Performance Discussions Sample Clauses

Performance Discussions. Upon United’s request delivered at any time and from time to time, Contractor’s chief executive officer (the “CEO”) and/or, at United’s option, if Contractor’s Performance Level for any Performance Metric for the most recent two (2) consecutive months is below the [***] Performance Level, and is also below the average performance level of United Express carriers operating regional aircraft with more than sixty-five (65) and fewer than seventy-seven (77) seats, Contractor’s independent lead director (or in the absence of a designated independent lead director, any independent director of Contractor selected by United) (the “Lead Director”) shall meet in person with United at its headquarters to discuss such operational performance as soon as reasonably practicable after United’s request, but in any event not more than thirty (30) days following such request; provided that if the CEO and/or the Lead Director, as applicable, do not meet in person with United upon United’s request as provided above, then Contractor’s margin shall be reduced by [***] per Covered Aircraft for each month (or pro-rated portion thereof, as the case may be) that occurs following United’s request until either the CEO and/or the Lead Director, as applicable, meets in person with United or this Agreement is earlier terminated. For the avoidance of doubt, nothing in this Section 5.3 shall limit Contractor’s obligations hereunder and under any Ancillary Agreement to provide Contractor Services, including without limitation its obligations under Section 4.8, and Contractor is and shall remain solely responsible for the safe operation of its aircraft and the safe provision of Regional Airline Services, including all Scheduled Flights.
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Performance Discussions a. The employee and supervisor will discuss the employee's performance under the Performance Plan at appropriate times during the appraisal cycle. At a minimum, such discussions will occur at a mid-point review held during the period 30 days prior to, to 30 days after, the mid-point. At the request of the local UNION official, within 90 days before the end of the rating cycle, a meeting(s) may be scheduled with the bargaining unit to discuss the performance management system. Information critical of employee performance which may be significant enough to affect the employee's rating during that rating cycle will be called to the employee's attention and documented when the supervisor becomes aware of it. At the end of the rating cycle, the employee will be provided a copy of their performance appraisal rating. If the employee is dissatisfied with a rating, the employee may contest it as provided in the Negotiated Grievance Procedures Article and applicable law. Employees will understand that performance for that current rating cycle will not be carried over into another rating cycle b. If the supervisor, during a performance discussion, anticipates that the employee may receive a rating below fully successful if current performance continues, the supervisor will inform the employee what is needed to bring his or her performance to the fully successful level. The supervisor will provide the opportunity for assistance, which may include remedial or developmental training, necessary for the employee to improve their performance.
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Performance Discussions. (1) A mid-year discussion, a closeout of current appraisal period and an establishment of standards for the new appraisal period discussion must take place each appraisal period. (2) Performance discussions should occur throughout the performance appraisal period. Discussions may be initiated by the supervisor or employee and may be held one-on-one or in a work group. Employees are encouraged to seek feedback from their supervisor about their performance throughout the performance appraisal period. (3) Performance discussions between the supervisor and the employee shall be aimed at improving the work process or product and developing the employee. As appropriate, the discussion shall provide the opportunity to assess accomplishments and resolve problems.
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Performance Discussions. The Seller shall, upon ten (10) Business Days' prior written notice from the Buyer, the Administrative Agent and any Purchaser Agents that want to participate, permit such Persons at any time during regular business hours to visit the offices of the Seller to discuss any information or records delivered pursuant to paragraph (a) (Inspection of records) above and other matters relating to the Receivables originated by the Seller and their Related Security or the Seller's performance hereunder, under the Contracts and under the other Transaction Documents with any of the officers, directors, relevant employees or auditors of the Seller having knowledge of such matters.
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Performance Discussions. 1. For each appraisal period there will be a progress review (also called a “midyear review”), generally occurring in April of the appraisal year. 2. Frequent informal reviews and discussion of performance throughout the appraisal period may be requested by the employee or supervisor at any time. 3. Progress reviews shall be scheduled at least one week or more in advance of the review in order to allow the employee to provide advance input (self-assessment) at the option of the employee. 4. Progress reviews shall be conducted in a manner that protects the privacy of the employee. The employee may request that a Union representative be present at a progress review. 5. The purpose of any performance review and discussion between the supervisor and the employee is to: a. evaluate the employee against established critical elements and standards; b. improve work processes or products; c. discuss employee development including training opportunities which may include on the job training; d. assess accomplishments; and resolve problems.
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Performance Discussions. In the event a supervisor perceives a performance problem or concern with a Unit Member and which problem or concern would be placed in the Unit Member’s annual evaluation, the supervisor will discuss the nature of the problem or concern and the proposed suggestions to correct the problem with the Unit Member at the time such concern occurs. Unit Members serving an eight (8) month probationary period will be evaluated between the first day of the fifteenth week of probation and the last day of the twentieth week of proba- tion. The intent of this evaluation is to notify the Unit Member of how she/he is performing the duties of the position and what problem areas, if any, must be remediated before per- manent status is granted. The evaluation must be in writing in any format the Unit Member’s supervisor deems appropriate. This discussion should be viewed as a constructive process to provide timely attention and encourage correction and/or improvement of the employee’s performance. It is recognized, of course, that an open and ongoing dialogue between supervision and employees concern- ing job performance often leads to a greater awareness and understanding of mutual goals, concerns and expectations by both parties. To this end, the annual performance evaluation should reflect a summary of the employee’s performance including any previously noted con- cerns. This provision shall not be subject to Article VII, Problem Solving/Grievance Procedure, nor shall it increase or decrease the rights or obligations of the parties contained in any other provision of this Agreement.
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Performance Discussions. Participant will meet with Host Site and Client staff to review Participant’s performance and progress.
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Performance Discussions. Upon United’s request delivered at any time and from time to time, Contractor’s chief executive officer (the “CEO”) and/or, at United’s option, if Contractor’s Controllable Completion Factor for the most recent [***] months is below [***] Contractor’s independent lead director (or in the absence of a designated independent lead director, any independent director of Contractor selected by United) (the “Lead Director”) shall meet in person with United at its headquarters to discuss such operational performance as soon as reasonably practicable after United’s request, but in any event not more than [***] days following such request; provided that if the CEO and/or the Lead Director, as applicable, do not meet in person with United upon United’s request as provided above, then Contractor shall pay United, no later than the [***] Day following the end of a calendar month, [***] per Covered Aircraft for [***] (or pro-rated portion thereof, as the case may be) that occurs following United’s request until either the CEO and/or the Lead Director, as applicable, meets in person with United or this Agreement is earlier terminated. For the avoidance of doubt, nothing in this Section 5.3 shall limit Contractor’s obligations hereunder and under any Ancillary Agreement to provide Contractor Services, including without limitation its obligations under Section 4.8, and Contractor is and shall remain solely responsible for the safe operation of its aircraft and the safe provision of Regional Airline Services, including all Scheduled Flights.
Sample 1
Performance Discussions. In the event a supervisor perceives a performance problem or concern with a Unit Member and which problem or concern would be placed in the Unit Member’s annual evaluation, the supervisor will discuss the nature of the problem or concern and the proposed suggestions to correct the problem with the Unit Member at the time such concern occurs. This discussion should be viewed as a constructive process to provide timely attention and encourage correction and/or improvement of the employee’s performance. It is recognized, of course, that an open and ongoing dialogue between supervision and employees concern- ing job performance often leads to a greater awareness and understanding of mutual goals, concerns and expectations by both parties. To this end, the annual performance evaluation should reflect a summary of the employee’s performance including any previously noted con- cerns. This provision shall not be subject to Article VII, Problem Solving/Grievance Procedure, nor shall it increase or decrease the rights or obligations of the parties contained in any other provision of this Agreement.
Sample 1

Related to Performance Discussions

  • Performance while Dispute is Pending Notwithstanding the existence of a dispute, the Supplier must continue without delay to carry out all of its responsibilities under the Contract that are not affected by the dispute. If the Supplier fails to continue without delay to perform its responsibilities under the Contract, in the accomplishment of all undisputed work, the Supplier will bear any additional costs incurred by Sourcewell and/or its Participating Entities as a result of such failure to proceed.

  • Performance Targets Threshold, target and maximum performance levels for each performance measure of the performance period are contained in Appendix B.

  • 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 Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • Performance Reviews The Employee will be provided with a written performance appraisal at least once per year and said appraisal will be reviewed at which time all aspects of the assessment can be fully discussed.

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.

  • Performance Reports None Specified

  • Performance Meetings During a meeting on performance, the parties will: (a) discuss the causes of a Performance Factor; (b) discuss the impact of a Performance Factor on the local health system and the risk resulting from non-performance; and (c) determine the steps to be taken to remedy or mitigate the impact of the Performance Factor (the “Performance Improvement Process”).

  • PERFORMANCE OBJECTIVES 4.1 The Performance Plan (Annexure A) sets out- 4.1.1 the performance objectives and targets that must be met by the Employee; and 4.1.2 the time frames within which those performance objectives and targets must be met. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include key objectives; key performance indicators; target dates and weightings. 4.2.1 The key objectives describe the main tasks that need to be done. 4.2.2 The key performance indicators provide the details of the evidence that must be provided to show that a key objective has been achieved. 4.2.3 The target dates describe the timeframe in which the work must be achieved. 4.2.4 The weightings show the relative importance of the key objectives to each other. 4.3 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

  • Performance Levels (a) The Performance Levels which apply to the performance by the respective Parties of their obligations under this Agreement are set out in Part 1 of Schedule 5. A failure by either Party to achieve the relevant Performance Level will not constitute a breach of this Agreement and the only consequences of such failure as between the Parties shall be the consequences set out in this Clause 5.6. (b) If the Operator does not comply with the Operator Performance Level then the Access Holder must pay to QR Network the amount determined in accordance with Schedule 5 as part of the invoice issued by QR Network for Access Charges and other charges for the Billing Period immediately following QR Network becoming entitled to that amount. Where there is no next Billing Period, the Operator must pay such amount to QR Network within fourteen (14) days after receipt of a Tax Invoice from QR Network. (c) If QR Network does not comply with the QR Network Performance Level then QR Network will credit to the Access Holder the amount determined in accordance with Schedule 5 by way of a deduction from the invoice issued by QR Network for Access Charges and other charges for the Billing Period immediately following the Access Holder becoming entitled to that amount. Where there is no next Billing Period, QR Network must pay such amount to the Access Holder within fourteen (14) days after receipt of a Tax Invoice from the Access Holder. (d) The Parties must, if requested by either Party, meet to review the Performance Levels subject to such review not occurring within six (6) Months after the Commitment Date or any previous review of the Performance Levels. If either Party notifies the other that it considers that the Performance Levels are no longer appropriate, the Parties may agree on varied Performance Levels and any associated variations to the Agreement including the Base Access Charges and the Train Service Description. If the Parties are unable to agree to such variations, then the existing Performance Levels shall continue to apply unless varied by QR Network in accordance with the provisions of Clause 5.6(e). (e) In the event that the Access Holder and/or the Operator (i) does not comply in any material respect with the Train Service Description; and (ii) the Access Holder fails to demonstrate to the reasonable satisfaction of QR Network when requested to do so, that the Access Holder will consistently comply with the Train Service Description for the remainder of the Term then, following consultation with the Access Holder, QR Network will be entitled to: (iii) vary the Train Service Description to a level it reasonably expects to be achievable by the Access Holder for the remainder of the Term having regard to the extent of previous compliance with the Train Service Description (ignoring, for the purpose of assessing previous compliance, any non-compliance to the extent that the non-compliance was attributable to a Railway Operator (other than the Access Holder) or to QR Network); and (iv) vary the Agreement (including, without limitation, the Operator Performance Level and the Base Access Charges) to reflect the impact of the change in the Train Service Description. (f) The Access Holder shall be entitled to dispute any variation proposed by QR Network pursuant to Clause 5.6(e) and such dispute will be referred to an expert for resolution in accordance with Clause 17.3.

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