Work Planning and Workload. By the end of the employee’s probationary period, and on at least a bi-annual basis, the employee and his/her supervisor shall create and/or revise a workplan for the employee based on the employee’s job description, team goals, and mutually agreed upon professional development goals, and including clear benchmarks. Regular check-in meetings shall be held between supervisors and employees, at a mutually agreeable and pre-scheduled time. Biannually, or upon request by the employee, supervision meetings shall be used to assess the employee’s work plans against his/her job description and team goals.
Work Planning and Workload a. On at least a quarterly basis, during regular supervision checkins, the employee and their supervisor shall create and/or revise a workplan for the employee, reflecting the employee's job description, organizational goals, team goals, and other clear benchmarks. The meeting may be used to assess the employee's current workplan against their job description, especially in regard to the estimated versus actual percentage of time spent on defined work areas. Adjustments may be made to update the job description to reflect any changes to the employee's role and responsibilities and/or to shift projects in order to achieve a more sustainable workload.
Work Planning and Workload. By the end of the employee’s first month of employment, the employee and their supervisor shall create and/or revise a work plan for the employee, reflecting the employee’s job description, team goals, and mutually agreed-upon professional development goals, and including clear benchmarks. Effective January 1, 2021, semiannually department directors will ensure that the job descriptions and work plans of employees in their departments are reviewed, in consultation with the employee, the process for which will include a meeting with the employee and their direct supervisors. Department directors may join that meeting. Written record of semi-annual assessment meetings will be available for review within fifteen (15) working days of said assessment. Records of assessment meetings will include the following: current work plans, team goals, professional development goals, and up to date job descriptions. Employees who believe that their job descriptions do not reflect the work they are doing, that their categories do not reflect their job descriptions, or that their work plans are not current, should request to discuss with their supervisors or HR, and may do so any time throughout the year. The employee may invite a Guild representative to join a meeting to review if they so choose. Supervision meetings may be regularly used to discuss progress on work plans and workload, and in particular, employees are encouraged to use a check-in meeting during the beginning of the second and fourth quarters of every year for such discussion. If an employee’s work plan or workload is directly impacted by a vacancy of a member of their team and the vacancy is more than thirty (30) working days, the department director will ensure that there is a vacancy plan that addresses the distribution of the work of the vacated position. In cases where that plan requires adjustment of an employee’s work plan or responsibility, those adjustments will be explicitly addressed with the employee. As provided in Article 23, Section 7, bonus pay may be possible if an employee has temporarily taken on a role for an extended period of time that would be more highly compensated according to the pay scale as if it was a permanent change. While the supervisor should be an employee’s first point of contact for workload issues, employees may also discuss their concerns with a Guild representative, Chief of Staff, or Director of HR at any time. If deemed necessary, the Guild representative may choose ...
Work Planning and Workload. Employees who believe that their job descriptions do not reflect the work they are doing, that their categories do not reflect their job descriptions, or that their work plans are not current, should request to discuss with their supervisors or HR, and may do so any time throughout the year. The employee may invite a shop xxxxxxx to join a meeting to review if they so choose. If a shop xxxxxxx is requested but not available, the meeting will be postponed until a shop xxxxxxx can be present. Supervision meetings may be regularly used to discuss progress on work plans and workload, and in particular, employees are encouraged to use a check-in meeting during the second and fourth quarters of every year for such discussion. If an employee’s work plan or workload is directly impacted by a vacancy of a member of their team and the vacancy is more than thirty (30) business days, the department director will ensure that there is a vacancy plan that addresses the distribution of the work of the vacated position, incorporating impacted employees’ input. In cases where that plan requires adjustment of an employee’s work plan or responsibility, those adjustments will be explicitly addressed with the employee. While the supervisor should be an employee’s first point of contact for workload issues, employees may also discuss their concerns with a shop xxxxxxx, Guild representative, Vice President, or Director of HR at any time. If deemed necessary, the shop xxxxxxx may choose to approach the department director or Director of Administration to share workload concerns raised by an employee that have not been satisfactorily addressed by the supervisor.
