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
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. 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:
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. 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.
Performance Improvement Plan. When a department manager has identified the need to address performance improvement with an employee in order to meet operational expectations the department manager will meet with the employee for the purpose of reviewing the duties, responsibilities and requirements of the employee’s job and to identify specific areas of performance in which improvement is required.
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. 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.
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:
Performance Improvement Plan a. A performance improvement plan will be jointly developed by the unit member and evaluator. The plan may occur at the unit member’s request or may be required based upon observations made by the evaluator.
