Performance Assistance Plan. If the unit member is given a rating of “Unsatisfactory” in any section of the IDP, the evaluator shall initiate a “Performance Assistance Plan.” The unit member will have an opportunity to participate in the Performance Assistance Plan. The evaluator must include the following on the Performance Assistance Plan: ● a list of areas performed in an unsatisfactory manner below District standards; ● a description of improvement required and programs/people available to provide assistance; ● a time period for demonstrating improvement; and ● a description of methods used to measure improvement. The unit member is responsible for satisfactory performance. Completing improvement activities may not be sufficient to demonstrate satisfactory performance.
Performance Assistance Plan. Prior to the issuance of a Performance Improvement Plan, a supervisor works informally with an employee and provides a document that addresses performance-related issues.
Performance Assistance Plan. A. If at any time during the appraisal period a supervisor identifies that an employee has a significant performance problem, the supervisor meets with the employee and, if requested, a Union representative to advise the employee of the problem and develop a written assistance plan to improve the employee’s performance. This counseling session is documented in writing and a copy is provided to the employee.
B. The assistance plan affords the employee a reasonable opportunity of at least thirty (30) calendar days to resolve the identified performance-related problem. During this period the employee is deemed to be performing at a “commendable” level for the purposes of any performance-related personnel actions. This deemed “commendable” level does not constitute an assessment or rating of a successful level of performance.
C. The assistance plan is tailored to the specific needs of the employee and may include formal training, on-the-job training, counseling, assignment of a full performance level mentor, or other assistance as appropriate. The Parties agree that placing the employee on 100 percent review does not equate to appropriate assistance.
D. The purpose of the assistance is to help the employee improve rather than accumulate documentation as the basis for a future performance-related adverse action.
E. At any time during the assistance period the supervisor may conclude that assistance is no longer necessary. The supervisor notifies the employee of this determination in writing.
F. If, following the assistance period, the supervisor is unable to make an evaluation that the employee is successfully performing their job duties and responsibilities, the supervisor gives the employee a documented performance review communicating (1) this determination, (2) that the employee is placed on a formal Performance Improvement Plan (PIP), and (3) that personnel related actions (such as within grade increases or awards) are withheld while this level of performance continues. The employee is entitled to a Union representative at this performance review.
