Individual Work Plans. Work plans are not disciplinary actions. The goal of a work plan is to provide a tool to enable a nurse to develop skills and/or improve performance. Work plans will outline job requirements, performance expectations, and objectives. The Medical Center will seek input from the nurse in the development of a plan, but the parties acknowledge that the Medical Center has the right to determine when to implement a plan and to decide on the terms set forth in the development of the work plan. If a plan is in place and there is a significant change in circumstances (e.g., significant change in workload or assignment), the nurse may request an adjustment to the plan to address the changed circumstances.
Individual Work Plans. Work plans are not disciplinary actions. The goal of 11 a work plan is to provide a tool to enable a nurse to develop skills and/or improve 12 performance. Work plans will outline job requirements, performance expectations, 13 and objectives. The Medical Center will seek input from a nurse in the development 14 of a plan, but the parties acknowledge that the Medical Center has the right to 15 determine when to implement a plan and to decide on the terms set forth in the 16 development or work plan. If a plan is in place and there is a significant change in 17 circumstances (e.g., significant change in workload or assignment), the nurse may 18 request an adjustment to the plan to address the changed circumstances.
Individual Work Plans. Work plans are not disciplinary actions. The goal of 10 a workplan is to provide a tool to enable a nurse to develop skills and/or improve 11 performance. Work plans will outline job requirements, performance expectations, and
Individual Work Plans. Work plans are not disciplinary actions. The goal of a work plan is to provide a tool to enable a nurse to develop skills and/or improve performance. Work plans will outline job requirements, performance expectations, and objectives. The Medical Center will seek input from a nurse in the development of a plan, but the parties acknowledge that the Medical Center has the right to determine when to implement a plan and to decide on the terms set forth in the development or work plan. If a plan is in place and there is a significant change in circumstances (e.g., Deleted: Subject to the reopener provision in Section 11.11 of this Agreement, n significant change in workload or assignment), the nurse may request an adjustment to the plan to address the changed circumstances.
Individual Work Plans. Work plans are an alternative to disciplinary 27 who needs additional guidance and support to develop skills and/or 28 improve performance. Work plans will outline job requirements, 29 performance expectations, objectives and a timeframe for completion.
Individual Work Plans. Work plans are not corrective actions. The goal of a 19 work plan is to provide a tool to enable a nurse to develop skills and/or improve 20 performance. Work plans will outline job requirements, performance 21 expectations, and objectives. The Providence Triage Center will seek input from 22 the nurse in the development of a plan, but the parties acknowledge that the 23 Triage Center has the right to determine when to implement a plan and to decide 24 on the terms set forth in the development of the work plan. If a plan is in place 25 and there is a significant change in circumstances, the nurse may request an 26 adjustment to the plan to address the changed circumstances.
Individual Work Plans. Work plans are not disciplinary actions. The goal of
Individual Work Plans. Work plans are not disciplinary actions. The goal of a 5 work plan is to provide a tool to enable a nurse to develop skills and/or improve 6 performance. Work plans will outline job requirements, performance expectations, and
Individual Work Plans. Any attempt at consistent delivery of the United Nations Country Programme will hinge upon whether United Nations Agency staff understands what their role is and how and by whom they will be held accountable. Given that all Outcome areas have various United Nations Agencies contributions, the accountability structure will involve a matrixed approach. This is essential for the United Nations Country Programme structure to work. Agency Representatives or Country Directors will assign workloads for each staff member to a particular task team. That staff member will then jointly agree with the respective Team Leader (s) and their respective Head of Agency on their individual workplan and the criteria for which their performance will be measured. Task Team members will continue to be evaluated by their supervisor in the agency that contracts the staff. The supervisor, however, will receive a written evaluation by the Task Team Leader and by their team peers and commits to reflecting the staff performance in the Task Team(s) in the performance evaluation.
