Role of Unsatisfactory Performance Review Committee Sample Clauses

Role of Unsatisfactory Performance Review Committee. A Committee established in accordance with subclause 14.2.2 shall consider the report of unsatisfactory performance by: providing an opportunity for the academic to be interviewed by it and ensure that he/she has adequate opportunity to answer any allegation(s) of unsatisfactory performance. The Committee may take into account such further materials as it believes appropriate to substantiate or otherwise the facts in dispute; interviewing any person or seeking further material that it requires to establish the merits or facts of the particular case; allowing the academic to be assisted or represented by an agent of his/her choice who is an academic of the University (but not if such a person is a currently practicing solicitor or barrister), or by an officer or employee of the Union; conducting all interviews in the presence of the academic, the academic's advocate where the academic is represented, and the University’s advocate; conducting proceedings as expeditiously as possible so as to comply with the requirements of subclause 14.2.1 and with the need for fairness; conducting proceedings in camera unless otherwise agreed by the academic and the University; ensuring that the academic or his/her representative and the University’s advocate have the right to ask questions of interviewees, and to make submissions. The academic shall have the right to present and challenge evidence; and keeping a taped record of the proceedings (but not its own deliberations), which shall be available on request to either party.
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Related to Role of Unsatisfactory Performance Review Committee

  • Employee Performance Review When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read. An employee shall be entitled to a minimum of two (2) work days to review the performance review prior to providing any response to the Employer, verbally or in writing, with respect to the evaluation.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 39.01 For the purpose of this Article,

  • 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 Management 17.1 The Contractor will appoint a suitable Account Manager to liaise with the Authority’s Strategic Contract Manager. Any/all changes to the terms and conditions of the Agreement will be agreed in writing between the Authority’s Strategic Contract Manager and the Contractor’s appointed representative.

  • PERFORMANCE MANAGEMENT SYSTEM 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the Employer, management and municipal staff of the Employer.

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.

  • Staffing Committee A. Responsibilities. The Nurse Staffing Committee (“NSC”) shall be responsible for determining the Institute’s staffing plan and resolving complaints raised by nurses regarding the implementation of the plan as well as those activities required of it under RCW 70.41, et seq and its successors.

  • SCHEDULE FOR PERFORMANCE REVIEWS 8.1 The performance of each Employee in relation to his/her performance agreement shall be reviewed on the following dates with the understanding that reviews in the first and third quarter may be verbal if performance is satisfactory:

  • 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.

  • Review Committee A Student may ask that the decision of the Housing Director or designee to deny the cancellation be reviewed. The review will be conducted by a committee consisting of University officials.

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