Performance Feedback. 1. OhioHealthy may, but shall not be obligated to, provide feedback for Practitioner's own use in assessing and enhancing performance with regard to quality of care, patient satisfaction and efficient practice. In doing so, OhioHealthy may perform surveys and analyze costs in comparison with regional and national peers and benchmarks. OhioHealthy may also from time to time inspect Practitioner’s office and procedures, and review a sample of Practitioner’s medical records for Beneficiaries and provide performance feedback on past treatment.
Performance Feedback. As a supplement to the 21 evaluation process and to assure more timely feedback to the nurse than an 22 annual evaluation can accomplish, the nurse’s manager shall make every effort 23 to communicate to the nurse all potential substandard performance issues that 24 are brought to his or her attention, including patient and staff complaints, in a 25 timely fashion. 26
Performance Feedback. The use of oral or written performance feedback (including Blue Cards) shall not be considered disciplinary action, and shall be used as a tool by supervisors to address performance problems or minor instances of misconduct, as well as accomplishments. The supervisor or manager should review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency should be identified along with specific improvement needed. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee. The employee may respond in writing within 30 days. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. When the performance evaluation is prepared for the employee, the entire contents of the supervisory file should be considered in determining the overall performance. Once the evaluation is completed and filed in the employee’s personnel file, all written performance feedback prepared during the evaluation period must be discarded.
Performance Feedback. As a supplement to the evaluation 6 process and to assure more timely feedback to the nurse than an annual 7 evaluation can accomplish, the nurse’s manager shall make every effort to 8 communicate to the nurse all potential substandard performance issues that are 9 brought to his or her their attention, including patient and staff complaints, in a 10 timely fashion.
Performance Feedback. As a supplement to the evaluation 33 process and to assure more timely feedback to the nurse than an annual 34 evaluation can accomplish, the nurse’s manager shall make every effort to 1 communicate to the nurse all potential substandard performance issues that are 2 brought to their attention, including patient and staff complaints, in a timely 3 fashion.
Performance Feedback. A. Supervisors will provide constructive feedback regarding performance on a regular basis during the rating period. If at any time during the rating period, a supervisor finds that an employee’s performance is below fully successful, the supervisor will provide assistance to improve performance. Subject to the availability of funds, training will be made available when it would assist in improving employee performance.
B. At a minimum, the supervisor will provide written and verbal performance feedback at both the middle and end of the appraisal period. Performance reviews will be documented in accordance with NARA policy.
C. During the performance reviews, an employee will be provided specific written feedback regarding their performance compared to the standards in the performance plan. At the mid-year performance review and upon request, the supervisor will explain to the employee how the employee’s performance would be rated as of that date.
D. At the annual performance review, the supervisor will provide the employee with a rating for each applicable critical element and a summary rating for the appraisal period.
1. Each critical element will be assigned points based on the rating for that critical element, as follows:
a. Outstanding = 5
b. Highly Successful = 4 c. Fully Successful = 3
Performance Feedback. A copy of any performance, conference, or evaluation report done by a supervisor will be given to the employee. The employee is entitled to a meeting to discuss this information at a meeting scheduled within five (5) days from receipt of the information. No performance, conference, or evaluation report will be sent to the Central Office files, placed in the individual’s personnel file, or otherwise acted on without a notification of a meeting with the individual affected. No employee will be requiredgton saiblank or incomplete evaluation form.
Performance Feedback. A. Managers and supervisors will provide constructive feedback regarding performance on a regular basis during the rating period. If at any time during the rating period, a supervisor finds that an employee’s performance is below fully successful, the supervisor will provide assistance to improve performance. Subject to the availability of funds, training will be made available when it would assist in improving employee performance.
B. At a minimum the supervisor will provide written and verbal performance feedback at both the middle and end of the appraisal period. Performance reviews will be documented in accordance with NARA policy.
C. During the performance reviews, an employee will be provided specific written feedback regarding their performance compared to the standards in the performance plan. At the mid-year performance review and upon request the supervisor will explain to the employee how her or his performance would be rated as of that date. At the annual performance review the supervisor will provide the employee with a rating for each applicable critical element and a summary rating for the appraisal period.
D. During performance reviews supervisors will provide individualized feedback based upon the employee’s input and the supervisor’s own observations. Employees are encouraged to provide their supervisor with a summary of their accomplishments prior to the mid-year and annual performance review.
E. The supervisor will make appropriate allowances for work-related factors that were beyond the control of the employee which may have made it more difficult, or impossible, to meet the written performance standards.
F. During mid-year and annual performance reviews, the supervisor will answer any questions the employee may have concerning what is necessary to improve performance. The employee may submit written comments regarding the review that will be retained by the supervisor. Employee comments are not approved for retention in Official Personnel Files (eOPF).
G. An employee’s signature on the performance appraisal acknowledges receipt and does not document agreement. The employee will not be required to sign the performance appraisal.
H. Performance reviews should be an open, honest, and two-way conversation between an employee and the supervisor. Normally the Union and Labor Relations are not entitled to be present at performance review discussions.
I. Employees may grieve their annual performance appraisals, including the factual basis for...
Performance Feedback. 12.1 The Contractor performance shall be measured against performance outcomes as outlined in Appendix 3.
12.2 Feedback will be provided during the course of the agreement year. Formal feedback on performance will be provided annually at a meeting with the Contractor at the end of the agreement year, along with a documented summary based on performance outcomes as outlined in Appendix 3. Formal discussions outside of this may be arranged as necessary, with minutes of any discussions taken. Informal feedback will be on-going throughout the period as part of the relationship between Xxxxxx and the Contractor.
12.3 The Contractor shall send an interim return to Xxxxxx outlining progress towards performance objectives by 30th April, with a final return sent by 31st October. A meeting to discuss performance will be held following this. The interim and final returns are also an opportunity for the Contractor to give feedback on all aspects of their partnership with Xxxxxx.
Performance Feedback. At least 60 calendar days prior to the date that an employee’s period of creditable service ends, the employee’s supervisor will review the employee’s performance and, if the supervisor determines that the employee’s performance is below fully successful and therefore does not meet an acceptable Within-Grade Increases NRC/NTEU Collective Bargaining Agreement
