Job Performance. (a) The Employer may meet with an Employee to discuss job performance deficiencies with the goal of resolving an observed performance deficiency, which may include the use of a Performance Improvement Plan.
(b) If the performance deficiency requires more than an informal coaching meeting, including the use of a Performance Improvement Plan, the Employer will notify the Employee in advance and advise of their right to Union representation.
(c) When addressing performance deficiencies, using a Performance Improvement Plan or otherwise, the Employer will clearly identify the performance deficiency and clearly communicate the required standard. The Employer will also provide reasonable supervision and instruction affording the Employee the opportunity to meet the required standard.
Job Performance. The Brotherhood agrees that the members covered by this Agreement shall individually and collectively perform their work in accordance with the safety, engineering and construction procedures and instructions as directed by the Company. The Company agrees that its supervisors shall direct work to be done in accordance with its safety rules and regulations.
Job Performance. (a) When an employee's job performance demonstrates the existence of a problem, the employee's supervisor in consultation with the appropriate Coordinator/Director, shall discuss the employee's performance in detail with the employee privately and/or in conjunction with a Union representative.
(b) If the employee's job performance continues to deteriorate, the employee's Coordinator/Director, shall discuss the employee's job performance in detail with the employee in conjunction with the Union representative.
(c) The BCGEU will provide a written notice to the employee, with a copy to the Union office, outlining the inadequacies.
(d) The supervisor and the employee will work together in an endeavour to raise the employee's performance to an acceptable level of competency and the employee will be apprised of their progress.
Job Performance. A. Pre-inspection of the bus – Driver daily completes the pre-check inspection as required by the District using the transportation check forms and turns them in after the a.m. bus runs.
B. Driving procedure of the bus driver including – Proper speed, turnarounds, consistent use of the seat belt, does not tailgate and does not use excessive warm up time, nor leaves the bus unattended while the engine is running/with passengers on board.
C. Student management - Ability of the driver to control students including: noise level, keeping students seated, quiet at the railroad crossing and the general behavior of students.
Job Performance. An employee who receives a formal written assessment of their job performance shall have the right to add comments which shall form part of the formal assessment. An employee has the right to request an annual formal assessment of their job performance. Such a request shall be made in writing to the employee’s manager who will provide the written assessment to the employee as soon as is reasonably possible but no later than two (2) months from the date the request was made.
Job Performance how well has he performed in his job(s)? (review by supervisors)
Job Performance. An Extension Lecturer’s less than satisfactory job performance may be just cause for discipline, up to and including dismissal, without necessarily involving any act of wrongful misconduct. Formal discipline based on job performance shall be preceded by a performance improvement plan or similar documented effort to help the Extension Lecturer improve performance.
Job Performance. Satis- Condi- Unsatis- Not factory tional factory Applicable A. Anticipating Work
Job Performance a. Teleworkers are expected to complete all assigned work according to procedures mutually agreed upon by the employee and the supervisor, and in accordance with the employee’s position description and performance plan.
b. Teleworkers must be available to their coworkers, supervisor, and customers in a similar manner as if they were at their official duty stations (for example, phone calls and emails).
c. Teleworking must not adversely affect the performance of the employee who is teleworking, his or her co-workers, or XXXX’s mission and functions.
d. Supervisors have the right to monitor teleworkers’ work performance while on telework and request updates on assignments. If at any time it is determined that an employee's participation in the telework program is having an adverse impact on the organization’s productivity or performance, the supervisor will terminate or modify the employee's participation immediately.
Job Performance. Pursuant to Section 1250 of the Revised School Code, the Superintendent's job performance and job accomplishments shall be a significant factor in determining compensation and additional compensation. Annual performance-based pay of up to a maximum of Fifty Dollars ($50.00) per contract year (July 1-June 30) may be earned during each year of this Contract and paid in the last paycheck in June of the contract year in which it was earned.
