Common use of RECOGNIZING GOOD PERFORMANCE Clause in Contracts

RECOGNIZING GOOD PERFORMANCE. The PSM is a very important member of the work group. Since the PSM’s job is to get work done through others, it is essential that energies be concentrated on helping employees be as successful as possible. What the PSM or designee expects of an employee and the way the employee is treated to a large extent determines that employee’s performance. Good performance is a shared responsibility. The PSM has an opportunity to xxxxxx a working environment that is based on mutual respect and trust, a collaborative team effort that is mutually beneficial to the PSM, the employee, and the organization. Positive Discipline is intended not only to resolve performance problems, but also to focus on improvement in performance and recognize exceptional performance. Reinforcement of this type of behavior will help to ensure its continuation and should be used under the following circumstances: A. When an employee’s attendance, conduct, and/or performance improve, it is imperative that the PSM or designee acknowledges the improvement in a way that encourages the employee to maintain the improvement. Such changes in behavior that are ignored often disappear. B. When an employee deserves recognition and commendation for performance, above and beyond the call of duty, such as: • Taking immediate action in a crisis or emergency situation. • Developing a cost saving or work saving idea. • Providing special training or assistance to other employees. C. When an employee deserves recognition and commendation for performing competently and diligently over a period of time. Examples would include: • Maintaining a good attendance record over a significant period of time. • Maintaining a record of working safely • Maintaining a spirit of teamwork that is demonstrated through specific actions. In a discussion of this nature, the PSM or designee must refer to the specific improvement or incident with which the PSM is pleased. The PSM or designee must be specific and sincere. These positive contacts should be noted on the employee’s performance record. If the employee’s performance is exceptional, or the PSM or designee is deactivating a step of Positive Discipline, a memo to the employee should be prepared by the PSM or designee recognizing this exceptional or improved performance. A copy should also be placed in the employee’s Personnel file unless it is a deactivation memo/letter. This type of recognition can be highly successful in establishing and maintaining a motivating, productive work environment.

RECOGNIZING GOOD PERFORMANCE. The PSM supervisor is a very important member of the work group. Since the PSM’s supervisor's job is to get work done down through others, it is essential that energies be concentrated on helping employees be as successful as possible. What the PSM or designee a supervisor expects of an employee and the way the employee is treated to a large extent determines that employee’s 's performance. Good performance is a shared responsibility. The PSM supervisor has an opportunity to xxxxxx a working environment that is based on mutual respect and trust, a collaborative team effort that is mutually beneficial to the PSMsupervisor, the employee, and the organization. Positive Discipline is intended not only to resolve performance problems, but also to focus on improvement in performance and recognize exceptional performance. Reinforcement of this type of behavior will help to ensure its continuation and should be used under the following following- circumstances: A. When an employee’s 's attendance, conduct, and/or performance improveimproves, it is imperative that the PSM or designee supervisor acknowledges the improvement in a way that encourages the employee to maintain the improvement. Such changes change in behavior that are ignored often disappear. B. When an employee deserves recognition and commendation for performance, above and beyond the call of duty, such as: •  Taking immediate action in a crisis or emergency situation. •  Developing a cost saving or work saving idea. •  Providing special training or assistance to other employees. C. When an employee deserves recognition and commendation for performing competently and diligently over a period of time. Examples would include: •  Maintaining a good attendance record over a significant period of time. •  Maintaining a record of working safely • safely.  Maintaining a spirit of teamwork that is demonstrated through specific actions. In a discussion of this nature, the PSM or designee supervisor must refer to the specific improvement or incident with which the PSM supervisor is pleased. The PSM or designee supervisor must be specific and sincere. These positive contacts should be noted on the employee’s 's performance record. If the employee’s 's performance is exceptional, or the PSM or designee supervisor is deactivating a step of Positive Discipline, a memo to the employee should be prepared by the PSM or designee supervisor recognizing this exceptional or improved performance. A copy should also be placed in the employee’s 's Personnel file File (701) unless it is a deactivation memo/letter. This type of recognition can be highly successful in establishing and maintaining a motivating, productive work environment.. LETTER AGREEMENT NO. 13-05-PGE PACIFIC GAS AND ELECTRIC COMPANY LABOR RELATIONS AND HUMAN RESOURCES DEPARTMENT MAIL CODE N2Z P.O. BOX 770000 SAN FRANCISCO, CALIFORNIA 00000 (000) 000-0000 INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO LOCAL UNION 1245, I.B.E.W. P.O. BOX 2547 VACAVILLE, CALIFORNIA 00000 (000) 000-0000 XXXXXXX XXXXXXX DIRECTOR AND CHIEF NEGOTIATOR XXX XXXXXXX BUSINESS MANAGER Xx. Xxx Xxxxxxx, Business Manager Local Union No. 1245 International Brotherhood of Electrical Workers, AFL-CIO P.O. Box 2547 Vacaville, CA 95696 Dear Xx. Xxxxxxx: In support of making safety the most fundamental and critical element of how we conduct our business, the Company has developed new safety principles. These principles emphasize building a trust based culture, encouraging open and honest communication, understanding underlying causes in order to prevent recurrence, treating safety incidents as learning opportunities, increasing recognition and rewarding of safe behavior, and adopting a behavior-based approach to discipline which decreases the emphasis on discipline. Under these new principles, discipline for safety-related incidents will only be considered when an employee acts in a reckless manner, demonstrates a pattern of carelessness or non-compliance, puts themselves, their co-workers or the public at risk by intentionally violating a Key to Life, or violates the Code of Conduct. The parties met recently to discuss the new safety principles, and in particular, the limited role of discipline and the use of a behavior based approach. In the implementation of this new approach, the parties agree to the following as it relates to safety-related incidents. Non-disciplinary safety discussions are the preferred approach to learn from an incident and develop positive approaches for eliminating similar incidents. These one-on-one discussions are opportunities for open and honest discussion of safety incidents with a focus on understanding and learning. Safety discussions are not considered as discipline or coaching and counselings under the Positive Discipline Agreement. The parties agree that discipline for safety-related incidents will only be considered when an employee acts in a reckless manner, demonstrates a pattern of carelessness or non-compliance, puts themselves, their co-workers or the public at risk by intentionally violating a Key to Life, or violates the Code of Conduct. Although there will be significantly less disciplinary action issued with this approach, the Union recognizes the Company’s right to issue discipline and discharge for safety related incidents on the basis set forth above. The Union reserves the right to grieve any discipline or demotion. The parties agree to review open grievances involving safety related discipline issued to current employees prior to the implementation of the safety principles. Where it is determined that the discipline is inconsistent with the new safety principles, the discipline will be adjusted and the grievance will be closed on a non-precedential basis without prejudice. During the 2011-2012 General Negotiations, the parties agreed to explore modification of the application of Positive Discipline to safety incidents. The new approach implemented by the Company, along with the understandings reached in this letter agreement fulfills the parties’ intent to reduce the use of discipline while holding accountable employees with poor safety records. With this modified approach, the parties also agree to cancel Letter Agreement 10-36. Either party may cancel this agreement by providing the other party 30 days written notice. If you are in accord with the foregoing and agree thereto, please so indicate in the space provided below and return one executed copy of this letter to the Company. Very truly yours, PACIFIC GAS & ELECTRIC COMPANY By: s/Xxxxxxx X. Xxxxxxx Xxxxxxx X. Xxxxxxx Director and Chief Negotiator The Union is in accord with the foregoing and agrees thereto as of the date hereof. LOCAL UNION NO. 1245, INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO February 14 , 2013 By: s/Xxx Xxxxxxx Xxx Xxxxxxx Business Manager