Performance Improvement Plan timely and accurate completion of key actions due within the reporting period 100 percent The Supplier will design and develop an improvement plan and agree milestones and deliverables with the Authority
Performance Improvement Plan. The Performance Improvement Plan is based on the understanding that an employee, given clear direction and support, should be able to improve his or her performance. When an employee is not working at a satisfactory level of performance, he/she will be given reasonable time and assistance to improve. This is a remedial process and at no point will be viewed as disciplinary, so long as the employee cooperates with the process.
Performance Improvement Plan. 1. When the evaluator or immediate supervisor determines that improvement is required, the evaluator shall meet with the unit member and outline the following in writing:
Performance Improvement Plan. Developer shall analyze data supplied by the Connecting Transmission Owners concerning a failure of a Scriba Substation component identified in Section 5 of Appendix C and any personnel error leading to the failure of any such component, and shall notify the Connecting Transmission Owners if a performance improvement plan is required in accordance with the NRC Maintenance Rule. The Developer and the Connecting Transmission Owners will cooperate to develop and implement any such performance plan, the cost of which shall be borne by Developer.
Performance Improvement Plan. The Performance Improvement Plan is based on the understanding that an employee, given clear direction and support, should be able to improve his or her performance. When an employee is not working at a satisfactory level of performance he/she will be given reasonable time and assistance to improve. This is a remedial process and at no point will be viewed as disciplinary. An employee may be placed on a Performance Improvement Plan only after an initial meeting has taken place in which the manager and the employee have reviewed the duties, responsibilities and requirements of the employee’s job and identified areas in which improvements are required. Where it is identified that the employee still has an unsatisfactory level of performance and needs improvement, the employee’s manager will notify the employee in writing that the formal Performance Improvement Process will begin in five (5) business days. This written notification will be at least one (1) month, but not more than three (3) months after the initial meeting described in the above paragraph. The employee will have the right to be represented by the Union during any review meeting throughout the formal process. The steps of the formal Performance Improvement Process are described below At the first meeting in the formal Performance Improvement Plan process, the manager will again review with the employee 18 and provide in writing the duties, responsibilities and requirements of the employee’s job, and identified areas where improvements are required. The manager and the employee will discuss and establish the actions needed and develop an action plan. The action plan will identify the desired outcomes and the process required to achieve them. A written plan will be provided to the employee. The manager will keep documentation in the employee’s file regarding any discussions concerning the employee’s performance while the employee is involved in a Performance Improvement Plan. The process will include a monthly review for a period of up to six (6) months, during which the employee and the manager will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. If at any point, the employee is meeting the objectives of the action plan and requirements of the job on a continuing and consistent basis, this will be stated in writing and jointly signed off, thereby ending the Performance Improvement Plan. If by the end of six (6) months following the...
Performance Improvement Plan. 1. Upon a failed promotional evaluation an Employee may be placed in a Performance Evaluation Plan (PIP) which may be considered a requirement for continued employment.
Performance Improvement Plan. When a department manager has identified the need to address performance improvement with an employee in order to meet operational expectations the department manager will meet with the employee for the purpose of reviewing the duties, responsibilities and requirements of the employee’s job and to identify specific areas of performance in which improvement is required.
Performance Improvement Plan. Supervisors may at any time initiate a written EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form that certifies that the supervisor finds the employee’s job performance to be in need of improvement and a plan for correction is needed. An employee cannot be certified for pay step advancement when there is an open, unresolved, written performance improvement plan. The initial period provided for an employee to overcome job performance deficiencies identified in a written performance improvement plan is up to 90 calendar days. Should in the opinion of the supervisor, the employee fail to remedy job performance deficiencies during the initial period, the supervisor may elect to extend the performance improvement plan for up to an additional 90 calendar days. The maximum time available to remedy job performance deficiencies identified by a written performance improvement plan is 180 calendar days. Initiation of a written EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form is not disciplinary action. However, failure to remedy job performance deficiencies during the duration of a written performance improvement plan may be cause for subsequent disciplinary action. The initial EMPLOYEE JOB PERFORMANCE IMPROVEMENT PLAN form and written progress reports shall be sufficient documentation which may sustain subsequent disciplinary action including termination of employment.
Performance Improvement Plan a. If the Service Provider is directed by DCJ to prepare and submit to it a Performance Improvement Plan, the following provisions will apply:
Performance Improvement Plan. After receiving the Recipient’s Performance Improvement Plan in accordance with Clause 15.1(b), DFAT will within 30 days review the Performance Improvement Plan and give the Recipient notice that: DFAT approves the Performance Improvement Plan; or DFAT does not approve the Performance Improvement Plan. If DFAT rejects the Performance Improvement Plan, the Recipient must amend and resubmit its proposed Performance Improvement Plan (again within the timeframe determined in accordance with Clause 15.1(b)), to take account of any concerns that DFAT may have with it, including in relation to matters such as the steps proposed to be taken by the Recipient, and the timeframe in which any steps are proposed to occur. If a Performance Improvement Plan is rejected and resubmitted, the process described in Clauses 15.1(d) and (d) will apply to the resubmitted Performance Improvement Plan. Once a Performance Improvement Plan is approved by DFAT, the Recipient must complete all of the steps and activities in the approved Performance Improvement Plan within the timeframes specified in the approved Performance Improvement Plan. If the Recipient: does not submit a Performance Improvement Plan that DFAT is prepared to approve; or does not comply with the requirements of any approved Performance Improvement Plan, then DFAT may immediately suspend payment in accordance with Clause 7.2(a)(ii) (Suspension) or terminate this Agreement in accordance with Clause 34.2 (Termination for default). The exercise of DFAT's rights under this Clause 15, including the approval of a Performance Improvement Plan, will: not operate as a waiver of the obligations (or any breach thereof) that the Recipient may have under this Agreement; and not limit DFAT's rights or remedies it may have against the Recipient in connection with the Performance Issue (for example, to claim damages for breach or terminate this Agreement).
