Remedying Staff Performance Issues. Powersolv has in place streamlined remediation process, tools and templates for issues related to our consultants. Our remediation process targets to get the communication right with our consultants, focus on positive behaviors and outcomes, anticipate problems, take a positive, problem-solving approach, and recommend solutions to promote and maintain job efficiency. Below is a list of some of the common personnel issues that require attention and prompt remedial action: • Major Injury, Illness, or Other Physical Condition Associative with Consultants • Consultants Low Job Satisfaction • Job Mismatch • Unqualified for the Position • Non-Productive Consultant • Unable to fully Perform the Job Duties due to Full or Partial Incapacity or Extraordinary Personal Circumstances • Disruptive Nature • Committed a Major Infraction(s) of Law, Agency, or Contract Requirements. • Pregnant Consultants • Relocation of Partner or Spouse • Poor Ineffective Leadership or Management • Conflicts with Company Mission, Values or Managers Information Technology Staff Augmentation Services Contract No. 80101507-SA-19-1 CONTRACT EXHIBIT A STATEMENT OF WORK
Remedying Staff Performance Issues. In the event that a client makes a complaint about a consultant or the quality of consulting service provided, we will first establish a direct line of communication between the principal management at Creative Consulting Company and the client management. The client will have our full attention and we emphasize to them that we will do everything in our power to resolve the situation. We take all issues seriously and will respectfully address the client. We believe that if the client felt the need to reach out to us to remedy the issue, the situation demands immediate attention. We will respond as professionally and promptly as possible to fix the issue. Problems brought to us in the past by our clients typically fall into the following five categories:
Remedying Staff Performance Issues. Synergy Software expects all employees to show competence, care, good faith and compliance with company and client policies and procedures. Therefore, we routinely monitor the performance of all their employees in additional to yearly or end of project review. We maintain constant dialogue with client manager regarding quality of their work and deadlines. When an employee’s work performance does not meet a satisfactory standard the process of closely monitoring the employee is initiated. The employee is then interviewed to understand the cause and reiterate performance expectations. This may result in workable solutions with coaching, counseling or training. If after a reasonable amount of time it appears that the employee has reached the agreed and acceptable expectations, then the process will come to an end. If the problem persists, the employee with client consent is replaced with similar or better talent. The customer is made aware of all unforeseen and unacceptable situations. In 0000 Xxxxxxx Xxxx Xxxxx, Jacksonville FL 32256 Phone: 000-0000000, 000-0000000 Fax: 000-0000000 Email: xxxx@xxxxxxxxxx.xxx any event, unless the matter is of a serious nature, all performance issues are addressed with systematic approach in thoroughly and justly manner.
Remedying Staff Performance Issues. Based on multiple years of experience, Xxxxx has developed methodologies to avoid and resolve any staff performance issues promptly. Some examples include: Conflict Resolution: Xxxxx has effectively worked on scope creep conflict situation while working on the Infopro project. Over the first 2-month period, the client has asked for multiple changes, which were increasing the scope of the project significantly. Xxxxx has identified challenges as soon as they arise; approach the problem like we and the client are on the same team; and, work together with the client for a solution. Identifying conflicts when (even before) they arise and respectfully trying to understand the source from the client’s perspective can lead to stronger, more honest relationships and this has actually helped in repeat business for Xxxxx. Personnel Management: Kyzen adheres to stringent guidelines and policies with regards to personnel management. In certain situations where the right people are not working on the right assignment, Xxxxx reviews the reasons for mis-match like lack of skill on the job, misplacement, lack of job structure, inadequate supervision, emotional immaturity etc. On one of the staff augmentation assignments, there was a need to add an additional resource to ensure that the project was implemented on time. The client was very happy with the proactive steps taken by Xxxxx to help avoid any possible issues or loss of time.
Remedying Staff Performance Issues. If there is a performance issue that needs to be remedied, Tal Search Group will meet with the client to understand the performance issue and at the client’s direction, either remove the consultant from the project and provide a backfill or create a documented Performance Action Plan. The Performance Action Plan will include expectations and the issues that need to be resolved along with an outlined probationary period. Tal Search Group will collaborate with the client manager to come up with an appropriate probationary period that will end in an evaluation meeting. If at the end of the evaluation meeting there has been no resolution to the performance issues, Xxx Search Group will remove the consultant from the project, and if requested, provide a backfill to replace the consultant.
