Performance Counseling Sample Clauses

Performance Counseling. The State and the Union encourage periodic informal performance evaluation conferences between Unit 20 employees and their supervisor to discuss work performance, job satisfaction, and work-related problems. Such conferences should be held in a private setting or sufficiently removed from the hearing range of other employees.
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Performance Counseling. Performance counseling will be done, at a minimum, twice annually (beginning of rating period and midpoint). Performance counseling will address the employee’s performance. It will also provide an opportunity for the employee and supervisor to discuss Army values, focusing on the positive contributions of the employee.
Performance Counseling. If a Staff Employee’s job performance is unsatisfactory, a management critique shall specify the areas in need of improvement, and there will be an opportunity for that Staff Employee to improve his/her job performance.
Performance Counseling a counseling session between an appropriate supervisor and a subordinate concerning job performance.
Performance Counseling. The aforementioned list is illustrative, not exhaustive, and may be subject to change pursuant to applicable law, rule, and regulation.
Performance Counseling. Supervisors should frequently praise and encourage employees who are meeting established standards, and assist employees who are not. Supervisors should never wait until the formal performance appraisal (end of rating period) to tell employees that their performance is not acceptable; as soon as the supervisor recognizes unacceptable performance, the employee should be counseled. Such counseling will be documented.
Performance Counseling. The parties recognize that effective counseling enhances employee performance and promotes management efficiency. Employees who believe the counseling is conducted to retaliate or discriminate may grieve under the NGP. Upon request, the employee will be given a copy of the memorandum made documenting the counseling session.
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Performance Counseling. Performance issues, unless otherwise addressed in Section 11.4, will be administered through the performance counseling process set forth in the Employer’s Performance Counseling Policy and made part of this agreement. The Performance Counseling Policy is designed to address performance issues through five levels depending on the severity of the issue:

Related to Performance Counseling

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is a NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASPP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram, , the English Language Proficiency Assessments for California (“ELPAC”), and as appropriate to the student, and mandated by LEA pursuant to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

  • Performance Review Where a performance review of an employee’s performance is carried out, the employee shall be given sufficient opportunity after the interview to read and review the performance review. Provision shall be made on the performance review form for an employee to sign it. The form shall provide for the employee’s signature in two (2) places, one (1) indicating that the employee has read and accepts the performance review, and the other indicating that the employee disagrees with the performance review. The employee shall sign in only one (1) of the places provided. No employee may initiate a grievance regarding the contents of a performance review unless the signature indicates disagreement. An employee shall, upon request, receive a copy of this performance review at the time of signing. An employee’s performance review shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this Agreement. The employee may respond, in writing, to the performance review. Such response will be attached to the performance review.

  • Performance Management 17.1 The Contractor will appoint a suitable Account Manager to liaise with the Authority’s Strategic Contract Manager. Any/all changes to the terms and conditions of the Agreement will be agreed in writing between the Authority’s Strategic Contract Manager and the Contractor’s appointed representative.

  • Performance Metrics In the event Grantee fails to timely achieve the following performance metrics (the “Performance Metrics”), then in accordance with Section 8.4 below Grantee shall upon written demand by Triumph repay to Triumph all portions of Grant theretofore funded to and received by Grantee:

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