Performance Feedback. 1. OhioHealthy may, but shall not be obligated to, provide feedback for Practitioner's own use in assessing and enhancing performance with regard to quality of care, patient satisfaction and efficient practice. In doing so, OhioHealthy may perform surveys and analyze costs in comparison with regional and national peers and benchmarks. OhioHealthy may also from time to time inspect Practitioner’s office and procedures, and review a sample of Practitioner’s medical records for Beneficiaries and provide performance feedback on past treatment.
Performance Feedback. As a supplement to the 21 evaluation process and to assure more timely feedback to the nurse than an 22 annual evaluation can accomplish, the nurse’s manager shall make every effort 23 to communicate to the nurse all potential substandard performance issues that 24 are brought to his or her attention, including patient and staff complaints, in a 25 timely fashion. 26
Performance Feedback. As a supplement to the evaluation 6 process and to assure more timely feedback to the nurse than an annual 7 evaluation can accomplish, the nurse’s manager shall make every effort to 8 communicate to the nurse all potential substandard performance issues that are 9 brought to his or her attention, including patient and staff complaints, in a timely 10 fashion.
Performance Feedback. The use of oral or written performance feedback (including Blue Cards) shall not be considered disciplinary action, and shall be used as a tool by supervisors to address performance problems or minor instances of misconduct, as well as accomplishments. The supervisor or manager should review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency should be identified along with specific improvement needed. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee. The employee may respond in writing within 30 days. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. When the performance evaluation is prepared for the employee, the entire contents of the supervisory file should be considered in determining the overall performance. Once the evaluation is completed and filed in the employee’s personnel file, all written performance feedback prepared during the evaluation period must be discarded.
Performance Feedback. A copy of any performance, conference, or evaluation report done by a supervisor will be given to the employee. The employee is entitled to a meeting to discuss this information at a meeting scheduled within five (5) days from receipt of the information. No performance, conference, or evaluation report will be sent to the Central Office files, placed in the individual’s personnel file, or otherwise acted on without a notification of a meeting with the individual affected. No employee will be requiredgton saiblank or incomplete evaluation form.
Performance Feedback. The District agrees to provide ongoing feedback to OVEC on the performance of the certified school counselor. The principal of the high need school will complete a quarterly performance feedback form. The principal of the high need school will provide input on the annual OPGES summative form.
Performance Feedback. Subject to the implementation of the system as provided herein, ALLTEL will, at no charge to Client, provide Client with the Performance Feedback (PFB) system, as PFB exists on the Seventh Amendment Effective Date. ALLTEL will not charge Client for the implementation of the PFB system. Modifications to PFB will be the responsibility of the Variable Staff in accordance with the terms of the Agreement. Promptly after the Seventh Amendment Effective Date the Parties will use commercially reasonable efforts to agree upon an implementation plan, which plan shall be prepared by ALLTEL with Client's input and submitted to Client for approval. Client will assign an individual who will serve as Client's primary point of contact for all communications, and coordination of all implementation activities, with ALLTEL with respect to the implementation of PFB. Upon completion of the implementation of PFB, the responsibilities of the Parties with respect to operation of PFB are set forth on the attached Schedule A, which Schedule shall constitute new Section 12 to Attachment 1 of Exhibit A of the Agreement.
Performance Feedback. At least 60 calendar days prior to the date that an employee’s period of creditable service ends, the employee’s supervisor will review the employee’s performance and, if the supervisor determines that the employee’s performance is below fully successful and therefore does not meet an acceptable Within-Grade Increases NRC/NTEU Collective Bargaining Agreement
Performance Feedback. The Authority and the Union agree to continue the joint committee to finalize the performance management plan document and implementation plan for bargaining unit employees. The parties agree that the plan will be implemented within the first year of the agreement. Dated this 30th day of June, For the Authority For the Union Xxxxx Xxxxxx Xxxxx Director, Human Resources National Representative LETTER OF UNDERSTANDING NO. TRANSITION AND REORGANIZATION The parties recognize that during the life of this Collective Agreement, the Ontario Educational Communications Authority (“the Authority”) will be going through transition and reorganization. The Authority recognizes that the Communications, Energy and Union of Canada Local (“the Union”) has a legitimate interest in the future of the organization and will play a significant part in meeting the challenges ahead. The Union recognizes that it must address the legitimate needs of the Authority as the organization moves forward with change. Both parties acknowledge and accept that any initiatives must take place in a spirit of good faith and co-operation that has historically characterized their relationship. With regard to long-term restructuring objectives that are, or may be identified in the annual budgets of the Authority, during the term of the Collective Agreement, the parties agree that the following provisions will apply for the life of the Collective Agreement. Once the three year strategic plan and the annual budget plans are developed and approved, the Authority agrees to review with the Union those matters which will impact bargaining unit employees.
Performance Feedback. A. Managers and supervisors will provide constructive feedback regarding performance on a regular basis during the rating period. If at any time during the rating period, a supervisor finds that an employee’s performance is below fully successful, the supervisor will provide assistance to improve performance. Subject to the availability of funds, training will be made available when it would assist in improving employee performance.
