Performance Counseling. The State and the Union encourage periodic informal performance evaluation conferences between Unit 20 employees and their supervisor to discuss work performance, job satisfaction, and work-related problems. Such conferences should be held in a private setting or sufficiently removed from the hearing range of other employees.
Performance Counseling. Performance counseling will be done, at a minimum, twice annually (beginning of rating period and midpoint). Performance counseling will address the employee’s performance. It will also provide an opportunity for the employee and supervisor to discuss Army values, focusing on the positive contributions of the employee.
Performance Counseling. If a Staff Employee's job performance is unsatisfactory, a management critique shall specify the areas in need of improvement, and there will be an opportunity for that Staff Employee to improve his/her job performance.
Performance Counseling. The aforementioned list is illustrative, not exhaustive, and may be subject to change pursuant to applicable law, rule, and regulation.
Performance Counseling. The parties recognize that effective counseling enhances employee performance and promotes management efficiency. Employees who believe the counseling is conducted to retaliate or discriminate may grieve under the NGP. Upon request, the employee will be given a copy of the memorandum made documenting the counseling session.
Performance Counseling a counseling session between an appropriate supervisor and a subordinate concerning job performance.
Performance Counseling. Supervisors should frequently praise and encourage employees who are meeting established standards, and assist employees who are not. Supervisors should never wait until the formal performance appraisal (end of rating period) to tell employees that their performance is not acceptable; as soon as the supervisor recognizes unacceptable performance, the employee should be counseled. Such counseling will be documented.
