Support and Performance Management Sample Clauses

Support and Performance Management. The process and outcomes outlined in this section are not intended to be disciplinary in nature. They are separate and distinct from the procedures for disciplinary charges set forth in Section3, Disciplinary Action. The process outlined in this section is intended to be collaborative and may lead to a professional improvement plan where needed. If the matter is resolved to the satisfaction of the ▇▇▇▇/Supervisor and the faculty member, any documents relating to it will remain with the ▇▇▇▇/Supervisor. No records relating to the matter will be kept in the faculty member’s personnel file maintained by the College and/or Department. Academic issues concerning a faculty member’s teaching or pedagogical responsibilities (as set forth within Article XII – Faculty Responsibilities of this Collective Bargaining Agreement), will be addressed by the ▇▇▇▇/Supervisor who may consult with other senior administrators and Human Resources before meeting with the Member. The focus of the meeting will be restricted to the issue(s) under consideration and how it/they will be addressed. Such meetings must be supported by documented information provided to the faculty member. If the academic issue is the result of a complaint, the ▇▇▇▇/Supervisor will confirm the validity of the complaint or allegation made against the employee’s work performance before moving forward with any coaching or counseling. Information provided to faculty should include the identity of the complainant(s) and a written summary of the complaint. In the event of a valid complaint or unresolved issue, the following procedure for support and performance management will be followed: