deficiencies continue and should be issued at the earliest opportunity. An Unacceptable proficiency rating may not be given to an employee prior to the employee having completed the EPP. A review during the sixth or seventh month of the performance cycle, and the final review period, are not and should not be the only opportunities for the Agency to issue XXXx.interactions D. At the time the EPP is provided to the employee, it shall be discussed with the employee. Prior to the onset of the meeting for discussion of the EPP, the employee will be advised that a request for Union representation at the meeting will be honored. As part of the EPP discussion process, the employee will be afforded the opportunity to make verbal or written comments. The employee and supervisor will sign and date the EPP, indicating only that the employee has received a copy. E. The EPP provided for above will contain: (1) Identification of the Competency Area(s) in which the employee is deficient; (2) An explanation and/or examples of the specific duties which are not being performed adequately; (3) Advice as to what the employee must do to bring performance to a Successful level; (4) A statement that the employee will be given a minimum of sixty (60) days to demonstrate improvement in performance; (5) A description of the type(s) of assistance the Agency will make available (e.g., formal and/or on-the-job training, increased supervision, etc); (6) A warning of the possible consequences of unimproved performance, and if applicable, advice that the employee's within-grade increase will be withheld; (7) A statement that employee requests will be honored for union representation at meetings where XXXx are issued; andand NTEU CHAPTER 173 xxx.xxxx000.xxx (8) Information about the availability and means of contacting the Employee Assistance Program (EAP). Note: Such notice is not intended to imply that the Agency has determined that the employee is in need of EAP services, nor that the employee's participation is mandatory. F. An EPP may be issued at any time throughout the proficiency review cycle. If an EPP is issued less than sixty (60) days prior to the end of the proficiency review period, the assignment of the annual proficiency rating will be deferred until the employee has had a minimum of sixty (60) days in which to demonstrate improved performance. G. An employee will be given, at a minimum, sixty (60) days to demonstrate improvement in performance under the EPP. The supervisor will keep the employee informed of his/her progress by means of counseling as appropriate. At the end of the EPP period, the employee's performance will be reviewed by the supervisor. If the Agency determines that the employee's performance has improved to a Successful level, then the EPP will be removed from the Employee Performance Folder (EPF) when a progress review is given, or at the end of the review period, whichever occurs first. If the employee does not improve to the Successful level, the Agency will exercise its options to extend the EPP, reassign the employee, or initiate reduction in grade or removal action, as deemed appropriate. H. One supervisor will issue and monitor the EPP. This supervisor should have direct knowledge of the employee’s deficiencies. However, in the case of rotating employees and/or supervisors, the supervisor issuing the EPP may, subsequent toto issuing the EPP, consult with, and be provided with input from, other supervisors who will directly supervise the employee’s work during the EPP period. I. In no instance will an employee's performance be rated Unacceptable without the employee having been issued an EPP. J. The requirements of this Section do not apply to employees serving probationary or trial periods.

Improving Performance. A. Improving the deficient performance of employees is in the best interests of the individual employee and promotes the efficiency and effectiveness of the Agency. The objective of the improvement process is to eliminate deficiencies in an employee’s performance. This process is intended to be corrective in nature, not punitive. B. This process is not intended to address misconduct or remediation matters (e.g., habitual tardiness). Such matters should be dealt with under Article 45: Disciplinary Actions and/or Article 46: Adverse Actions. C. Deficiencies in performance should be recognized and their causes determined as soon as they become evident. Most deficiencies should be corrected through normal interactions between the employee and supervisor. Such interactions should take place prior to the issuance of an EPP. An EPP is intended for those situations where deficiencies continue and should be issued at the earliest opportunity. An Unacceptable proficiency rating may not be given to an employee prior to the employee having completed the EPP. A review during the sixth or seventh month of the performance cycle, and the final review period, are not and should not be the only opportunities for the Agency to issue XXXx. D. At the time the EPP is provided to the employee, it shall be discussed with the employee. Prior to the onset of the meeting for discussion of the EPP, the employee will be advised that a request for Union representation at the meeting will be honored. As part of the EPP discussion process, the employee will be afforded the opportunity to make verbal or written comments. The employee and supervisor will sign and date the EPP, indicating only that the employee has received a copy. E. The EPP provided for above will contain: (1) Identification of the Competency Area(s) in which the employee is deficient; (2) An explanation and/or examples of the specific duties which are not being performed adequately; (3) Advice as to what the employee must do to bring performance to a Successful level; (4) A statement that the employee will be given a minimum of sixty (60) days to demonstrate improvement in performance; (5) A description of the type(s) of assistance the Agency will make available (e.g., formal and/or on-the-job training, increased supervision, etc); (6) A warning of the possible consequences of unimproved performance, and if applicable, advice that the employee's within-grade increase will be withheld; (7) A statement that employee requests will be honored for union representation at meetings where XXXx EPPs are issued; and (8) Information about the availability and means of contacting the Employee Assistance Program (EAP). Note: Such notice is not intended to imply that the Agency has determined that the employee is in need of EAP services, nor that the employee's participation is mandatory. F. An EPP may be issued at any time throughout the proficiency review cycle. If an EPP is issued less than sixty (60) days prior to the end of the proficiency review period, the assignment of the annual proficiency rating will be deferred until the employee has had a minimum of sixty (60) days in which to demonstrate improved performance. G. An employee will be given, at a minimum, sixty (60) days to demonstrate improvement in performance under the EPP. The supervisor will keep the employee informed of his/her progress by means of counseling as appropriate. At the end of the EPP period, the employee's performance will be reviewed by the supervisor. If the Agency determines that the employee's performance has improved to a Successful level, then the EPP will be removed from the Employee Performance Folder (EPF) when a progress review is given, or at the end of the review period, whichever occurs first. If the employee does not improve to the Successful level, the Agency will exercise its options to extend the EPP, reassign the employee, or initiate reduction in grade or removal action, as deemed appropriate. H. One supervisor will issue and monitor the EPP. This supervisor should have direct knowledge of the employee’s deficiencies. However, in the case of rotating employees and/or supervisors, the supervisor issuing the EPP may, subsequent toto issuing the EPP, consult with, and be provided with input from, other supervisors who will directly supervise the employee’s work during the EPP period. I. In no instance will an employee's performance be rated Unacceptable without the employee having been issued an EPP. J. The requirements of this Section do not apply to employees serving probationary or trial periods.