Performance Development. 7.1 At the beginning of each performance year your Manager will work with you on a personal performance and development plan to identify your goals and objectives for the year.
Performance Development. The Jacana Energy Performance and Development Plan (PDP) framework is designed to:
Performance Development. All new employees will undergo an orientation programme on their commencement of employment and will be remunerated for these days at the applicable rates of pay. The first part of orientation will be no less than three days, with additional orientation provided for each area and/or different levels of care provided at the facility. New employees will continue to be buddied until their first formal performance review. After orientation, employees will receive regular feedback on their performance throughout their first three months of employment with a formal performance review interview being undertaken at or about the time they have completed three months’ tenure. Performance and development reviews will be undertaken annually thereafter. A performance and development review interview will be through a joint meeting with the employee’s direct line manager. The review will focus on the requirements of the position, outputs and standards of performance and will provide a forum where both parties can discuss opportunities for the coming period. Nothing in this clause shall prevent the employer from reviewing the employee’s performance and development more frequently. Where the employer fails to provide feedback or fails to ensure the performance review is undertaken as set out above, the employee shall not be disadvantaged by such failure.
Performance Development. The State's Performance Development Program (hereinafter, "PDP") is designed to encourage MBU’s and their supervisors to meet, discuss, and set goals that are consistent with the operations and missions of the employer and to encourage increased communication between the MBU and their supervisor. The State and the Union agree to establish a committee to discuss the implementation of the PDP. The Committee will consist of up to three members appointed by the State and three members appointed by the Union. The Committee will begin to meet upon ratification of this Master Agreement and will meet at least once a month until implementation of the Program. The Committee will discuss issues of concern to the State and the Union and the process and procedures for implementation of the PDP. The State shall determine the start date for the PDP within the timeframe of this Master Agreement. Upon the implementation of the PDP, the Committee will meet quarterly to review the process. All MBU’s are required to participate in the PDP. MBU’s shall be permitted to respond to the PDP. The results of the PDP shall not be used by the State to initiate or support a disciplinary action, nor by an MBU in defense of a disciplinary action. Disputes of overall annual PDP evaluations, that are less than satisfactory (Improvement Needed or Not Meeting Objectives) shall be subject to the grievance and arbitration procedure. College Police Department
Performance Development. Employees’ performance will be assessed annually by their immediate Supervisor at the anniversary of the employee’s appointment. The employee concerned will be asked to actively participate. All appraisals will, when completed, be signed by that employee, their Supervisor and forwarded to the relevant Manager before being placed on the employee’s personal file. Work performance will be based on the appropriate job description. As part of the performance review process, the employee’s immediate Supervisor will negotiate to conduct regular supervision sessions to monitor and manage performance issues.
Performance Development. The Ministry acknowledges its on-going commitment to supporting the professional development of all Ministry of Justice employees.
Performance Development. 10.1. Performance development will be in accordance with Ausgrid's policies and procedures as amended from time to time. These policies are not incorporated into this Agreement.
Performance Development. A Performance Review, that includes agreed targets, will occur three (3) months from commencement and then annually on the basis of the duties and responsibilities outlined in this position description. This is an opportunity to review personal and the allocated work unit’s service performance, facilitated by the setting of objectives/goals and ongoing evaluation of performance and achievement. Objectives will be developed annually, documented, discussed and agreed with the immediate line manager, who will act as the assessor. The incumbent is expected to demonstrate and show evidence annually of on-going self and allocated work unit’s service development.
Performance Development. 64.1 A performance review system applies to all continuing and fixed-term staff based on the compilation of a performance plan to be submitted by each staff member and approved by that staff member's supervisor. Staff will be provided with the opportunity to develop their skills and effectiveness within the University. This system operates as an annual cycle with formal and informal reviews and feedback. This should include feedback from a range of people with whom the staff member interacts. The supervisor will advise the staff member in writing of planned time-lines for the submission of the portfolio and of the timing of the formal meetings. The performance development of a supervisor will contain an upward appraisal component. That is, in the lead up to the completion of the supervisor’s annual performance review, his/her supervisor will consult as appropriate with the supervisor’s staff to provide feedback on their supervisor’s performance as a supervisor.
Performance Development. 8.1 Clause 20 (Performance Development) of the Agreement applies.
