Unsatisfactory Performance Procedures Sample Clauses

Unsatisfactory Performance Procedures. 4.9.3.1 If, at the end of the specified review period referred to in sub-clause 4. 9.2.1 the staff member’s performance has not improved to the required standard, the supervisor will submit a report to this effect to relevant Member of the Executive for consideration and, at the same time, provide a copy to the staff member. 4.9.3.2 The staff member will be advised that within ten (10) working days of receiving a copy of the report, the staff member must submit to the Member of the Executive a written response to the report. The staff member will also be advised in writing that if they fail to submit a response, the Vice-Chancellor may determine that the staff member’s performance has been unsatisfactory, and take disciplinary action as defined in sub-clause 1.3 (viii) of this Agreement. 4.9.3.3 The Member of the Executive will consider the report and the response provided by the staff member and consult with the supervisor and the Director Human Resources (or nominee) as appropriate. 4.9.3.4 Following consideration in 4.9.3.3 the relevant Member of the Executive will provide the Member of the Senior Executive with a copy of the report and the written response. The Member of the Senior Executive will need to be satisfied that: (i) appropriate steps have been taken to bring the unsatisfactory nature of performance to the staff member's attention; (ii) an adequate opportunity to respond was given; (iii) any response was taken into account; and, (iv) a reasonable opportunity has been afforded to remedy the performance problem. 4.9.3.5 The relevant Member of the Senior Executive may then decide to: (i) take no further action and advise the staff member accordingly; (ii) refer the matter back to the Member of the Executive or the supervisor to ensure that the steps referred to in clause 4.9. 2.1 are complied with in substance and in a manner appropriate to the circumstances; or, (iii) recommend to the Vice-Chancellor that disciplinary action be taken. 4.9.3.6 Before deciding to take disciplinary action the Vice-Chancellor will have regard to the supervisor’s report and the response from the staff member (if received). The Vice- Chancellor’s decision will be made on the basis of information provided to the staff member and their response. 4.9.3.7 In circumstances where the Vice-Chancellor decides to terminate the staff member’s employment for cause based on unsatisfactory performance, the Vice-Chancellor will provide the staff member with the opportunity to put ...
Sample 1
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Unsatisfactory Performance Procedures. 4.9.3.1 If, at the end of the specified review period referred to in sub-clause 4. 9.2.1 the staff member’s performance has not improved to the required standard, the supervisor will submit a report to this effect to relevant Member of the Executive for consideration and, at the same time, provide a copy to the staff member. 4.9.3.2 The staff member will be advised that within ten (10) working days of receiving a copy of the report, the staff member must submit to the Member of the Executive a written response to the report. The staff member will also be advised in writing that if they fail to submit a response, the Vice-Chancellor and President may determine that the staff member’s performance has been unsatisfactory, and take disciplinary action as defined in sub-clause 1.3 (viii) of this Agreement. 4.9.3.3 The Member of the Executive will consider the report and the response provided by the staff member and consult with the supervisor and the Director Human Resources (or nominee) as appropriate.
Sample 1
Unsatisfactory Performance Procedures. The parties acknowledge that the purpose of implementing unsatisfactory performance procedures is to improve an employee’s performance to a satisfactory level. The parties are committed to the process being completed as early as possible within a maximum thirteen week period however it is recognised that circumstances may arise where this timeframe is not achievable.
Sample 1
Unsatisfactory Performance Procedures. The first principle is that a supervisor must make every effort to resolve instances of unsatisfactory performance through guidance, counselling and appropriate staff development, or appropriate work allocation, before a possible report to the Delegated Officer or nominee. Such counselling may be in the form of an improvement plan developed at the point where under-performance has been identified through the performance management and development process. At the request of the staff member, a supervisor must consult with colleagues in the organisational unit before making a formal report to the Delegated Officer. The first step in the procedure is as follows: where a supervisor is of the view that the performance of a staff member is unsatisfactory, the supervisor will first counsel the staff member on the nature of the improvement required and the time within which reasonable improvement can be expected; if the supervisor believes it appropriate, he or she will direct the staff member to undertake a course of professional development or other appropriate program(s) designed to assist in improving performance; a record of the counsel given will be kept and a copy supplied to the staff member concerned. Where a supervisor believes that counselling has not produced the desired improvements in performance, the supervisor will make a formal report to the Delegated Officer that the performance of the staff member is unsatisfactory. Such a report will state clearly the aspects of performance seen as unsatisfactory and record the attempts to remedy the problem. The supervisor will provide the staff member with a copy of the report at the time it is submitted. The staff member will be entitled to ten working days to submit to the Delegated Officer a written response to the supervisor’s report. Upon receipt of the supervisor’s report and any written response from the staff member, the Delegated Officer will first satisfy himself or herself that: appropriate steps have been taken to bring the unsatisfactory nature of performance to the staff member’s attention; and an adequate opportunity to respond was given; and a reasonable opportunity has been afforded to remedy the performance problem; and there has been appropriate consultation with the staff member’s colleagues by the supervisor. The Delegated Officer may then decide to: take no further action; or refer the matter back to the supervisor to ensure that the steps referred to in sub- clause 0 are complied with; ...
Sample 1

Related to Unsatisfactory Performance Procedures

  • 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.

  • Satisfactory Performance Subject to the provisions of the Payment Security Requirements Section above, the Payment Security will be returned within ninety (90) days following the expiration of the Term of this Agreement, subject to the satisfactory performance by Company of all terms, conditions, and covenants contained herein.

  • Reviewing Contract Performance The Contractor shall work with the Authority to establish and maintain an effective and beneficial working relationship to ensure the Contract is delivered to at least the minimum required standard as specified in the Schedule (The Services).

  • Good Faith Performance Each Party shall act in good faith in its performance under this Agreement and, in each case in which a Party’s consent or agreement is required or requested hereunder, such Party shall not unreasonably withhold or delay such consent or agreement.

  • Excuse for Nonperformance or Delayed Performance Except with respect to defaults of subcontractors, Contractor/Vendor shall not be in default by reason of any failure in performance of this contract in accordance with its terms (including any failure by Contractor/Vendor to make progress in the prosecution of the work hereunder which endangers such performance) if Contractor/Vendor has notified the Commission or designee within 15 days after the cause of the delay and the failure arises out of causes such as: acts of God; acts of the public enemy; acts of the State and any other governmental entity in its sovereign or contractual capacity; fires; floods; epidemics; quarantine restrictions; strikes or other labor disputes; freight embargoes; or unusually severe weather. If the failure to perform is caused by the failure of a subcontractor to perform or to make progress, and if such failure arises out of causes similar to those set forth above, Contractor/Vendor shall not be deemed to be in default, unless the services to be furnished by the subcontractor were reasonably obtainable from other sources in sufficient time to permit Contractor to meet the contract requirements. Upon request of Contractor, the Commission or designee shall ascertain the facts and extent of such failure, and, if such officer determines that any failure to perform was occasioned by any one or more of the excusable causes, and that, but for the excusable cause, Contractor’s progress and performance would have met the terms of the contract, the delivery schedule shall be revised accordingly, subject to the rights of the State under the clause entitled (in fixed-price contracts, “Termination for Convenience,” in cost-reimbursement contracts, “Termination”). (As used in this Paragraph of this clause, the term “subcontractor” means subcontractor at any tier).

  • Substantial Performance This Contract shall be deemed to be substantially performed only when fully performed according to its terms and conditions and any written amendments or supplements.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.

  • Work Performance Xxxxxx agrees that all Services performed hereunder shall be performed on a best effort basis by employees, students, faculty, graduate assistants and staff having an appropriate experience and skill level and in compliance with the statement of work.

  • PERFORMANCE MANAGEMENT SYSTEM 6.1 The Performance Plan (Annexure A) to this Agreement sets out – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 The intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.12 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met and with due regard to ad-hoc tasks that had to be performed under the KPI, and the score of the employer will be given to and explained to the Employee during the assessment interview. 6.6.2 A rating on the five-point scale shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • 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.

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