PPI and underperformance Sample Clauses

PPI and underperformance. (1) The parties to this Agreement agree that, although the emphasis of the PPI is on facilitating and positively reinforcing performance that meets all key performance targets or exceeds most performance targets, performance that does not meet performance targets provides a trigger for action under the Department’s procedures for managing underperformance. Continued performance that meets most performance targets but does not meet all key performance targets may also result in action under the procedures for managing underperformance. (2) Under the procedures for managing underperformance that apply to ongoing employees: (a) the employee will be afforded procedural fairness, including the right to be represented, if the employee chooses, by his or her chosen representative, in discussions with managers about the application of the procedures; and (b) a formal assessment may be made of the employee’s performance over a period of: (i) at least 6 weeks; and (ii) not more than 13 weeks. (3) Different procedures for managing underperformance may apply to employees on probation and non‑ongoing employees. (4) For more information about managing underperformance, employees should consult the AGD Employee Relations Advice Managing Underperformance.
Sample 1
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