PERFORMANCE RECOGNITION PROGRAMME Sample Clauses

PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made each year following the measurement year. The pay out will be based on communicated Kingston Works’ Key Performance Indicators and will be calculated as a percentage of the production and maintenance bargaining units weighted average rate and the end of the measurement year. The percentage pay out will be in the range of 0 to 6% dependent on plant performance. Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December 31, who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. If salaried staff at Kingston Works meet their Key Performance Indicators and a decision is made by the Company that notwithstanding this accomplishment, no performance recognition payment will be made to the salaried staff, then this Programme shall not be paid out to the bargaining unit members notwithstanding the fact that the bargaining unit members had achieved their Key Performance Indicators. Yours very truly, Xxxxxxxx Xxxxxx Human Resources Leader 2015 Xxx. X. Simpson, President, United Steelworkers, Local 343, 0000 Xxxx Xxxxxxx Blvd, Unit #104 Kingston, Ontario K7K 6C7 Dear Xxx. Xxxxxxx:
Sample 1See All (6)
AutoNDA by SimpleDocs
PERFORMANCE RECOGNITION PROGRAMME. This will confirm the continuation of a performance recognition programme for bargaining unit employees. It is understood that the Company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any changes in these standards and goals will be communicated to employees. Performance recognition payment will be made in February of each year following the measurement year. The pay out will be based on Kingston Works’ performance against communicated objectives and will be calculated as a percentage of the production and maintenance bargaining units weighted average rate as at December of the measurement year. The percentage pay out will be in the range of O to depending on plant performance, with expected performance resulting in a payment of Performance recognition payment will be made to all active employees, who have successfully completed their probationary period, based on their pro-rated service for the year in question. Probationary employees, as of December who subsequently complete their probationary period in the following year, shall be paid the performance recognition payment based on their pro-rated service for the year in question. It is understood that the programme shall not be terminated during the term of the collective agreement. Yours very truly, Xxxxx Human Resources Manager Xxxxx, President, United Steelworkers, Local Greenridge Plaza, Xxxxxxxxxx Xxxxx Xxxxxxxx, Xxxxxxx Dear Xxxxx:
Sample 1
PERFORMANCE RECOGNITION PROGRAMME. This will confirm the introduction of a performance recognition programme for regular bargaining unit employees commencing in January 1998. It is understood that the company will establish the standards and goals of this programme on an annual basis to ensure that they are consistent and in line with the overall objectives of Kingston Works and will provide employees with periodic plant performance updates. Any change in these standards and goals will be communicated to employees. Performance recognition payment will be made in February of each year following the measurement year. The pay out will be based on Kingston Works’ performance against communicated objectives and will be calculated as a percentage of the security bargaining unit weighted average rate as at 31 December of the measurement year. The percentage pay out will be in the range of 0 to 6% depending on plant performance, with expected performance resulting in a payment of 4%. The first pay out will be made in 1999 based on 1998 performance. It is understood that the programme shall not be terminated during the term of the collective agreement. Yours very truly, Xxxxx Xxxxxx, Human Resources Manager Xx. X. X. Xxxxxx, Unit Chairman Security, Police, Fire Professionals of America Local 1962 Novelis Kingston Works Unit c/o P.O. Box 2000 Xxxxxxxx, XX X0X 0X0 Dear Xx. Xxxxxx:
Sample 1

Related to PERFORMANCE RECOGNITION PROGRAMME

  • Performance Monitoring ‌ A. Performance Monitoring of Subrecipient by County, State of California and/or HUD shall consist of requested and/or required written reporting, as well as onsite monitoring by County, State of California or HUD representatives. B. County shall periodically evaluate Subrecipient’s progress in complying with the terms of this Contract. Subrecipient shall cooperate fully during such monitoring. County shall report the findings of each monitoring to Subrecipient. C. County shall monitor the performance of Subrecipient against the goals, outcomes, milestones and performance standards required herein. Substandard performance, as determined by County, will constitute non-compliance with this Contract for which County may immediately terminate the Contract. If action to correct such substandard performance is not taken by Subrecipient within the time period specified by County, payment(s) will be denied in accordance with the provisions contained in this Paragraph 47 of this Contract. D. HUD in accordance with 24 CFR Part 570 Subpart O, 570.902, will annually review the performance of County to determine whether County has carried out its Community Development Block Grant (CDBG) assisted activities in a timely manner and has significantly disbursed CDBG funds and met the mandated “1.5 ratio” threshold. Subrecipient is responsible to ensure timely drawdown of funds.

  • Performance Review Where a performance review of an employee’s performance is carried out, the employee shall be given sufficient opportunity after the interview to read and review the performance review. Provision shall be made on the performance review form for an employee to sign it. The form shall provide for the employee’s signature in two (2) places, one (1) indicating that the employee has read and accepts the performance review, and the other indicating that the employee disagrees with the performance review. The employee shall sign in only one (1) of the places provided. No employee may initiate a grievance regarding the contents of a performance review unless the signature indicates disagreement. An employee shall, upon request, receive a copy of this performance review at the time of signing. An employee’s performance review shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this Agreement. The employee may respond, in writing, to the performance review. Such response will be attached to the performance review.

  • PERFORMANCE MANAGEMENT SYSTEM 6.1 The Performance Plan (Annexure A) to this Agreement sets out – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 The intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.12 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met and with due regard to ad-hoc tasks that had to be performed under the KPI, and the score of the employer will be given to and explained to the Employee during the assessment interview. 6.6.2 A rating on the five-point scale shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Employee Performance Review When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read. An employee shall be entitled to a minimum of two (2) work days to review the performance review prior to providing any response to the Employer, verbally or in writing, with respect to the evaluation.

  • Performance Reviews The Employee will be provided with a written performance appraisal at least once per year and said appraisal will be reviewed at which time all aspects of the assessment can be fully discussed.

  • Performance Indicators The HSP’s delivery of the Services will be measured by the following Indicators, Targets and where applicable Performance Standards. In the following table: INDICATOR CATEGORY INDICATOR P=Performance Indicator E=Explanatory Indicator M=Monitoring Indicator 2022/23 Organizational Health and Financial Indicators Debt Service Coverage Ratio (P) 1 ≥1 Total Margin (P) 0 ≥0 Coordination and Access Indicators Percent Resident Days – Long Stay (E) n/a n/a Wait Time from Home and Community Care Support Services (HCCSS) Determination of Eligibility to LTC Home Response (M) n/a n/a Long-Term Care Home Refusal Rate (E) n/a n/a Quality and Resident Safety Indicators Percentage of Residents Who Fell in the Last 30 days (M) n/a n/a Percentage of Residents Whose Pressure Ulcer Worsened (M) n/a n/a Percentage of Residents on Antipsychotics Without a Diagnosis of Psychosis (M) n/a n/a Percentage of Residents in Daily Physical Restraints (M) n/a n/a

  • Performance Schedule The Parties will perform their respective responsibilities in accordance with the Performance Schedule. By executing this Agreement, Customer authorizes Motorola to proceed with contract performance.

  • Performance Improvement Plan timely and accurate completion of key actions due within the reporting period 100 percent The Supplier will design and develop an improvement plan and agree milestones and deliverables with the Authority 3.2 The Authority may from time to time make changes to the KPIs measured as set out in paragraph 3.1 above and shall issue a replacement version to the Supplier. The Authority shall give notice In Writing of any such change to the KPIs measured and shall specify the date from which the replacement KPIs must be used for future reports. Such date shall be at least thirty (30) calendar days following the date of the notice to the Supplier.

  • Performance Standards The Contractor agrees to perform all tasks and provide deliverables as set forth in the Contract. The Department and the Customer will be entitled at all times, upon request, to be advised as to the status of work being done by the Contractor and of the details thereof.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!