Performance Plan. 12.3.3.1.1 The Xxxx, in consultation with the Chair and the Employee, may explore different options to improve the performance of the Employee. If deemed appropriate, a performance plan which describes goals and strategies to achieve the desired outcomes may be devised in consultation with the Employee and the Chair. The performance plan shall be communicated to the Employee in person and in writing, with a copy to the Chair. A copy of the performance plan shall be placed on the Employee’s file in the Xxxx’x office by 30 November.
12.3.3.1.2 As part of the next year’s review process, the Xxxx and the Chair shall meet with the Employee no later than 30 September to determine whether the Employee has achieved satisfactory performance as outlined in the plan stipulated in Article 12.3.3.1.1.
12.3.3.1.3 If the Xxxx, in consultation with the Chair, determines that the performance is satisfactory, then this shall be communicated to the Employee in person and in writing. A copy of this letter shall be sent to the Chair and placed on the Employee’s file in the Xxxx’x office. All documents shall remain on the Employee’s file in the Xxxx’x office for a further period of two years and then be removed provided the Employee’s annual performance remains satisfactory.
12.3.3.1.4 If the Xxxx, in consultation with the Chair, determines that the performance, as per the performance plan, is not satisfactory, then this shall be communicated to the Employee in person and in writing. A copy of this letter shall be sent to the Chair and placed on the Employee’s file in the Xxxx’x office.
12.3.3.1.5 The Xxxx shall then request that the Faculty Review Committee convene, review the case and make recommendations to the Xxxx. The Xxxx will submit the prior and current year’s Faculty Annual Reports, current curriculum vitae, scholarship plan (where appropriate) and the performance plan to the Faculty Review Committee for this purpose.
Performance Plan. The written combination of critical elements and standards of performance for them.
Performance Plan. In addition to the Base Salary, Employee shall be eligible to participate in the Company Performance Incentive Plan or another bonus plan or program maintained by the Company or an Affiliate (“Performance Plan”) to be determined annually by the Compensation Committee of the Board in its sole discretion. For purposes of this Agreement, “Bonus” means any annual bonus payable pursuant to the Performance Plan to Employee.
Performance Plan. The current IHX Attendance and Performance plan will remain in effect through February 11, 2025, unless mutually agreed to by the Company and Union in writing or as required by applicable law.
Performance Plan. The performance plan for each employee will be developed in accordance with regulations of the Department of the Interior (DOI). At the beginning of each rating period, the rating official is required to provide an opportunity for employee input. The final decision regarding critical elements and standards always rests with the management official. The performance plan will include no less than one critical element and no more than five critical elements. These critical elements and the associated performance standards should be strategically linked, results focused, measurable, understandable, verifiable, equitable, achievable, and provide for meaningful distinctions between levels of performance.
Performance Plan. 4.1. By their signatures hereunder, the Parties hereby accept the Performance Plan as documented below, as the basis upon which performance will be monitored and measured.
Performance Plan. The parties agree that the performance appraisal process is not a unilateral process. It involves participation on the part of the rating official and the employee.
A. Approximately four weeks before the start of the appraisal period, the rating official and employee should begin developing written performance plans for the next appraisal period. The rating official will document the critical elements in Part I of the Performance Plan, Progress Review and Appraisal Record within 60 days after the beginning of the rating period or when the employee has a significant change in critical elements.
B. The parties agree that the final determination on the content of critical elements rests with management and is not grievable. If the rating official and employee disagree on the contents of the performance plan, the rating official and employee should attempt to resolve the disagreement informally. If they cannot reach agreement, the reviewing official will make the final decision regarding the contents of the plan.
C. When the performance plan is finalized, the rating official will discuss the plan with the employee. The employee will be requested to sign and date the final plan. By signing, the employee officially acknowledges that the performance plan has been received.
Performance Plan. Management shall request and consider employee input in developing performance plans (defined as performance elements and standards). Any written comments provided by the employee shall be retained with the performance plan. If there is a dispute over the contents of the performance plan, the supervisor shall make the final determination of what goes into the performance plan. An employee may request to be assisted by a UNION representative in discussions with the supervisor concerning development of the content of the Performance Plan before it has been established. After the Performance Plan has been established by the designated supervisor(s), the employee will be provided a copy of the Plan at the beginning of the performance appraisal cycle. When there is a need for a change in the Performance Plan, the above procedures will again be followed.
Performance Plan. The Executive shall be entitled to immediate participation in the Company's Performance Plan as and when such Performance Plan is approved by the Compensation Committee for Management Committee Members.
Performance Plan. In the event of unsatisfactory performance, the following procedure will be followed:
A. The supervisor shall conduct a conference with the employee and the Union representative.
B. The employee will be informed of:
1) The deficiencies noted in their performance.
2) Suggestions on how the employee can improve.
3) The specified number of days given to correct the deficiencies.
4) Possible consequences for failure to improve the deficiencies.
C. If the employee is placed on a formal Plan of Assistance for Improvement, it shall be for no less than four (4) consecutive workweeks and shall specify assistance the District will offer and set forth a schedule of meeting dates to evaluate progress and address any further needs for assistance. Extensions to the Plan of Assistance for Improvement may be mutually agreed to by the parties. Failure to successfully complete a Plan of Assistance for Improvement may lead to adverse personnel action including involuntary transfer, assignment to a different position, or termination for non-conduct related performance.
