Common use of Performance Based Transfers Clause in Contracts

Performance Based Transfers. A transfer based upon inadequate performance shall only occur if the Department has documented a repetitive performance deficiency and informed the employee, and the employee has had a reasonable opportunity to address the performance deficiency, normally no less than thirty (30) and no more than ninety (90) days. The performance deficiency to be corrected must be based on objective criteria that are evenly applied across similar units of assignment (for purposes of this provision similar units of assignment in patrol will be citywide across the watch). The performance deficiency identified as needing correction cannot be simply general statements. The employee shall be given a written explanation of 1) the concerns, which shall include sufficient facts or examples of the employee’s failures to meet the objective criteria in order to assist the employee to understand the issue(s); and 2) specific actions the employee can take to satisfactorily address the employer’s concerns. Prior to the written explanation document being given to the employee, it shall be reviewed and approved by the employee’s Bureau Commander and the Department’s Human Resource Director (or designee). When making the transfer, the Department will give good faith consideration to the employee’s preference for a newassignment.

Performance Based Transfers. A transfer based upon inadequate performance shall only occur if the Department has documented a repetitive performance deficiency and informed the employee, and the employee has had a reasonable opportunity to address the performance deficiency, normally no less than thirty (30) and no more than ninety (90) days. The performance deficiency to be corrected must be based on objective criteria that are evenly applied across similar units of assignment (for purposes of this provision similar units of assignment in patrol will be citywide across the watch). The performance deficiency identified as needing correction cannot be simply general statements. The employee shall be given a written explanation of 1) the concerns, which shall include sufficient facts or examples of the employee’s failures to meet the objective criteria in order to assist the employee to understand the issue(s); and 2) specific actions the employee can take to satisfactorily address the employer’s concerns. Prior to the written explanation document being given to the employee, it shall be reviewed and approved by the employee’s Bureau Commander and the Department’s Human Resource Director (or designee). When making the transfer, the Department will give good faith consideration to the employee’s preference for a newassignmentnew assignment.