Common use of Performance Improvement Plan Clause in Contracts

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 start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)i), he/she will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s salary in the current classification. • If a position is found but refused, or if no position is found, the employee will be laid-off in accordance with notice and severance provisions of Article 18 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (24) months of meeting the requirements of the job on a continuing and consistent basis. It is understood that this process does not apply to: • an employee whose inability to perform his/her job is due to a temporary or permanent disability; or • an employee affected by ‘technology change’ at the time the technology is introduced until the employee has received training in respect of the technology change; or • Employees during their probationary period. While an employee is on a Performance Improvement Plan, he/she is unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.

Performance Improvement Plan. A. The Performance Improvement Plan is based on content and procedures of any performance improvement plan or other remedial effort shall be fully discussed with the understanding that an employee, given clear direction and support, should employee involved before the implementation date. A written status report shall to be able to improve his or her performance. When an provided the employee is not working involved by the immediate supervisor at a satisfactory level of regular intervals as specified in the 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. improvement plan. B. An employee may shall be placed on afforded a Performance Improvement Plan only after an initial meeting has taken place in which the manager three-day period between receipt of a performance improvement plan and the employee have reviewed the duties, responsibilities and requirements discussion 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 improvement plan as provided in the above paragraphprevious section. The employee will Employees shall have the right to be represented accompanied by a representative of their choice at this discussion, but no such representative shall be an attorney. C. All dialogue and meetings between an employee and appropriate staff held for the Union during any review meeting throughout purpose of reviewing job performance and discussion of the formal processcontinuation of employment with Norfolk Public Schools shall be conducted with utmost regard for confidentiality. D. If a performance improvement plan is presented prior to the final work day of the school year, the salary of the teacher shall be frozen at the current grade and step for the following school year. If the performance improvement plan is presented on or after the final work day of the school year, the teacher will not incur a salary freeze for the following year. E. A teacher whose performance improvement plan is extended to the next school year (and would thus be “frozen” at his or her current grade and step on the salary scale) may appeal the substance of the performance improvement plan within five (5) teacher workdays after receiving written notice of such extension. The steps of appeal shall be to the formal Performance Improvement Process are described below: At Superintendent or designee. The Superintendent or designee shall meet with the first meeting in teacher within fifteen (15) working days to allow the formal Performance Improvement Plan processteacher to present reasons for not implementing the performance improvement plan. In extenuating circumstances, such as summer study commitments, the manager will again review with meeting shall take place at 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 earliest possible time before the start of the Performance Improvement Plan the employee is not meeting the objectives next school year. The Superintendent or designee shall render a decision within fifteen (15) days of the action plan and requirements of meeting. At the jobmeeting, the following will occur: • Vacant Permanent positions at the same teacher may be accompanied by a person of his or lower salary levels will her choice, but no such representative shall be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)i), he/she will be placed in the vacancy without posting the position. In the event an attorney. X. Following satisfactory completion of a placement at a lower salary classificationperformance improvement plan, the employee will teacher shall be immediately placed on the salary scale of the lower classification at the step closest to not more than the employee’s salary in the current classification. • If a position is found but refused, he or if no position is found, she would have held had the employee will be laid-off in accordance with notice and severance provisions of Article 18 (Permanent Layoff)not been placed on the performance improvement plan. Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan For a performance improvement plan which extends beyond twelve months, placement shall be removed from an employee’s file when limited to one step on the employee has completed twenty-four (24) months scale. However, a teacher completing a performance improvement plan at the end of meeting a school year would be entitled to any step due at the requirements beginning of the job on a continuing and consistent basis. It is understood that this process does not apply to: • an employee whose inability next school year in addition to perform his/her job is due to a temporary or permanent disability; or • an employee affected by ‘technology change’ at the time the technology is introduced until the employee has received training in respect of the technology change; or • Employees during their probationary period. While an employee is on a Performance Improvement Plan, he/she is unable to participate in the Performance Management Plan even if the Performance Management Plan has already commencedone reinstated step.

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: below At the first meeting in the formal Performance Improvement Plan process, the manager will again review with the employee 18 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 start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 19.2 a)i), he/she will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s salary in the current classification. • If a position is found but refused, or if no position is found, the employee will be laid-off in accordance with notice and severance provisions of Article 18 19 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (24) months of meeting the requirements of the job on a continuing and consistent basis. It is understood that this process does not apply to: • an employee whose inability to perform his/her job is due to a temporary or permanent disability; or • an employee affected by ‘technology change’ at the time the technology is introduced until the employee has received training in respect of the technology change; or . • Employees during their probationary period. While an employee is on a Performance Improvement Plan, he/she is unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.

Performance Improvement Plan. The Performance Improvement Plan is based on for those bargaining unit members who are not adequately fulfilling, or are having difficulty fulfilling, the understanding that requirements of acceptable teaching practices. This level is additional to the evaluation procedures of Level One and has specific steps outlined for the creation of an employeeindividual Performance Improvement Plan. Teacher Evaluation, given clear direction Article XIII, of this master agreement contains provisions related to this appendix. Teacher Rights, Article VII has additional provisions surrounding complaints and supportdiscipline procedures. Components: A. Goal Setting: Working collaboratively with the building administrator at the beginning of the school year, should be able to improve his or her performance. When an employee is not working at a satisfactory level of bargaining unit members will set reasonable performance he/she will be given reasonable time and assistance professional goals to improve, change, and enrich instructional practice. This is These goals will align with the bargaining unit member’s Professional Development Plan three-year individual goals. At this meeting, expectations for the portfolio will also be discussed. B. Classroom Observations: When possible, bargaining unit members will have 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 minimum 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 classroom observations per year. An observation should last for one complete lesson - up to 90 minutes unless a different time frame is mutually agreed upon. Two of the initial meeting described in the above paragraphthree observations will be unannounced. The employee Unannounced observations will have a post conference. Announced observations are scheduled in advance and will have a pre and post conference. If both bargaining unit member and evaluator agree, the right to pre- observation form may be represented by the Union during any review meeting throughout the formal process. The steps used in lieu of the formal Performance Improvement Process pre-conference. Observations are described below: At the first meeting in the formal Performance Improvement Plan process, the manager will again review with the employee documented and provide in writing the duties, responsibilities and requirements become part of the employeebargaining unit member’s job, and identified areas where improvements are requiredpersonnel file. 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 start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)i), he/she will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s salary in the current classification. • If a position is found but refused, or if no position is found, the employee will be laid-off in accordance with notice and severance provisions of Article 18 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan An bargaining unit member shall be removed from an employee’s file when the employee has completed twenty-four (24) months given a draft copy of meeting the requirements of the job on a continuing and consistent basis. It is understood that this process does not apply to: • an employee whose inability to perform any formal observation report prepared by his/her job supervisor before any conference is due held to discuss it. If the bargaining unit member is dissatisfied with this observation conference, s/he may request an additional conference. Thereafter, the bargaining unit member shall sign the final report. Such signature shall indicate only that the report has been read and understood by the bargaining unit member and in no way indicates agreement with the contents thereof. The bargaining unit member may submit a temporary or permanent disability; or • an employee affected by ‘technology change’ at written response to the time the technology is introduced until the employee has received training in respect report. The report and any response becomes part of the technology change; or • Employees during their probationary periodbargaining unit member’s personnel file. While Those bargaining unit members whose major responsibility is not teaching, including Media Generalists, Guidance Counselors, and School Nurses, may have an employee is on a Performance Improvement Plan, he/she is unable to participate interim Summative Conference and an interim Summative Written Report in the Performance Management Plan even if the Performance Management Plan has already commencedplace of classroom observations.

Performance Improvement Plan. The Performance Improvement Plan is based on When a department manager has identified the understanding that an employee, given clear direction and support, should be able need to improve his or her performance. When address performance improvement with an employee is not working at a satisfactory level of performance he/she in order to meet operational expectations the department manager 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 meet with the employee have reviewed for the purpose of reviewing the duties, responsibilities and requirements of the employee’s job and identified to identify specific areas of performance in which improvements are improvement is required. . 8.4.1 Where it is identified that after one (1) month following the meeting described in Article 8.4, 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 daysan 1. 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 an outline of the duties, responsibilities and requirements of the employee’s job, and identified . The areas where improvements are requiredrequired will be clearly identified to the employee. 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. 2. 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 the Performance Improvement Plan will end. This fact will be stated recorded in writing and jointly signed off, thereby ending by the manager and the employee. All documentation pertaining to the Performance Improvement Plan. If by Plan shall be removed from an employee’s file after twenty-four (24) calendar months of the end date of the Plan provided that the employees’ performance continues on a consistent basis. 8.4.2 If after three (3) months there has not been any real performance improvement month by month or afterwards up to six (6) months following the start of the Performance Improvement Plan and the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: • : 1. Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)i), he/she 9.2 they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to but not more than the employee’s salary in the current classification. 2. • If a position is found but refused, or if no position is found, the employee will be laid-off in accordance with notice and severance provisions of Article 18 9.4 (Permanent Layoff). Displacement Bumping and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (24) months of meeting the requirements of the job on a continuing and consistent basis. . 8.4.3 It is understood that this process does not apply to: • ; 1. an employee whose inability to perform his/her their job is due to a temporary or permanent disability; or • or 2. an employee affected by ‘“technology change’ ” at the time the technology is introduced until the employee has received training in respect of the technology change; or • Employees . 3. an employee during their probationary period. 4. While where the actions or performance issues arise from culpable behaviour of an employee which should be dealt with in accordance with Article 8.1 above. 8.4.4 The time limits specified in Article 8.4 et al are directory and it is on a Performance Improvement Plan, he/she is unable to participate in agreed by the Performance Management Plan even if parties that the Performance Management Plan has already commencedtime limits regarding this process should be somewhat flexible.

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 their performance. When an employee is not working at a satisfactory level of performance he/she performance, they will be given reasonable time and assistance to improve. This is a remedial process and at no point will be viewed as disciplinary. . 12.2.1 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. . 12.2.2 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 and the Union 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. . 12.2.3 The steps of the formal Performance Improvement Process are described below: 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 manager, People & Culture, and the employee employee, and the Union representative 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. . 12.2.4 If by the end of six (6) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary levels level will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)ia) i), he/she they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s salary in the current classification. • If a position is found but refused, or if no position is found, the employee will be laid-off in accordance with notice and severance provisions of Article 18 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (24) months of meeting the requirements of the job on a continuing and consistent basis. . 12.2.5 It is understood that this process does not apply to: • an employee whose inability to perform his/her their job is due to a temporary or permanent disability; or • an employee affected by ‘technology change’ at the time the technology is introduced until the employee has received training in respect of the technology change; or . • Employees during their probationary period. While an employee is on a Performance Improvement Plan, he/she is they are unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.

Performance Improvement Plan. The Performance Improvement Plan is based on When a department manager has identified the understanding that an employee, given clear direction and support, should be able need to improve his or her performance. When address performance improvement with an employee is not working at a satisfactory level of performance he/she in order to meet operational expectations the department manager 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 meet with the employee have reviewed for the purpose of reviewing the duties, responsibilities and requirements of the employee’s job and identified to identify specific areas of performance in which improvements are improvement is required. . 8.4.1 Where it is identified after one (1) month following the meeting described in Article 8.4 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 daysbegin. 1. This written notification Prior to the scheduling of the first meeting of the Performance Improvement Plan process the employee will be at least one (1) monthoffered union representation. If the employee refuses union representation, 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 processwill be notified in writing of such refusal. 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 a written version of the duties, responsibilities and requirements of the employee’s job, and identified . The areas where improvements are requiredrequired will be clearly identified to the employee. The manager Manager, the Employee and the employee Human Resources Manager 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 employee and the employee’s file regarding any discussions concerning the employee’s performance while the employee is involved in a Performance Improvement PlanUnion. 2. The process will include a monthly review for a period of up to six three (63) months, months during which the employee Employee, the Manager, and the manager Manager, Human Resources will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. Union representation will be offered at each of these monthly reviews. 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. Plan will 8.4.2 If by the end of six three (63) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: • Vacant Permanent : 1. The Company will meet with the employee and a Union Representative. 2. At such meeting vacant permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)i), he/she 9.2 they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s salary in the current classification. 3. • If a position is found but refused, or if no position is found, the employee will be laid-off in accordance and provided with notice and severance provisions three (3) weeks pay for each year of Article 18 continuous service (Permanent Layofffor employees hired on or after January 1, 1992 the maximum is sixty-six (66) weeks). Displacement Bumping and recall rights will not apply in such cases. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (24) months of meeting the requirements of the job on a continuing and consistent basis. . 8.4.3 It is understood that this process does not apply to: • ; 1. an employee whose inability to perform his/her job is due to a temporary or permanent disability; or • or 2. an employee affected by ‘“technology change’ ” at the time the technology is introduced until the employee has received training in respect of the technology change; or • Employees . 3. an employee during their probationary period. While an employee is on a Performance Improvement Plan, he/she is unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.