Employee Performance Process Clause Samples
The Employee Performance Process clause outlines the procedures and standards for evaluating an employee's job performance within an organization. Typically, this clause details the frequency of performance reviews, the criteria used for assessment, and the steps involved in providing feedback or addressing underperformance, such as setting improvement plans or follow-up evaluations. Its core function is to ensure a structured and transparent approach to managing employee performance, promoting accountability, and supporting both employee development and organizational goals.
Employee Performance Process. The Union and the Company agree that many factors 27 contribute to performance. The Company will establish, modify and continuously improve the 28 employee performance and evaluation process. The process will provide a documented means for the 29 employee and the manager to assess performance and an option to build Individual Development Plans 30 (IDP). The Union and the Company will discuss and the Company will consider in good faith any 31 changes to the current process. 32
Employee Performance Process. The Union and the Company agree that many factors contribute to performance. The Company will establish, modify and continuously improve the employee performance and evaluation process (the “Performance Management Process”). The process will provide a documented means for the engineer and the manager to assess performance and an option to build an Individual Development Plan (IDP) for the purpose of growth. The Company will provide notice to the Union of any changes to the PM Process before implementation. Any such changes will be fully communicated to the engineers prior to the beginning of the Performance Management cycle each year. No changes to the process will be permitted after the Define session each year without mutual consent of both parties. The Union and the Company will discuss and the Company will consider in good faith any changes to the current process.
(a) Both the engineer and the manager are responsible for the completion of this process annually. A dated copy of the completed define session document and final review documents shall be placed in the engineer’s Personnel file. During the define session, Management and the engineer will, at a minimum, discuss and set performance objectives required to Meet Expectations, and which align with the Department, Business Segment, and Enterprise goals. The engineer and the manager are also encouraged to discuss and establish targets that go beyond meeting expectation.
Employee Performance Process. The Union and the Company agree that many factors 31 contribute to performance. The Company will establish, modify and continuously improve the employee 32 performance and evaluation process. The process will provide a documented means for the employee 33 and the manager to assess performance and an option to build Employee Improvement Action Plans (ref 34 Article 7.10(b)). The Union and the Company will discuss and the Company will consider in good faith 35 any changes to the current process. 36
4.1(a) Both the employee and the manager are responsible for the completion of this process 38 annually. A copy of the completed final review shall be placed in the employee’s Personnel file. 39 40
4.1 (b) It is expected that occasional disagreement over Performance Evaluation content will be 41 resolved at the lowest possible level. A skip-level manager may be involved in the process for this 42 purpose. However, in those few instances where such resolution is not possible, the Union may 43 involve the Human Resource Director (or designee). 44 45
Employee Performance Process. The Union and the Company agree that many factors contribute to performance. The Company will establish, modify and continuously improve the employee performance and evaluation process. The process will provide a documented means for the employee and the manager to assess performance and an option to build Employee Improvement Action Plans (ref Artica Performance Improvement Planle 7.10(b)). The Union and the Company will discuss and the Company will consider in good faith any changes to the current process.
4.1(a) Both the employee and the manager are responsible for the completion of this process annually. A copy of the completed final review shall be placed in the employee’s Personnel file.
4.1 (b) It is expected that occasional disagreement over Performance Evaluation content will be resolved at the lowest possible level. A skip-level manager may be involved in the process for this purpose. However, in those few instances where such resolution is not possible, the Union may involve the Human Resource Director (or designee).