Employee Performance Sample Clauses
The EMPLOYEE PERFORMANCE clause sets out the standards and expectations for an employee’s work output and conduct. It typically outlines the criteria by which performance will be measured, such as meeting specific goals, adhering to company policies, or maintaining a certain level of productivity. This clause serves to clearly communicate what is required of employees, providing a basis for performance reviews and potential disciplinary actions if standards are not met, thereby ensuring accountability and supporting organizational objectives.
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Employee Performance. An annual written evaluation of the employee's work performance will be provided by his/her immediate supervisor prior to May 15. The objective of the evaluation is to promote individual growth and development. The evaluation process shall provide an opportunity for the supervisor and the employee to exchange views and offer constructive suggestions for improving procedures in delivering quality services.
Employee Performance. SECTION 15.01:
Employee Performance. Where a question arises about an employee's performance and/or fit to role, the Employer may approach the Union about viable alternatives including, but not limited to, such things as re-training or job re-assignment.
Employee Performance. The CSU will make proposals to amend the employee performance evaluation process.
Employee Performance. A. Evaluation of employees is an administrative function. The District and Association will agree upon the form and procedure.
B. The employee’s Supervising Administrator shall evaluate each employee at the end of the employee’s first year. The results of each evaluation will be shared at a meeting scheduled with the employee. If the evaluation is satisfactory, the employee shall be evaluated every two
Employee Performance. Employee agrees to perform the duties assigned to Employee pursuant to this Agreement to the best of Employee’s ability and in a competent, efficient and satisfactory manner.
Employee Performance. Employee accepts employment with Company on the terms and conditions provided in this Agreement. Employee recognizes Employee owes to Company duties of loyalty, fidelity and obedience in all matters pertaining to such employment. Employee shall serve Company diligently and faithfully, shall timely perform all duties to the best of Employee’s ability and in compliance with Company’s reasonable standards of performance, and shall devote Employee’s time and best efforts to the conduct of Company’s business. Company acknowledges that from time to time persons in the High-Tech EMPLOYMENT, CONFIDENTIALITY AND NONCOMPETITION AGREEMENT 1 industry, in particular, but not limited to, the semiconductor, eCommerce, software and security, and in the real-estate industry, seek Employee’s advice or consultation. Provided that Employee does not disclose Confidential Information to such persons or intentionally act against Employer’s interests, the Executive may provide such advice or consultation if it does not materially interfere with Executive’s duties hereunder. Notwithstanding the foregoing, the parties of this Agreement recognize and agree that the Employee may engage in passive personal investments and other business activities which do not conflict, directly or indirectly, with the business affairs of the Company or interfere with Employee’s performance of Employee’s duties and responsibilities hereunder. In that regard, Employee may serve on the Board(s) of Directors or Management Board(s) of up to three (3) external companies of Employee’s choice, unless larger number is approved by the iTerra Board of Management, so long as service on any of such Boards simultaneously with Employee’s service for the Company does not conflict or interfere with performance of Employee’s duties and responsibilities hereunder.
Employee Performance. Will be based on previous disciplinary record or recognition for superior performance including awards and accolades. Weighting will be 10% of scale.
Employee Performance. (1) When a formal review of an employee’s performance is made, the employee concerned shall be given the opportunity to discuss then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article 35 to correct any alleged inaccuracies in his performance appraisal.
(2) The formal review of an employee’s performance shall also incorporate an opportunity for the em- ployee to state his career development goals and request any training, in-service training, re-training, or any facets of career development which may be available.
Employee Performance. A. Evaluation of employees is an administrative function. The form and procedure will be agreed upon by the District and Association.
B. Each employee shall be evaluated at the end of the employee’s first year by the employee’s Supervising Administrator. The results of each evaluation will be shared at a meeting scheduled with the employee. If the evaluation is satisfactory, the employee shall be evaluated every two (2) years thereafter.
C. When an employee receives a written evaluation which is unsatisfactory, the Administration may freeze that employee’s wage rate at the level received at the time of the evaluation and/or the employee will be on an Individual Development Plan.
D. When an employee receives an unsatisfactory evaluation, the employee shall be given a written notice of unsatisfactory performance/conduct. The employee will be given a reasonable opportunity, a minimum of thirty (30) working days, to correct such unsatisfactory performance/conduct unless such unsatisfactory performance/conduct would justify an immediate wage freeze or dismissal. The Administrator shall notify the employee that the employee should have Union representation present at the meeting.
X. Xxxxx to a wage freeze taking place, the employee shall meet with the Assistant Superintendent of Human Services to discuss the action to be taken. The employee may have Union representation at the meeting.
F. Within six (6) months after the unsatisfactory evaluation or wage freeze taking effect, an evaluation will be conducted of that employee. If this evaluation is satisfactory, the employee will be taken off the IDP and/or the wage freeze will be lifted and the employee will begin to receive the wage level which would have been received, if the wage freeze had not been implemented.
G. If the evaluation is unsatisfactory, then the wage freeze and Individual Development Plan could be extended an additional six (6) months, or more severe disciplinary action may take place, including discharge.
H. Just Cause: The Board shall not discharge, suspend, implement a wage rate freeze or otherwise discipline any employee without just cause. An employee found to have been discharged, suspended, had his/her wage rate frozen or otherwise disciplined without just cause shall be reinstated, paid any lost wages and benefits and otherwise made whole.