Performance Improvement Plan timely and accurate completion of key actions due within the reporting period 100 percent The Supplier will design and develop an improvement plan and agree milestones and deliverables with the Authority
3.2 The Authority may from time to time make changes to the KPIs measured as set out in paragraph 3.1 above and shall issue a replacement version to the Supplier. The Authority shall give notice In Writing of any such change to the KPIs measured and shall specify the date from which the replacement KPIs must be used for future reports. Such date shall be at least thirty (30) calendar days following the date of the notice to the Supplier.
Performance Improvement Plan. The Performance Improvement Plan is based on the understanding that an employee, given clear direction and support, should be able to improve his or her performance. When an employee is not working at a satisfactory level of performance, he/she will be given reasonable time and assistance to improve. This is a remedial process and at no point will be viewed as disciplinary, so long as the employee cooperates with the process.
Performance Improvement Plan. The Performance Improvement Plan is based on the understanding that an employee, given clear direction and support, should be able to improve his or her performance. When an employee is not working at a satisfactory level of performance he/she will be given reasonable time and assistance to improve. This is a remedial process and at no point will be viewed as disciplinary. An employee may be placed on a Performance Improvement Plan only after an initial meeting has taken place in which the manager and the employee have reviewed the duties, responsibilities and requirements of the employee’s job and identified areas in which improvements are required. Where it is identified that the employee still has an unsatisfactory level of performance and needs improvement, the employee’s manager will notify the employee in writing that the formal Performance Improvement Process will begin in five (5) business days. This written notification will be at least one (1) month, but not more than three (3) months after the initial meeting described in the above paragraph. The employee will have the right to be represented by the Union during any review meeting throughout the formal process. The steps of the formal Performance Improvement Process are described below: At the first meeting in the formal Performance Improvement Plan process, the manager will again review with the employee and provide in writing the duties, responsibilities and requirements of the employee’s job, and identified areas where improvements are required. The manager and the employee will discuss and establish the actions needed and develop an action plan. The action plan will identify the desired outcomes and the process required to achieve them. A written plan will be provided to the employee. The manager will keep documentation in the employee’s file regarding any discussions concerning the employee’s performance while the employee is involved in a Performance Improvement Plan. The process will include a monthly review for a period of up to six (6) months, during which the employee and the manager will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. If at any point, the employee is meeting the objectives of the action plan and requirements of the job on a continuing and consistent basis, this will be stated in writing and jointly signed off, thereby ending the Performance Improvement Plan. If by the end of six (6) months following the s...
Performance Improvement Plan. 1. When the evaluator or immediate supervisor determines that improvement is required, the evaluator shall meet with the unit member and outline the following in writing:
a. specific suggestions for improvement
b. specific performance area(s) where improvement is needed
c. additional resources that will be utilized to assist with improvement
d. the evaluator’s role in assisting the employee e. techniques for measurement of improvement
Performance Improvement Plan. (Step 2)
1) In the event the issues identified in the action plan persist beyond the agreed upon time table, or if the issues are of a more serious nature, a Performance Improvement Plan will be developed by the supervisor and the employee. If requested, the Xxxxxxx or Union Representative may offer suggestions to be included in the Performance Improvement Plan. The Performance Improvement Plan will be maintained in the employee's Personnel file along with the previous Action Plan, if any. Performance Improvement Plans over eighteen (18) months old shall not be used as evidence in further progressive steps.
2) Although Action Plans and Performance Improvement Plans are considered to be a more professional and less formal means of addressing performance issues, it is understood that both parties agree that the steps taken herein satisfy the progressive disciplinary steps of more formal programs.
Performance Improvement Plan. After receiving the Recipient’s Performance Improvement Plan in accordance with Clause 15(b), DFAT will within 30 days review the Performance Improvement Plan and give the Recipient notice that: DFAT approves the Performance Improvement Plan; or DFAT does not approve the Performance Improvement Plan. If DFAT rejects the Performance Improvement Plan, the Recipient must amend and resubmit its proposed Performance Improvement Plan (again within the timeframe determined in accordance with Clause 15(b)), to take account of any concerns that DFAT may have with it, including in relation to matters such as the steps proposed to be taken by the Recipient, and the timeframe in which any steps are proposed to occur. If a Performance Improvement Plan is rejected and resubmitted, the process described in Clauses 15(c) and (d) will apply to the resubmitted Performance Improvement Plan. Once a Performance Improvement Plan is approved by DFAT, the Recipient must complete all of the steps and activities in the approved Performance Improvement Plan within the timeframes specified in the approved Performance Improvement Plan. If the Recipient: does not submit a Performance Improvement Plan that DFAT is prepared to approve; or does not comply with the requirements of any approved Performance Improvement Plan, then DFAT may immediately suspend payment in accordance with Clause 7.2(a)(ii) (Suspension) or terminate this Agreement in accordance with Clause 34.2 (Termination for default). The exercise of DFAT's rights under this Clause 15, including the approval of a Performance Improvement Plan, will: not operate as a waiver of the obligations (or any breach thereof) that the Recipient may have under this Agreement; and not limit DFAT's rights or remedies it may have against the Recipient in connection with the Performance Issue (for example, to claim damages for breach or terminate this Agreement).
Performance Improvement Plan. Developer shall analyze data supplied by the Connecting Transmission Owners concerning a failure of a Scriba Substation component identified in Section 5 of Appendix C and any personnel error leading to the failure of any such component, and shall notify the Connecting Transmission Owners if a performance improvement plan is required in accordance with the NRC Maintenance Rule. The Developer and the Connecting Transmission Owners will cooperate to develop and implement any such performance plan, the cost of which shall be borne by Developer.
Performance Improvement Plan. If matters arise which may later form the basis for an unsatisfactory rating on a performance evaluation, such matters will be made the subject of a written performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when an employee requires the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared and given to the employee within ten business days after the supervisor/administrator becomes aware of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows:
A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed by the district.
B. The PIP will identify particular areas of concern and specific recommendations for improvement. The PIP will so reference effective and ineffective behaviors.
C. A copy of the PIP will be given to the employee, reviewed with the employee in a private meeting, and placed in the employee’s personnel file.
D. The employee will sign and date the PIP; however, the employee’s signature will not necessarily indicate acceptance or rejection.
E. The employee may submit a written response to the PIP within ten (10) business day after its receipt. The response will also be made part of the personnel file.
F. The PIP will include a defined, reasonable length of time to correct performance deficiencies and the consequences for failing to achieve effective performance. The supervisor/administrator will meet with the employee no later than the end of this time period and document the employee’s success/failure to comply with the specific recommendations in writing. The employee will be responsible for completing the PIP.
G. The employee may submit a written response to the success/failure documentation within ten (10) business days after receipt. This response will also be made part of the personnel file.
Performance Improvement Plan. The primary purpose of the Performance Improvement Plan (PIP) is to improve performance. If any item on the evaluation is less than competent, the evaluator shall provide the bargaining unit member with a PIP. The PIP shall be attached to the evaluation and submitted to Human Resources.
8.6.1 A follow up meeting shall be scheduled no sooner than thirty (30) calendar days and no later than ninety (90) calendar days after the bargaining unit member has been provided the PIP, to assess the progress of the items identified in the PIP.
8.6.1.1 The evaluator shall provide the bargaining unit member with a written assessment on issues identified in the PIP.
8.6.1.2 The bargaining unit member must receive and be able to review the written assessment and secure CSEA representation at least twenty-four
Performance Improvement Plan. 1. Upon a failed promotional evaluation an Employee may be placed in a Performance Evaluation Plan (PIP) which may be considered a requirement for continued employment.
a. All PIPs shall be individually designed by the Employee’s supervisor to meet the needs of the Employee, identifying performance deficits and creating a reasonable plan to address them.
b. At the conclusion of a PIP, the outcome will be presented as a report to the department or hiring unit as well as the Employee and placed in the Employee’s personnel file.
c. The Employee shall have the right to add a written response to the PIP report that will be kept with it in the Employee’s personnel file.
2. All PIPs should be structured so that a second evaluation is in conformity with Article XVII.C.2 above.
