PERFORMANCE PROBLEMS. Sec. 2001 COUNSELING: In the event an employee's performance is unsatisfactory or needs improvement, informal counseling shall be provided by the employee's first-level supervisor. Any documentation of informal counseling shall only be inserted in the employee's Division File and such documentation of informal counseling shall not be referenced in any subsequent performance evaluation. A copy of such documentation shall remain in the employee's Division File for up to one year at which point it will be destroyed. A copy of such documentation shall be given to the employee. Sec. 2002 WRITTEN REPRIMANDS:
PERFORMANCE PROBLEMS. Sec. 2201 Counseling: In the event an employee's performance is unsatisfactory or needs improvement, informal counseling shall be provided by the employee's first-level supervisor. Documentation confirming such counseling shall be given to the employee within twenty-one (21) calendar days from the date of the counseling session. Sec. 2202 Unfavorable Reports On Performance (Written Reprimands): If upon such counseling an employee's performance does not improve and disciplinary action could result, a written report shall be prepared by the supervisor, including specific suggestions for corrective actions, if appropriate. A copy shall be given to the employee and a copy filed in his Human Resources file. Provided no additional report has been issued during the intervening period, each report shall be removed from the employee's file at the end of two (2) years if requested by the employee. The County agrees that such reports shall not be submitted nor should any reference be made to such reports by the County in Civil Service Commission hearings or arbitrations arising from appeals or grievances after the two (2) year period provided for under this Section.
PERFORMANCE PROBLEMS. Sec. 1801
PERFORMANCE PROBLEMS. 20 66 PERSONNEL FILE ................................................................................. 21 67 TRANSFERS .......................................................................................... 22 68 REDUCTIONS IN FORCE ...................................................................... 23 70 PRODUCTIVITY ..................................................................................... 24 74 NO STRIKE/NO LOCKOUT .................................................................... 25 74 NON-DISCRIMINATION ......................................................................... 26 74 COUNTY/APCD RIGHTS ....................................................................... 27 74 LOCAL 721 RIGHTS............................................................................... 28 75
PERFORMANCE PROBLEMS. 21 45 PERSONNEL FILE ................................................................................. 22 46
PERFORMANCE PROBLEMS. Sec. 2001 COUNSELING: In the event an employee's performance is unsatisfactory or needs improvement, informal counseling shall be provided by the employee's first-level supervisor. Documentation of such counseling shall be given to the employee as it is developed.
PERFORMANCE PROBLEMS a. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's performance in one or more critical elements becomes less than acceptable, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can perform acceptably to the standards.
b. The supervisor will help the employee improve performance during the opportunity period. This can include supervisory instruction and counseling personal demonstration, peer coaching, frequent reporting, special assignments, on-the-job training, etc. Although not required by regulation, formal training may be provided. This training should be given a sufficient high ranking within the appropriate training priorities.
c. If the employee's performance continues to be unacceptable in one or more critical elements after the opportunity to improve period has expired, the supervisor may take one or more of the following actions in accordance with appropriate regulation. The rule of progressive action should be considered to the extent consistent with law, rule and regulation. Selection of the action to be taken shall not be based on arbitrary or capricious reasons.
(1) Reassignment
(2) Denial of within grade increase
(3) Reduction in grade
(4) Removal
d. Prior to taking any action in paragraph (c) above, the employer shall provide the employee a reasonable opportunity to improve performance as follows:
(1) Upon determining that the employee is performing at an unacceptable level in regard to one or more critical elements, his/her immediate supervisor shall meet with the employee and identify, in writing, the elements which are not properly being performed, the minimum level of acceptable performance, and the exact manner to which the employee can meet the supervisor's expectation.
(2) The employee shall be given a reasonable time to demonstrate acceptable performance, in accordance with 15.04(a) above.
(3) If during the opportunity period, the employee demonstrates acceptable performance, all references to unacceptable performance shall be removed from the employee’s personnel file after completi...
PERFORMANCE PROBLEMS. Sec. 2001 COUNSELING: In the event an employee's performance is unsatisfactory or needs improvement, informal coaching or documented counseling shall be provided by the employee’s first level supervisor. Documentation of counseling shall be given to the employee within five (5) business days of the counseling session. REPRIMANDS (Counseling Memos and Written Reprimands): If upon such counseling an employee's performance does not improve and disciplinary action could result, a written report shall be prepared by the supervisor, including specific suggestions for corrective actions, if appropriate. A copy shall be given to the employee and a copy filed in his/her personnel file. Provided no additional report has been issued during the intervening period, each report shall be removed from the employee's file at the end of two years if requested by the employee. The County agrees that such reports shall not be submitted nor should any reference be made to such reports by the County in Civil Service Commission hearings or arbitrations arising from appeals or grievances after the two-year period provided for under this Section.
PERFORMANCE PROBLEMS. Before recommending an involuntary transfer based upon any performance problems, the Superintendent or his designee shall give notice of the performance problem(s) and time to address and respond to the concerns, and unless extenuating circumstances exist, the instructional bargaining unit member will be offered assistance and time to address and resolve the concerns. In addition, the following procedures shall apply:
a) Instructional bargaining unit members affected by recommendations for such an involuntary transfer which have been proposed for the upcoming year will be notified on or before May 1, unless extenuating circumstances exist.
b) A conference will be held, if requested by the instructional bargaining unit members, between the instructional bargaining unit member and the Superintendent and/or his/her designee to discuss the reasons for recommending a transfer, and to allow the instructional bargaining unit members the opportunity to present his/her side of the matter and his/her position regarding being transferred. Any instructional bargaining unit member attending a conference will have the right of Union representation upon the instructional bargaining unit member's request. A written report of the conference with an instructional bargaining unit member concerning a recommended transfer will be given to the instructional bargaining unit member within ten (10) working days of the conference.
c) The instructional bargaining unit members will receive written notice of the recommendation of the Superintendent of a transfer and will have the opportunity to appear at the School Board meeting at which the transfer will be presented for approval. Instructional bargaining unit members affected by involuntary transfer shall be notified in writing on or before July 1 as to their assignment for the upcoming year except in an emergency.
d) The recommendation of the Superintendent and notice of transfer will be placed in the instructional bargaining unit member's official file, along with any conference report as described above concerning an instructional bargaining unit member to be used for official purposes in regard to a transfer, which report will be placed in the instructional bargaining unit member's official file according to provisions of Article VII, Section Q of the Instructional Master Contract.
e) None of the above shall apply to, restrict, or interfere with (1) investigation of a complaint to an outside agency such as HRS or in the criminal...
PERFORMANCE PROBLEMS. In the event Customer experiences a Performance Problem, Customer shall be entitled to receive from CNP one (1) Service Credit for each Performance Problem. Examples: If Customer experiences one Performance Problem, it shall be eligible to receive one Service Credit. If Customer experiences two Performance Problems, either from a single event or multiple events, it shall be eligible to receive two Service Credits.
