Ongoing Performance Discussions Sample Clauses
Ongoing Performance Discussions. 1. Informal discussions are a standard part of supervision and should occur throughout the annual assessment period. Discussions may be initiated by the supervisor, rating official (if not the immediate supervisor) or employee. Discussions may be held one-on-one or between an employee and both a supervisor and a rating official. In instances where there will be more attendees to a performance meeting than the supervisor/official and the employee, the employee shall be allowed to request a Union representative. If an employee requests a discussion with his/her supervisor/official to discuss his/her performance, the discussion shall be scheduled within fifteen (15) work days. If, in rare circumstances, this is impossible, documentation showing the request for a discussion and the failure to have one within fifteen (15) work days should be placed in the file on the employee kept by the supervisor.
2. Discussions should be candid, forthright dialogues between the supervisor or rating official and employee(s) aimed at improving the work process or product and developing the employee. The discussion shall provide the opportunity to assess accomplishments and progress and identify and resolve any problems in the employee’s or work team’s work product.
3. Where indicated, the supervisor or rating official should provide additional guidance aimed at developing the employee, removing obstacles and improving the work product or outcome. Discussions shall provide the employee the opportunity to seek further guidance and understanding of his or her work performance and offer suggestions for improving processes.
Ongoing Performance Discussions. Informal discussions are a standard part of supervision and should occur throughout the rating period. Discussions may be initiated by the supervisor or employee. Discussions may be held one-on-one or with a supervisor. If an employee requests a discussion with his/her rating official to discuss his/her performance, best efforts will be made to schedule it within 15 work days. If, in rare circumstances, this is impossible, the employee’s file should be documented to show the request for a discussion and the failure to have one. Discussions should be candid, forthright dialogues between the supervisor or rating official and employee aimed at improving the work process or product and developing the employee. The discussion will provide the opportunity to assess accomplishments and progress and identify and resolve any problems in the employee's or work team's work product. Where indicated, the supervisor should provide additional guidance aimed at developing the employee(s), removing obstacles and improving the work product or outcome. Discussions will provide the employee the opportunity to seek further guidance and understanding of his or her work performance and offer suggestions for improving processes. When a supervisor, through daily contact, observes that an employee is experiencing difficulty in maintaining a satisfactory level of job performance, he/she will discuss the apparent difficulty with the employee.
Ongoing Performance Discussions. 1. Informal discussions are a standard part of supervision and should occur throughout the annual assessment period. Discussions may be initiated by the rating official or employee. Discussions may be held one-on-one or in a work group. If an employee requests a discussion with his or her rating official to discuss his or her performance, it will be scheduled within fifteen (15) work days, if possible.
2. Discussions should be candid, forthright dialogues between the rating official and employee(s) aimed at improving the work process or product and developing the employee. The discussion will provide the opportunity to assess accomplishments and progress and identify and resolve any problems in the employee's or work team's work product.
3. As appropriate, the rating official should provide additional guidance aimed at developing the employee(s), removing obstacles and improving the work product or outcome. Discussions will provide the employee the opportunity to seek further guidance and understanding of his or her work performance and offer suggestions for improving processes.