PERFORMANCE REVIEW AND DEVELOPMENT Sample Clauses

PERFORMANCE REVIEW AND DEVELOPMENT. 3.10.1 Performance review and development of employees will be developed/maintained for all nursing/midwifery staff during the life of this Agreement. 3.10.2 Employers must consult with employees and the ANMF over the model of performance review and development process to be adopted within the service and which must be directed towards fair and reasonable assessment of the employee’s strengths in performance as well as identifying areas for development. An employer must provide opportunities and resources to meet the development needs of employees identified through the performance development processes. 3.10.3 Performance review and development processes must not be intertwined with disciplinary processes at any time. Where performance issues have been unable to be resolved through normal performance development processes, a disciplinary process should be commenced in place of the performance development process.
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PERFORMANCE REVIEW AND DEVELOPMENT. 6.1 The University will promote a Performance Review and Development process that: (i) aligns each staff member’s endeavours with operational and strategic objectives; (ii) provides an ongoing opportunity for dialogue, confidential discussions and feedback between staff and their supervisor; (iii) identifies and facilitates individual staff development to maintain and improve skills, enhance career opportunities and promote organisational performance; (iv) promotes resolution of performance concerns; (v) identifies and clarifies roles, duties, goals and objectives, performance expectations; and (vi) recognises and rewards performance. 6.2 Accountability for Performance Review and Development (PRD) rests with the supervisor, who will be required to undertake appropriate training. 6.3 The supervisor, following discussion with the staff member, may delegate PRD responsibility to an alternate PRD supervisor. 6.4 A PRD Supervisor may delegate a PRD Mentor to carry out PRD. The PRD Mentor will report to the PRD supervisor. 6.5 The PRD supervisor, or PRD Mentor where delegated, and the staff member have joint responsibility for the mutual development of a Performance and Development Plan, which includes: (i) planning and goal setting; (ii) performance feedback; and (iii) review of achievements and the effectiveness of development activities previously undertaken. 6.6 Performance and Development Plans will have regard to the staff member’s level of appointment, duties, workload, the University’s strategic objectives and operational needs, the resources available and equitable access to development opportunities. 6.7 Performance feedback will include student feedback on teaching from at least one course per year for which the staff member has had some responsibility for teaching, as agreed with the supervisor. Student feedback should not be used as the sole measure of teaching performance unless systematic and sustained poor teaching has been evidenced over multiple teaching blocks and there have been previous developmental interventions and strategies put in place to address any identified concerns which have not resolved the issue. 6.8 A mentor may be used to encourage the professional and personal development of the staff member. This is a developmental role distinct from the PRD Mentor role. 6.9 PRD information may be accessed by the supervisor’s manager for the purposes of career planning and development, performance management and to ensure the effective use ...
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PERFORMANCE REVIEW AND DEVELOPMENT. 13 3.11 MIDWIFERY CASELOAD PRACTICE AGREEMENT .............................................................................. 13
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PERFORMANCE REVIEW AND DEVELOPMENT. This clause replaces the existing Performance Management clause and provides that performance review and development of employees will be developed/maintained for all nursing/midwifery staff during the life of the agreement.
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PERFORMANCE REVIEW AND DEVELOPMENT. 27.1 A Performance Review and Development Scheme (Scheme) will continue to be conducted for the development of all Staff and for the purpose of defining their career paths. 27.2 The Scheme will be founded upon each Staff member's Position Description and focus upon performance management and career development. 27.3 The Scheme will be agreed between the parties through the ECAC. 27.4 The Scheme will incorporate the following features:-
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Related to PERFORMANCE REVIEW AND DEVELOPMENT

  • 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 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.

  • Training and Development 3.1 Authorities will develop local 'Workforce Development Plans (see Part 4.8),' closely linked to their service delivery plans, which will provide the focus for the establishment of training and development priorities. Training and development should be designed to meet the corporate and service needs of authorities both current and in the future, taking into account the individual needs of employees. Local schemes on training and development should enable authorities to attain their strategic objectives through development of their employees. Training and development provisions should be shaped to local requirements and take account of the full range of learning methods. Such an approach should enable access to learning for all employees. The needs of part time employees and shift workers need particular consideration. 3.2 Employees attending or undertaking required training are entitled to payment of normal earnings; all prescribed fees and other relevant expenses arising. Employees are also entitled to paid leave for the purpose of sitting for required examinations. When attending training courses outside contracted daily hours, part-time employees should be paid on the same basis as full- time employees. (Assistance for other forms of learning, for example that directed at individual development, will be locally determined). Some training can be very expensive and authorities may require repayment of all or part of the costs incurred should an employee leave the authority before a reasonable time period has expired. The authority's policy in this regard should be made explicit. 3.3 Objectives for training and development programmes should include the following: • To enable Councils to attain their strategic objectives via investment in their employees. • To promote equity of access to learning. • To encourage employees to develop their skills and level of responsibility to the maximum of their individual potential. • To widen and modernise the skills profile of employees to maximise their versatility, employability and so, job security. • To enable employees to raise productivity, quality and customer service in pursuit of sustainable improvement 3.4 Authorities should establish local partnership arrangements, to include recognised trade unions, to develop their local workforce development plans. 3.5 The NJC endorses partnership provision such as the "Return to Learn" scheme. Authorities and the recognised trade unions shall encourage and support employees taking on the statutory Union Learning Representative (ULR) role. This will include agreeing facilities and paid release in accordance with statutory provisions. ULRs should be enabled to play a full part in promoting and implementing local training and development programmes.

  • Research and Development (i) Advice and assistance in relation to research and development of Party B; (ii) Advice and assistance in strategic planning; and

  • Project Development a. Collaborate with COUNTY and project clients to identify requirements and develop a project Scope Statement. a. Develop a Work Breakdown Structure (WBS) for each project. b. Evaluate Scope Statement to develop a preliminary cost estimate and determinate whether project be vendor bid or be executed under a Job Order Contract (JOC).

  • Independent Development Receiving Party may currently or in the future be developing information internally, or receiving information internally, or receiving information from other parties that may be similar to the Disclosing Party's Confidential Information. Accordingly, nothing in this Agreement will be construed as a representation or inference that Receiving Party will not develop or have developed products or services, that, without violation of this Agreement, might compete with the products or systems contemplated by the Disclosing Party's Confidential Information.

  • Performance and Compliance Purchaser shall have performed all of the covenants and complied, in all material respects, with all the provisions required by this Agreement to be performed or complied with by it on or before the Closing.

  • DEVELOPMENT OR ASSISTANCE IN DEVELOPMENT OF SPECIFICATIONS REQUIREMENTS/ STATEMENTS OF WORK

  • Staff Development ‌ The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this subsection shall preclude the right of an employee to request specific training.

  • Training Program It is agreed that there shall be an Apprenticeship Training Program, the provisions of which are set forth in Exhibit "D", which is attached hereto and forms part of this Agreement.

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