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 Xxxxxxx. 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 EVALUATION REVIEW
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. The PIP will identify the employee's performance deficiencies, define the successful level of performance, describe the action(s) that must be taken by the employee to achieve the successful level of performance, the methods that will be employed to measure the employee's progress, and any provisions for counseling, training, or other appropriate assistance. The goal of this PIP is to return the employee to successful performance as soon as possible. The employee will also be given the opportunity to identify any medical and/or personal issues that might be contributing to their performance deficiencies.
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:
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 4 accordance with this section. A PIP is defined as a written plan of limited duration created by 5 management for the purpose of identifying areas of improvement expected of an employee. Such 6 plan shall contain a description of specific deficiencies in performance and specific steps the 7 employee may take to improve performance. A PIP shall identify available assistance, such as 8 classes or training, in achieving improvement, and shall contain a schedule of regular meetings with 9 appropriate supervisors to monitor progress. A PIP shall have a clear and established end date.
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). 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). 34 If an employee is having documented performance issues, a meeting may be held between the 35 Department or Division, the employee, and if the employee desires, a Union Representative. The 1 function of this meeting is to discuss and agree upon the parameters of a PIP designed to help the 2 employee meet identified work performance standards.
Performance Improvement Plan (PIP). A. At any time during the rating period, if the supervisor identifies an employee’s (as defined by 5 U.S.C. § 7511(a)(1)) performance as Unacceptable, as referred to above in one or more critical elements, the supervisor may notify the employee of their Unacceptable performance as described below. It is in the parties’ best interests to address performance issues as soon as they are discovered. Prior to the issuance of a PIP, the supervisor will meet with the employee to communicate areas of potential improvement. This meeting will provide an opportunity for the employee and the supervisor to discuss the specific performance requirement(s) not being met, disclose the need for a Reasonable Accommodation, if applicable, and to raise potential causes of the problem. Nothing in this Article prevents an employee and their supervisor from having conversations regarding the employee’s performance at any time during the rating period.
