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. 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.
B. The employee may request a union representative at any time during the process.
C. When the supervisor determines based upon documentation that the employee’s performance is unacceptable in one or more critical elements, the supervisor shall develop a draft written PIP, which will include a description of the basis for the PIP and provide it to the employee. Upon request of the employee or the employee’s representative, the Agency will provide a copy of any supporting documentation referred to in the draft PIP.
D. The draft PIP will inform the employee of the critical elements for which performance is unacceptable and inform the employee of the performance requirement(s) or standard(s) that must be attained to demonstrate acceptable performance under the PIP.
E. The employee and their union representative (if the employee requests one) may submit written feedback on the draft PIP within two (2) days of receipt of the draft PIP.
F. After the expiration of the two (2) day period, the supervisor may issue the PIP. Once the supervisor issues the PIP, the supervisor will meet with the employee and discuss the approved PIP. The employee may invite a Union representative to be present at this PIP meeting. The goal of the PIP is to afford the employee a reasonable opportunity to demonstrate acceptable performance, commensurate with the duties and responsibilities of the employee's position.
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). 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).
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). Is pursuant to Article 27 of the CLA and the
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.
