Performance and Development. 1.35.1 Employees are expected to actively and constructively participate in performance assessment, training and professional development activities as and when required by the University.
Performance and Development. Performance management
Performance and Development. 24.1. Employees must participate in the ACMA Performance and Development Framework and maintain a current performance and development plan which is developed with their manager. The Performance and Development Framework aims to improve the capabilities, performance and potential of employees and their ability to achieve the ACMA’s outcomes. The Performance and Development framework cycle runs from July to June each year.
Performance and Development. A. Xxxxxxx agrees to promptly submit any reports or documentation that RPOSD may request.
Performance and Development. Performance management 357. The Institute will continue to operate a Performance Feedback Scheme which will encompass employee development and training opportunities.
Performance and Development. Plan is the individual achievement process established for Jacana Energy;
Performance and Development. 1. The Grantee agrees to promptly submit any reports that RPOSD may request.
Performance and Development. 10.1 An organisation-wide approach to performance coaching and staff development is integral to achieving the TAC’s strategy and business plan.
Performance and Development. 16.1 The Parties agree that an effective performance and development process is critical to individual and organisational success.
Performance and Development. 6.1 NZQA will formally review employees’ performance on an annual cycle in accordance with the Professional Development Policy. Broadly, the performance and development cycle involves the following steps: • A performance and development plan will be developed by the employee and the manager for each performance year (based on the job description and NZQA competencies) • New employees will meet with their manager to develop and agree to a performance and development plan. This should occur within six weeks of employment beginning • Informal performance feedback should occur regularly throughout the performance year for coaching and achievement against the performance and development plan • A mid-year performance review will be conducted. This is a conversation between a manager and an employee on their achievement against the performance and development plan to date, and will include an indication as to whether an employee is on track to meeting the requirements of the plan • An end-of-year performance review will be conducted to assess an employee’s achievement of the plan, and the conversation recorded in the performance and development plan. This should be based on the principle of ‘no surprises’ • A provisional performance rating is communicated to the employee and taken to moderation • A moderation process is carried out to ensure consistency of performance decisions made by line managers. The purpose of moderation is to ensure managers have made fair, consistent and accurate decisions about their staff’s performance, and enhance good practice. Moderation can result in a provisional rating being changed • Final ratings are confirmed with the employee following the moderation process and used to inform remuneration outcomes • Employees can appeal their final overall performance rating and the employee will receive written notification of the outcome of the appeal process
