Process for Managing Unsatisfactory Performance Sample Clauses

Process for Managing Unsatisfactory Performance. 2.1 Step One - Resolution at local level by the Academic Supervisor 2.1.1 An academic supervisor must make every effort to resolve unsatisfactory performance through guidance, counselling, appropriate academic staff development, and/or appropriate work allocation before a report is made to the Senior Deputy Vice-Chancellor. 2.1.2 Where a supervisor is of the view that the performance of an employee is unsatisfactory, the supervisor shall first counsel the employee on the nature of the improvement required and the time within which reasonable improvement can be expected. The employee may request that his/her supervisor seek the view of specific colleagues. A written record of the counsel given shall be kept and a copy supplied to the employee concerned. If the supervisor believes that it is appropriate, he/she may direct the employee to undertake a course of professional development or other appropriate program(s) designed to assist in improving performance. During this step the employee may be assisted by an employee representative. 2.2 Step Two - Non improvement of performance and written report 2.2.1 Where a supervisor believes that counselling or where appropriate development and guidance has not produced the desired improvements in performance (within a reasonable timeframe), the supervisor may make a formal written report to the Senior Deputy Vice-Chancellor that the performance of the employee is unsatisfactory. Such a report shall state clearly the aspects of performance seen as unsatisfactory and the record of attempts to remedy the problem(s).
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Process for Managing Unsatisfactory Performance. Provisions relating to managing unsatisfactory performance are as outlined in clause 44 of the Academic Staff Enterprise Agreement except that ‘supervisor’ shall mean the Director and that notice of termination for unsatisfactory performance will be as specified in section 6.11.
Sample 1

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  • Responsibility for Evaluation Within each school the Principal will be responsible for the evaluation of employees assigned to that school. Evaluation will be made by the Principal or a qualified administrator. An employee assigned to more than one school will be evaluated by the Principal of the school in which the employee is assigned for the greater amount of time, with input provided by the Principal of the other school. Any Principal or person charged with the responsibility of evaluation of employees may involve other staff and students in the process if acceptable to the certificated teacher being evaluated.

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