Performance Improvement Plan (PIP). If an employee is having documented performance issues, a meeting may be held between the Department or Division, the employee, and if the employee desires, a Union Representative. The function of this meeting is to discuss and agree upon the parameters of a PIP designed to help the employee meet identified work performance standards. A copy of the executed, signed and/or acknowledged PIP will be provided to the employee and will be filed in the Supervisor File and the employee's Departmental or Divisional Personnel File.
Performance Improvement Plan (PIP). A. If at any time during the rating cycle the supervisor determines an employee’s performance is unsatisfactory in one or more critical elements, the employee must be placed on a written PIP to assist in improving the performance to at least the Minimally Successful level. A PIP includes:
(1) Identification of the critical element(s) where the employee is working at the unsatisfactory level;
(2) Clarification and greater specificity regarding performance expectations, if necessary;
(3) Minimally Successful level of performance required;
(4) Needed action(s) to obtain minimally successful level of performance;
(5) Provisions for counseling, training, or other appropriate assistance, if any; and
(6) Warning concerning the consequences of continued performance below the Minimally Successful (“acceptable”) level.
B. The goal of a PIP is to give the employee an opportunity of at least thirty (30) calendar days to demonstrate acceptable (Minimally Successful) performance in all critical elements. For Contract Education employees, the opportunity to improve will occur while the employee is in a duty status.
C. If, at any time, the supervisor determines the employee has demonstrated acceptable performance the PIP may be terminated. The employee will be notified, in writing that the PIP has been terminated and he or she has been evaluated as at least Minimally Successful in the critical element.
D. If the employee is demonstrating some improvement but has not yet achieved acceptable performance, the PIP may be extended for additional thirty (30) or more calendar days. Contract Education Employees may be given no more than one (1) contract term to raise the summary rating to Minimally Successful. A second consecutive rating of Unsuccessful shall result in removal or non-renewal of the Contract Education employee. Removal of non-probationary employees for inadequate performance under 5 CFR 432 shall not occur unless a PIP has been implemented.
E. Failure of the employee to correct performance deficiencies during the PIP will result in the employee receiving an Unsuccessful Rating. Demotion, removal, or contract non-renewal of the employee, whichever is appropriate, will be taken. Non-renewal of non-probationary Contract Education employees is subject to Management appeal process pursuant to Article 30 Section 4.
F. The employee may appeal to either the Merit Systems Protection Board (MSPB) in accordance with applicable law or file a grievance under the negotiated gri...
Performance Improvement Plan (PIP). The Employer may develop a Performance Improvement Plan (PIP) with an employee when the employee’s performance is deficient. The PIP shall be developed and administered under guidelines and procedures established by the Employer’s Department of Human Resources. An employee shall have the right to request to have an Association representative present at any conference involving the development of a PIP or discussion of a current PIP. The Employer shall advise an employee of that right prior to an initial conference and with sufficient advance notice so as to afford the employee a reasonable opportunity to make arrangements for the attendance of an Association representative. Once a PIP is developed, the Employer shall give the employee meaningful written feedback at least once every thirty (30) days regarding the employee’s progress under the PIP. A PIP shall be effective for a reasonable period needed to satisfactorily improve the employee’s performance, but, in any case, a PIP shall not be effective for more than six (6) months. An employee whose performance is documented to show a failure to improve within the six (6) month period or to have become deficient again on the same performance issue(s) within two (2) years after having completed a PIP, may be subject to discipline up to discharge from employment.
Performance Improvement Plan (PIP). A process afforded to teachers to support performance concerns as identified in TES.
Performance Improvement Plan (PIP). The employer may propose a PIP in
Performance Improvement Plan (PIP). The Employer may develop a Performance Improvement Plan (PIP) for an employee when the employee’s performance is deficient. The PIP shall be developed and administered under guidelines and procedures established by the Employer’s Department of Human Resources. An employee shall have the right to request to have an Association representative present at any conference involving the development of a PIP or discussion of a current PIP. The Employer shall advise an employee of that right prior to an initial such conference and with sufficient advance notice so as to afford the employee a reasonable opportunity to make arrangements for the attendance of an Association representative. Once a PIP is developed, the Employer shall give the employee meaningful written feedback at least once every thirty (30) days regarding the employee’s progress under the PIP. A PIP shall be effective for a reasonable period needed to satisfactorily improve the employee’s performance or modify the employee’s behavior, but, in any case, a PIP shall not be effective for more than six (6) cumulative months during which the employee is performing the duties for which the PIP was given. An employee who fails to improve performance to a satisfactory level or whose performance becomes deficient again for the same or similar reasons within two (2) years after having completed a PIP, may be subject to discipline up to discharge
Performance Improvement Plan (PIP).
14.7.1 If an employee is having documented performance issues, a meeting may be held between the Department or Division, the employee, and if the employee desires, a Union Representative. The function of this meeting is to discuss and agree upon the parameters of a PIP designed to help the employee meet identified work performance standards.
14.7.2 A copy of the executed, signed and/or acknowledged PIP will be provided to the employee and will be filed in the Supervisor File and the employee's Departmental or Divisional Personnel File.
14.7.3 An employee who is placed on a PIP will be given an opportunity to comply with the parameters detailed in the PIP before discipline is administered for the employee's conduct and/or performance. Performance improvement plans may not be used to circumvent the discipline process.
Performance Improvement Plan (PIP). Employees who are assigned a PIP shall be given a good faith opportunity to complete their PIP before any progressive discipline related to the PIP is issued to the employee, unless there are instances of misconduct or gross performance issues.
Performance Improvement Plan (PIP). When a problem continues, the supervisor may schedule a more serious discussion to let the employee know that immediate change is needed. At this point, that matter is still between the employee and the supervisor. As long as the employee solves the problem, it goes no further. There is no official record of the PIP in the personnel file. PIPs may involve further training, orientation or mentoring and can have timelines for completion of tasks. PIPs will require documentation, but again WILL NOT be placed in the employee's personnel file.
Performance Improvement Plan (PIP). Is pursuant to Article 27 of the CLA and the
