Work Assignments/Performance. A. An employee on a telework agreement will have their work and conduct evaluated the same as employees at the traditional worksite.
B. If management determines at any time during the evaluation year that an employee’s performance has diminished, and a continued decline could result in an annual performance rating of Unsuccessful (fails to meet expectations), management will give notice to the employee of the performance deficiency, counsel the employee, and give the employee an adequate opportunity to improve. If the employee does not improve after notice, counseling, and an adequate opportunity to improve, it may be grounds for temporarily rescinding an employee’s telework agreement. In such cases, the employee will be notified of the deficiencies determined by management and provided instruction on what conditions need to be met to have their telework agreement re-evaluated.
C. If the employee’s performance fails to improve, they will be evaluated pursuant to the procedures set forth in Article 19: Employee Proficiency Review and their telework agreement will remain rescinded.
Work Assignments/Performance. Employee agrees to complete all assigned work according to procedures agreed upon by the Employee and the Supervisor. Employee agrees to provide regular reports if required by the Supervisor to help judge performance. The Employee understands that a decline in performance or any other reason or no reason may be grounds for canceling the alternative workplace arrangement.
Work Assignments/Performance. The employee agrees to complete all assigned work according to procedures established by the supervisor. The employee may be required to attend meetings, conferences, training or otherwise report to the traditional office on day or hours normally scheduled as the alternative worksite. The employee will meet with the supervisor to receive assignments and review completed work as necessary and appropriate. The employee’s performance will be evaluated against standards contained in the employee’s performance plan. Management and the employee understand there will be no distinction in the performance standards for teleworkers and non-teleworkers. Teleworkers and non-teleworkers will be treated equally for purposes of periodic appraisals of job performance, training, rewarding, reassigning, promoting, reduction in grade, retaining, and removal, work requirements, and acts involving managerial discretion.
Work Assignments/Performance. The employee agrees to complete all assigned work according to procedures mutually agreed upon by the employee and the supervisor. The employee’s performance will be evaluated against standards contained in the employee’s performance plan.
Work Assignments/Performance. 1. The employee’s performance will be evaluated against standards contained in the employee’s performance plan. Management and the employee understand there will be no distinction in the performance standards for remote workers, teleworkers, non- teleworkers, and non-remote workers.
2. The use and availability of technology, equipment, and data will be governed by Agency policy where not in conflict with this Agreement and Article 26 of the parties’ current and successor CBA. Agency equipment issued to remote workers is for official use, and the Employer is responsible for its repair and maintenance. Employees are responsible for maintaining and repairing personally owned equipment. The Employer will make available necessary office supplies.
Work Assignments/Performance. The employee agrees to complete all assigned work according to procedures established by the supervisor. The employee may be required to attend meetings, conferences, training or otherwise report to the traditional office on day or hours normally scheduled as the alternative worksite. The employee will meet with the supervisor to receive assignments and review completed work as necessary and appropriate. The employee’s performance will be evaluated against standards contained in the employee’s performance plan. Management and the employee understand there will be no distinction in the performance standards * Managers and employees should refer to their collective bargaining unit agreement for additional obligations. (continued on next page) for teleworkers and non-teleworkers. Teleworkers and non-teleworkers will be treated equally for purposes of periodic appraisals of job performance, training, rewarding, reassigning, promoting, reduction in grade, retaining, and removal, work requirements, and acts involving managerial discretion.
