Performance Assistance. In the event that deficiencies are identified, the evaluator shall take positive action to assist the unit member in correcting any identified deficiencies. The evaluator’s role to assist the unit member may include, but is not limited to the following:
Performance Assistance. 1. The District and the Association recognize that in some situations assistance may be required to achieve improved performance on the part of the teacher, whether suggested by the teacher or administrator, and encourage the rendering and acceptance of such assistance. Subsequent written evaluation shall reflect the impact, if any, of such assistance.
Performance Assistance. A. Performance Assistance Plan If at any time an employee’s performance in one half or more of his/her critical elements fall to “Minimally Satisfactory”, the supervisor shall implement a performance assistance plan (PAP).
Performance Assistance. 12.1 Any employee not meeting the performance standards of one or more critical element(s) will be promptly notified.
Performance Assistance. In the event that practices not consistent with standards are identified, the administrator shall take positive action to assist the unit member in correcting the identified practices. The administrator’s role to assist the unit member may include, but is not limited to the following:
Performance Assistance. When the Service’s evaluation leads to a conclusion that the employee’s work is not at an acceptable level of competence for a within grade increase, the Employer will be required to take the following actions:
Performance Assistance. When an employee’s performance is identified as marginal or failing, the manager should conduct a performance discussion with the employee to determine the reason(s) for the poor performance. The manager should discuss with the employee: the expectations for improving performance; the employee’s responsibilities; and, what assistance may be needed to perform at the Successful Contribution Level, which may include training, or mentoring, or other appropriate support. An employee will be allowed 30 calendar days to successfully improve his/her performance. The manager may extend the period if the employee is demonstrating significant progress toward successful performance. The manager should summarize the discussion in writing. This will be initialed by the employee and placed in their SSA-7B Extension File or electronic equivalent, along with copies of training schedules and documentation of any other assistance provided. The employee will be given copies. Employees are considered to be performing at the Successful Contribution Level (Level 3) for purposes of any performance related personnel actions during a period of performance assistance. If a rating of record becomes due during a period of performance assistance, the employee will be rated no lower than the Successful Contribution Level (Level 3). Employees will be eligible for WIGIs and awards during an assistance period. Employees in career ladder positions will also be eligible for career ladder promotions, provided that the other requirements for promotion are met. If after successful completion of a Performance Assistance Plan an employee develops another performance related problem, they are entitled to another period of Performance Assistance. The purpose of the Performance Assistance is to help the employee improve.
Performance Assistance. Management will assist employees in relation to their overall performance on an as-needed basis when the employee's performance drops below a successful level.
Performance Assistance. In the case of a negative evaluation(s), the evaluator shall take positive action to assist the unit member in correcting any cited deficiencies. The evaluator’s role to assist the unit member may include, but not be limited to, the following:
Performance Assistance. (1) Identify Problems.
