Non-Disciplinary Coaching Sample Clauses

Non-Disciplinary Coaching. The Employer encourages the concept of non-disciplinary coaching. Coaching will be given verbally and/or in writing to clarify expectations and provide guidance to assist the employee in addressing performance concerns. A coaching letter may be followed up by a written “Letter of Expectation”. It is agreed that any written record regarding coaching will be removed from all employee’s files after one (1) year. It shall be the responsibility of the employee to request the removal of the letters by an email to the Employee Relations Manager.
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Non-Disciplinary Coaching. Coaching will be given verbally and/or in writing to clarify expectations and provide guidance to assist the employee in addressing performance concerns. A reasonable timeframe will be given to the employee to correct the poor performance and appropriate follow up on progress will be provided. Written coaching will be removed from the employee's file after twelve (12) credit units or eighteen (18) months, whichever comes first.
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Non-Disciplinary Coaching. Coaching will be given verbally and/or in writing by the Department Head to clarify expectations and provide guidance to assist the Sessional Academic Staff Member in addressing performance concerns. A reasonable timeframe will be given to the sessional academic staff member to correct the poor performance and appropriate follow up on progress will be provided. Written coaching will be removed from the Sessional Academic Staff Member’s official file following completion of two (2) non-concurrent contracts. If the performance concern has not been addressed within a reasonable time following the non-disciplinary coaching, either a Sessional Academic Staff Member or the University may request a Teaching Assessment as outlined in Article 20 – Teaching Reviews and Assessments. If the Teaching Assessment finds that the area of concern has been resolved, the Sessional Academic Staff Member will receive written notification that no further action is required. This notification will included in the Sessional Academic Staff Member’s official file. If the Teaching Assessment determines that the area of concern has not been resolved, the Department Head may recommend to the Vice-President Academic that disciplinary action is required.
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Non-Disciplinary Coaching. It is LP’s hope that performance problems can be addressed without formal discipline. Supervisors are expected to provide feedback to employees during standing supervision meetings and may provide additional feedback, guidance, and coaching through separate conversations and written materials as needed. Supervisors may decide to call a course correction meeting to provide more formalized feedback. The course correction meeting is not disciplinary. It is a more formalized discussion between the supervisor and employee (which may be conducted in person, telephonically, or through other electronic conferencing). The supervisor will provide the employee advance notice, in writing, that they would like to schedule a course correction meeting. The course correction meeting is designed to identify problems and discuss solutions. Specifically, the supervisor and employee will:
Sample 1
Non-Disciplinary Coaching. It is CPD’s hope that problems of performance, conduct, or behavior can be addressed without formal discipline. Supervisors are expected to provide feedback to employees during standing supervision meetings and may provide additional feedback, guidance, and coaching through separate conversations and written materials, including performance improvement plans, as needed. The supervisor may decide to call a course correction meeting to provide more formalized feedback. The course correction meeting is not disciplinary. It is a more formalized discussion between the supervisor and employee (which may be conducted in person, telephonically, or through other electronic conferencing). The supervisor will provide the employee advanced notice, in writing, that they would like to schedule a course correction meeting. The course correction meeting is designed to identify problems and discuss solutions. Specifically, the supervisor and employee will:
Sample 1
Non-Disciplinary Coaching. It is AV’s hope that problems of performance, conduct, or behavior can be addressed without formal discipline. Supervisors are expected to provide feedback to employees during standing supervision meetings and may provide additional feedback, guidance, and coaching through separate conversations and written materials, including performance improvement plans, as needed. The supervisor may decide to call a course correction meeting to provide more formalized feedback. A meeting designated as a course correction meeting is not disciplinary. It is a more formalized discussion between the supervisor and employee (which may be conducted in person, telephonically, or through other electronic conferencing). The supervisor will provide the employee advanced notice, in writing, that they would like to schedule a course correction meeting. The course correction meeting is designed to identify problems and discuss solutions. Specifically, the supervisor and employee will:
Sample 1

Related to Non-Disciplinary Coaching

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Employer Grievances Port grievances will be initiated at Step 2.

  • School discipline The Parents accept the authority of the Headmaster and of other members of staff on the Headmaster's behalf to take all reasonable disciplinary or preventative action necessary to safeguard and promote the welfare of the Pupil and the School community as a whole. The School's policies on behaviour and discipline current at the time and published on the School website apply to all pupils at the School and at all times when the Pupil is in or at school, (including when engaged in online or remote learning), representing the School or wearing School uniform, travelling to or from School, on School-organised trips or associated with the School at any time. The policies shall also apply at all times and places in circumstances where failing to apply this policy may affect the health, safety or wellbeing of a member of the School community or a member of the public, have repercussions for the orderly running of the School or bring the School into disrepute.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • DISCIPLINE OF TEACHERS A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers.

  • TEACHING HOURS AND TEACHING LOAD A. As professionals, teachers are expected to devote to their assignments the time necessary to meet their responsibilities, but they shall not be required to “clock in or clock out” by hours and minutes. Teachers shall indicate their presence for duty by placing their signature and time in the proper column of the faculty “sign-in” roster.

  • Teaching Load Full teaching assignments shall normally include 12 course credit hours of scheduled teaching per academic quarter. A reassignment of duty, for the equivalent of 3 or 4 credit course, shall be provided during one term of the first academic year to all newly hired tenure track faculty to further their teaching, scholarship and service and to encourage faculty retention. Wherever possible the University will endeavor to arrange teaching schedules that avoid excessive numbers of preparations and recognize evening and/or off-campus assignments. Class sizes will be established and monitored by the appropriate academic xxxx in consultation with division chairs and affected faculty each term. The following equivalencies will be used in determining teaching assignments:

  • DISCIPLINE OF EMPLOYEES Section 1. Any action or behavior which reflects discredit upon the City or is a direct hindrance to the effective performance of the City's municipal governmental and proprietary functions may be considered good cause for disciplinary action against an employee and such actions or behavior which may be considered good cause for disciplinary action shall include, but not be limited to the following:

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