Common use of Standard Features Clause in Contracts

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 33 TEMPORARY EMPLOYEES Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement on promotion criteria consistent with the PIP; PIP;‌ • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Temporary Employees Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: •  based on a developmental plan to an end position; •  based on the expectation that normally employees in PIP jobs will reach the end position; •  a sunset clause; •  joint Society-Management Agreement on promotion criteria consistent with the PIP; •  promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; •  targeted to have sufficient staff in the higher level positions for unit viability; •  specification of the normal expected time period an employee should take to progress through the various stages of the PIP; •  provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s individual‟s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES 33 Temporary Employees Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Temporary Employees Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Agreement agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES 33 Temporary Employees Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The the Society's Agreementagreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: •  based on a developmental plan to an end position; •  based on the expectation that normally employees in PIP jobs will reach the end position; •  a sunset clause; •  joint Society-Management Society‐Management Agreement on promotion criteria consistent with the PIP; •  promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; •  targeted to have sufficient staff in the higher level positions for unit viability; •  specification of the normal expected time period an employee should take to progress through the various stages of the PIP; •  provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Intent: Temporary employees are employees hired for short-term short‐term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.

Standard Features. All PIPs must have the following features: • based on a developmental plan to an end position; • based on the expectation that normally employees in PIP jobs will reach the end position; • a sunset clause; • joint Society-Management Society‐Management Agreement on promotion criteria consistent with the PIP; • promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual’s performance standing, then the promotion should be implemented; • targeted to have sufficient staff in the higher level positions for unit viability; • specification of the normal expected time period an employee should take to progress through the various stages of the PIP; • provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame. 34 TEMPORARY EMPLOYEES Temporary Employees Intent: Temporary employees are employees hired for short-term short‐term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's Agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.