Common use of Performance Improvement Clause in Contracts

Performance Improvement. 21.2.1 Supervisors shall communicate on a regular and ongoing basis with employees towards improved performance as defined in 21.1 above, however, if a supervisor determines that an employee’s performance is unsatisfactory or does not appear to be progressing toward the goals set out in the employee’s last Performance Appraisal documentation, the supervisor shall undertake the following course of action: a) Discuss the concerns with the employee and advise the employee’s union representative if a performance improvement plan is being considered. b) Determine if the employee requires work-related assistance, including coaching, mentoring or training, and if so, determine the appropriate and specific opportunities for assistance and improvement. c) Determine a specific performance improvement plan setting out the course for improvement, including reasonable goals and timelines which shall provide for at least 20 weeks to achieve the agreed-upon goals. d) Discuss and agree to a schedule to review the employee’s progress toward the improvement defined and advise the employee of the possible consequence if performance goals are not achieved in accordance to the plan as set out at Article 21.2.2 below. 21.2.2 If, at the conclusion of a course of performance management, the plan goals have not been achieved despite the genuine efforts of the employee and the supervisor in accordance with the plan, the employer may consider: a) extending the performance management plan; or b) review and revision of the employee’s current performance standing; or c) any other reasonable and appropriate action.

Performance Improvement. ‌ 21.2.1 Supervisors shall communicate on a regular and ongoing basis with employees towards improved performance as defined in 21.1 above, however, if a supervisor determines that an employee’s performance is unsatisfactory or does not appear to be progressing toward the goals set out in the employee’s last Performance Appraisal documentation, the supervisor shall undertake the following course of action: a) Discuss the concerns with the employee and advise the employee’s union representative if a performance improvement plan is being considered. b) Determine if the employee requires work-related assistance, including coaching, mentoring or training, and if so, determine the appropriate and specific opportunities for assistance and improvement. c) Determine a specific performance improvement plan setting out the course for improvement, including reasonable goals and timelines which shall provide for at least 20 weeks six (6) months to achieve the agreed-agreed upon goals. d) Discuss and agree to a schedule to review the employee’s progress toward the improvement defined and advise the employee of the possible consequence if performance goals are not achieved in accordance to the plan as set out at Article 21.2.2 below. 21.2.2 If, at the conclusion of a course of performance management, the plan goals have not been achieved despite the genuine efforts of the employee and the supervisor in accordance with the plan, the employer may consider: a) extending the performance management plan; or b) review and revision of the employee’s current performance standing; or c) any other reasonable and appropriate action.