Notice of Unsatisfactory Performance. (NUP) for actions not warranting immediate revocation. The Authorizer shall provide written notice to the School no more than 10 business days after determining that there is unsatisfactory performance related to the School’s organization, the School’s academic or financial performance appears unsatisfactory, or the Authorizer believes there to be a breach of this Contract not warranting immediate revocation.
Notice of Unsatisfactory Performance. If the Agency determines that a Student is not performing satisfactorily, the Agency shall notify and work with the School to develop a remedial plan to address deficiencies and identify actions necessary to improve Student performance, prior to taking any measures to terminate the Student’s participation in the Education Program at the Agency’s Facilities.
Notice of Unsatisfactory Performance. (NUP) for actions not warranting immediate revocation.
Notice of Unsatisfactory Performance. Should unsatisfactory performance become an issue, the employee will be given an opportunity to demonstrate acceptable performance. This opportunity to improve will be in writing in the form of a Performance Improvement Plan (PIP) and will be established at any time during the appraisal period when it is determined by the rating official that an employee is performing at the “Does Not Meet Fully Successful” level in any critical element(s). The opportunity to improve will outline the steps the employee should take to improve performance to an acceptable level and the length of time it is to be in effect, which will be a minimum time of not less than thirty (30) nor more than ninety (90) calendar days. Supervisors will assist employees on a PIP. Such assistance may include developmental assignments, structured employee assistance or counseling, formal training, on-the-job training and mentoring. A notice must be given to the employee that the employee must improve to the acceptable level by the conclusion of the opportunity period and must sustain that level of performance for at least one year from the start of the opportunity period. The Employer shall give the employee reasonable time, but not less than thirty (30) days warning, in writing, prior to proposing a reduction in grade or removal based on unsatisfactory performance. The written notice will identify the specific basis for the proposed action including any specific instance(s) of unacceptable performance and allow a reasonable time, not to exceed thirty (30) calendar days, for the employee to respond orally or in writing. The decision to retain, reduce in grade, or remove an employee shall be made within thirty (30) calendar days after the expiration date of the notice period. The employee will be given a written decision which specifies directly, or by reference, the instance(s) of unacceptable performance on which the decision is based and specifies the effective date, the action to be taken, and the employee’s right to appeal the decision. The employee may appeal to either the Merit Systems Protection Board in accordance with applicable law or file a grievance under the negotiated grievance procedure. In no case shall the decision to take action, solely for unsatisfactory performance, be based on matters not stated in the warning.
