PERFORMANCE MANAGEMENT AND REVIEW. The purpose of this Article is to recognize the importance of and to promote proper performance management and review, thus enabling the employee to continually enhance performance to the benefit of career development, the accomplishments of the organizational unit and ultimately the success of the Company.
PERFORMANCE MANAGEMENT AND REVIEW. 9.1 Performance will be reviewed by the Secondee’s functional line manager in CRC B in accordance with the CRC A’s procedures and utilising its documentation. The CRC A may provide training or support on these procedures to the functional line manager if required. Copies of any performance review documentation will be forwarded by the functional line manager to the CRC A’s Head of HR for retention on the Secondee’s personal file. Continuation of the secondment will be subject to the Secondee’s satisfactory performance.
PERFORMANCE MANAGEMENT AND REVIEW. 10.1 Each SLA will contain provision regarding performance management and review as agreed between the Parties.
PERFORMANCE MANAGEMENT AND REVIEW. 9.1 Performance will be reviewed by the Secondee’s functional line manager in the CRC in accordance with NOMS’ procedures and utilising its documentation. NOMS may provide training or support on these procedures to the functional line manager if required. Copies of any performance review documentation will be forwarded by the functional line manager to NOMS’ Shared Services [add address] for retention on the Secondee’s personal file. Continuation of the secondment will be subject to the Secondee’s satisfactory performance.
PERFORMANCE MANAGEMENT AND REVIEW. 9.1 Performance will be reviewed by the Secondee’s functional line manager in the YOS in accordance with HMPPS’ procedures and utilising its documentation, with input from the HMPPS line manager as required. HMPPS may provide training or support on these procedures to the functional line manager if required. Copies of any performance review documentation will be forwarded by the functional line manager to HMPPS’ Shared Services [add address] for retention on the Secondee’s personal file. Continuation of the secondment will be subject to the Secondee’s satisfactory performance.
PERFORMANCE MANAGEMENT AND REVIEW. All areas of Council Service are subject to service planning and performance measurement and review. This is illustrated through work programmes, service plans, corporate strategies, financial planning and more recently the Comprehensive Performance Assessment regime with its over-arching plan and specific national and local performance measures. Performance against the Performance Indicators are subject to quarterly reviews reported to the Director. Similarly there is ongoing monitoring of the deployment of financial resources against agreed budgetary provision. The monitoring of performance against Service Plans and Work Programmes has been discussed earlier in this document, it involves Directors, Chief Officers, Service Managers and employee groups. In addition, there is external review of performance through Audit Commission, External Audit and statutory returns such as those to the Food Standards Agency. The following is a breakdown of quality management and review procedures:
PERFORMANCE MANAGEMENT AND REVIEW a) A nominated Senior Manager from the Supplier and the Company’s nominated Manager will every six months after the Commencement Date of this Agreement to review Supplier performance.
