Unsatisfactory Performance Sample Clauses

Unsatisfactory Performance. All work performed by the Contractor is expected to be done in the most expeditious and professional manner as specified in Section 5 of this document, while also complying with the workmanlike standard clause contained at Section 5.4.1.
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Unsatisfactory Performance. The PERFORMING PARTY’s performance was not acceptable, even after attempts to correct deficiencies.
Unsatisfactory Performance. Failure to perform the work in accordance with the terms of the award and maintain at least a satisfactory performance rating may result in designation of the Recipient as high risk and the assignment of special award conditions. Further action may be required as specified in the standard term and condition entitled “Remedies for Noncompliance.” Failure to comply with the award provisions may result in a negative impact on future NRC funding. In addition, the Grants Officer may withhold payments; change the method of payment from advance to reimbursement; impose special award conditions; suspend or terminate the grant.
Unsatisfactory Performance. 13.1 Where in the reasonable opinion of the Authority the Contractor has failed to: 13.1.1 comply with any of the warranties in Condition 7; 13.1.2 fulfil his obligations under the Reports and Intellectual Property Schedules; or 13.1.3 progress the Project in accordance with the Specification the Authority may give the Contractor a notice specifying the way in which his performance falls short of the requirements of the Contract, or is otherwise unsatisfactory. 13.2 Where the Contractor has been notified of a failure in accordance with Condition 13.1 the Authority may: (a) direct the Contractor, to remedy the failure at his own expense within such time as may be specified by the Authority; and/or (b) withhold or reduce payments to the Contractor, in such an amount as the Authority reasonably deems appropriate in each particular case. 13.3 If, having been notified of any failure, the Contractor fails to remedy it in accordance with Condition 13.2, the Authority may treat the continuing failure as a material breach of the Agreement.
Unsatisfactory Performance. Suspension or dismissal of a regular employee for unsatisfactory performance can be justified only when adequate alerting and guidance to the necessary improvement have failed to result in a satisfactory level of service.
Unsatisfactory Performance. Should ongoing performance concerns continue despite the Constructive Performance Assistance process, such that the Xxxx determines a Member’s performance is unsatisfactory, the Xxxx may provide the Member with a letter setting out minimum performance expectations, time frames to meet these expectations and consequences if the Member fails to do so in accordance with Article 31 (Discipline).
Unsatisfactory Performance. If the teaching, counseling or librarian performance of an adjunct entitled to a good faith offer is deemed unsatisfactory or inadequate by the appropriate Xxxx, that Xxxx will meet with the adjunct to discuss their performance. The Union shall be notified of such meetings in a timely manner and the subject of such meetings. If an administrator or designee other than a Xxxx or Associate Xxxx believes that the adjunct’s performance is unsatisfactory based on a classroom observation or counselor/librarian observation, the Xxxx or Associate Xxxx must observe the adjunct prior to delivering the unsatisfactory evaluation. (In the case of librarians and counselors, the Xxxx or Executive Director must observe the adjunct before delivering an unsatisfactory evaluation.) The parties acknowledge, however, that the College may use information other than classroom/counselor/librarian observations by a Xxxx or Associate Xxxx (or a Xxxx or Executive Director in the case of librarians and counselors) for determining an adjunct’s performance has been unsatisfactory and for placing the adjunct on remediation. Observations, assessments or any other evaluative materials conducted or produced by mentors shall not be used in the formal evaluation or remediation process and shall not be placed in the personnel file. Mentors shall not be part of the formal evaluation or remediation process. If during the next semester the adjunct teaches/counsels/provides librarian services following such notification, in the sole opinion of the Xxxx, the adjunct’s performance has not improved sufficiently the adjunct thereafter shall not be granted an assignment at the College. If, in the sole opinion of the Xxxx, the adjunct’s performance has improved sufficiently, then the adjunct will be granted assignments in the usual and customary manner and the adjunct’s Good Faith Status will remain unaffected. The Union may grieve a failure to follow the process or procedures set forth above, but may not grieve the decision not to reemploy or the determination by a Xxxx or the College that the performance of the adjunct warrants being placed on this remediation process or terminated or not reemployed.
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Unsatisfactory Performance. Two consecutive Unsatisfactory annual OCIES evaluations, two Unsatisfactory annual OCIES evaluations within a three-year period, or three consecutive annual OCIES evaluations of Needs Improvement or a combination of Needs Improvement and Unsatisfactory.
Unsatisfactory Performance. In the event an employee is demoted to a position in a lower pay grade, as the result of inability to perform satisfactorily in the higher grade, or is reassigned to a position in a lower pay grade at his/her own request, he/she shall be placed on a step within the lower pay grade determined by the years of creditable service within the system.
Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto improve. Upon request, the employee shall be entitled to have a representative at theconference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration of such plan, the areas of performance wherethe employee shall be required to improve, the performance expectations to be achievedand, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor shall meet periodically with the employee, but at least twice amonth, and provide the employee with written and verbal feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriate.
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