Performance Development Sample Clauses

Performance Development. A Performance Review, that includes agreed targets, will occur three (3) months from commencement and then annually on the basis of the duties and responsibilities outlined in this position description. This is an opportunity to review personal and the allocated work unit’s service performance, facilitated by the setting of objectives/goals and ongoing evaluation of performance and achievement. Objectives will be developed annually, documented, discussed and agreed with the immediate line manager, who will act as the assessor. The incumbent is expected to demonstrate and show evidence annually of on-going self and allocated work unit’s service development.

Performance Development. 7.1 At the beginning of each performance year your Manager will work with you on a personal performance and development plan to identify your goals and objectives for the year. 7.2 Your manager will review your performance and personal development with you every six months. This review will provide the opportunity for you to discuss any concerns or issues with your Manager and to receive personal feedback regarding your progress and work performance. 7.3 The Ministry encourages all employees to take personal responsibility for their work and performance and your performance review provides an opportunity for you to discuss progress in your work programme with your Manager. 7.4 It is important that you discuss your career objectives with your Manager so that, where possible, training and development may be provided. 7.5 The Ministry’s current remuneration system has a link to individual work performance and your remuneration will be reviewed annually on this basis and in accordance with the Ministry’s remuneration policy.

Performance Development. All new employees will undergo an orientation programme on their commencement of employment and will be remunerated for these days at the applicable rates of pay. The first part of orientation will be no less than three days, with additional orientation provided for each area and/or different levels of care provided at the facility. New employees will continue to be buddied until their first formal performance review. After orientation, employees will receive regular feedback on their performance throughout their first three months of employment with a formal performance review interview being undertaken at or about the time they have completed three months’ tenure. Performance and development reviews will be undertaken annually thereafter. A performance and development review interview will be through a joint meeting with the employee’s direct line manager. The review will focus on the requirements of the position, outputs and standards of performance and will provide a forum where both parties can discuss opportunities for the coming period. Nothing in this clause shall prevent the employer from reviewing the employee’s performance and development more frequently. Where the employer fails to provide feedback or fails to ensure the performance review is undertaken as set out above, the employee shall not be disadvantaged by such failure.

Performance Development. The Jacana Energy Performance and Development Plan (PDP) framework is designed to:

Performance Development. The State's Performance Development Program (hereinafter, "PDP") is designed to encourage MBU’s and their supervisors to meet, discuss, and set goals that are consistent with the operations and missions of the employer and to encourage increased communication between the MBU and their supervisor. The State and the Union agree to establish a committee to discuss the implementation of the PDP. The Committee will consist of up to three members appointed by the State and three members appointed by the Union. The Committee will begin to meet upon ratification of this Master Agreement and will meet at least once a month until implementation of the Program. The Committee will discuss issues of concern to the State and the Union and the process and procedures for implementation of the PDP. The State shall determine the start date for the PDP within the timeframe of this Master Agreement. Upon the implementation of the PDP, the Committee will meet quarterly to review the process. All MBU’s are required to participate in the PDP. MBU’s shall be permitted to respond to the PDP. The results of the PDP shall not be used by the State to initiate or support a disciplinary action, nor by an MBU in defense of a disciplinary action. Disputes of overall annual PDP evaluations, that are less than satisfactory (Improvement Needed or Not Meeting Objectives) shall be subject to the grievance and arbitration procedure.

Performance Development. The Ministry acknowledges its on-going commitment to supporting the professional development of all Ministry of Justice employees. 7.1 At the beginning of each performance year, each Manager will assist individual staff members to develop a personal performance and development plan that clearly details their performance goals and objectives for the coming year. The plan will identify development opportunities to support the staff member in achieving their objectives. 7.2 With this in mind, the Ministry and staff member recognise that the development of the plan is a shared responsibility. 7.3 The Manager will monitor the staff member's performance and provide regular feedback in accordance with the Ministry's policies, and the staff member may seek further feedback where appropriate. 7.4 The Manager will also where possible, provide the staff member with development opportunities in order to enable the staff member to realise his/her goals. The staff member also has responsibility for identifying development opportunities. 7.5 The Manager will meet formally with the staff member at least once every six months to review and discuss the staff member's performance and development over that period and provide the opportunity to re-assess the staff member's goals and objectives, if necessary. 7.6 The Ministry's current remuneration system has a link to individual work performance and the remuneration of staff members will be reviewed annually on this basis and in accordance with the remuneration policy.

Performance Development. Employees’ performance will be assessed annually by their immediate Supervisor at the anniversary of the employee’s appointment. The employee concerned will be asked to actively participate. All appraisals will, when completed, be signed by that employee, their Supervisor and forwarded to the relevant Manager before being placed on the employee’s personal file. Work performance will be based on the appropriate job description. As part of the performance review process, the employee’s immediate Supervisor will negotiate to conduct regular supervision sessions to monitor and manage performance issues.

Performance Development. 31.1 The Jacana Energy Performance and Development Plan (PDP) framework is designed to: (a) encourage high work performance aligned with strategic objectives; (b) ensure individuals within the organisation are all working in a manner consistent with Jacana Energy’s corporate values; and (c) recognise the organisation as a team performance, aligned with Jacana Energy’s strategic objectives.

Performance Development. 10.1. Performance development will be in accordance with Ausgrid's policies and procedures as amended from time to time. These policies are not incorporated into this Agreement. 10.2. The performance development process will include an annual performance cycle based upon the Financial Year. 10.3. Following the conclusion of the annual performance cycle, employees will receive a Performance Rating of Exceeds Expectations, Meets Expectations or Does Not Meet Expectations. 10.4. The definitions of Exceeds Expectations, Meets Expectations and Does Not Meet Expectations are set out in accordance with Ausgrid’s policies as amended from time to time. These policies are not incorporated into this Agreement. 10.5. Performance Ratings will be subject to Calibration in accordance with Ausgrid’s policies as amended from time to time. These policies are not incorporated into this Agreement. The calibrated Performance Rating will be determined at the discretion of Ausgrid subject to subclauses 10.6 to 10.8. 10.6. An employee may request a review of their Performance Rating, following Calibration, with the employee’s two-up manager (i.e., the manager of the employee’s manager). The request for and review of the Performance Rating will be in accordance with Ausgrid’s policies and procedures set out in Clause 10.1 of this Appendix. There will be no further reviews of this outcome. 10.7. On an annual basis, Ausgrid will make available to all employees a summary report outlining Performance Rating outcomes for the most recent annual performance cycle. The summary report will include the percentage of employees in each Stream who have completed the most recent annual performance cycle and who have received a Performance Rating of Exceeds Expectations, Meets Expectations or Does Not Meet Expectations following Calibration. The summary report will not identify individual Performance Ratings. The report will also include the number of employees in each Stream who receive the Top of Band Recognition Incentive Payment for the most recent annual performance cycle. 10.8. On an annual basis, Ausgrid will separately provide to the Peak Consultative Committee (or a delegated subcommittee) a confidential report outlining Performance Rating outcomes for the most recent annual performance cycle. The report will include the number of employees in each Stream, Band and Level who have completed the most recent annual performance cycle and who have received a Performance Rating of Exceeds Exp...

Performance Development. This is clause 31 in the current Agreement. A substantive review of the current scheme resulted in the following improvements or changes: • Reference to ‘Met; Met Plus; and Exceed’ have been replaced by a “Meeting Expectations” rating. • To be eligible for a pay progression or a bonus payment an employee must achieve an overall score of 2.5 in their assessment against the PDP framework through a 1 to 3 numeric scoring system: o Not meeting expectations o Building Performance o Meeting Expectations. • To recognise the contribution of new employees, an employee who has participated in the PDP process for a minimum of three months and successfully completed the eligibility criteria set by Jacana Energy will be eligible for an administration bonus payment of $500. • To support employees to successfully meet the required standard to achieve pay progression through the PDP framework, the following have been added: o Where required, additional meetings should be held following the mid-term review to provide employees with the opportunity to be able to reach the agreed standard in the final stage of the cycle. o Grievance process to address situations where the employee does not agree with the proposed criteria or an assessment against the criteria in the PDP. • The Performance Development clause in the agreement has been enhanced to include a review mechanism. Jacana Energy agree to conduct a joint review of the Performance Development Plan (PDP) framework. The review will be completed by 1 June 2023 in time for the application of any agreed changes to be incorporated prior to the next annual assessment.