Common use of Performance Improvement Plan Clause in Contracts

Performance Improvement Plan. If matters arise which may later form the basis for an unsatisfactory rating on a performance evaluation, such matters will be made the subject of a written performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when an employee requires the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared and given to the employee within ten business days after the supervisor/administrator becomes aware of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed by the district. B. The PIP will identify particular areas of concern and specific recommendations for improvement. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP will be given to the employee, reviewed with the employee in a private meeting, and placed in the employee’s personnel file. D. The employee will sign and date the PIP; however, the employee’s signature will not necessarily indicate acceptance or rejection. E. The employee may submit a written response to the PIP within ten (10) business day after its receipt. The response will also be made part of the personnel file. F. The PIP will include a defined, reasonable length of time to correct performance deficiencies and the consequences for failing to achieve effective performance. The supervisor/administrator will meet with the employee no later than the end of this time period and document the employee’s success/failure to comply with the specific recommendations in writing. The employee will be responsible for completing the PIP. G. The employee may submit a written response to the success/failure documentation within ten (10) business days after receipt. This response will also be made part of the personnel file.

Performance Improvement Plan. If matters arise which may later form When a department manager has identified the basis for an unsatisfactory rating on a performance evaluation, such matters will be made the subject of a written need to address performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when with an employee requires in order to meet operational expectations the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared and given to the employee within ten business days after the supervisor/administrator becomes aware of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed by the district. B. The PIP will identify particular areas of concern and specific recommendations for improvement. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP will be given to the employee, reviewed with the employee in a private meeting, and placed in the employee’s personnel file. D. The employee will sign and date the PIP; however, the employee’s signature will not necessarily indicate acceptance or rejection. E. The employee may submit a written response to the PIP within ten (10) business day after its receipt. The response will also be made part of the personnel file. F. The PIP will include a defined, reasonable length of time to correct performance deficiencies and the consequences for failing to achieve effective performance. The supervisor/administrator department manager will meet with the employee no later than for the end purpose of this time period reviewing the duties, responsibilities and document requirements of the employee’s success/failure job and to comply with identify specific areas of performance in which improvement is required. 8.4.1 Where after one (1) month following the specific recommendations meeting described in writingArticle 8.4, 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. The employee will have the right to be responsible for completing represented by the PIPUnion at this meeting and during any review meeting throughout the formal process. G. 1. At the first meeting in the formal Performance Improvement Plan process, the manager will provide an outline of the duties, responsibilities and requirements of the employee’s job. The employee may submit a written response areas where improvements are required will be clearly identified to the success/failure employee. 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 within ten in the employee’s file regarding any discussions concerning the employee’s performance while the employee is involved in a Performance Improvement Plan. 2. The process will include a monthly review for a period of up to six (106) business days after receiptmonths, 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, the Performance Improvement Plan will end. This response fact will also be made part recorded in writing and signed by the manager and the employee. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file after twenty-four (24) calendar months of the personnel fileend date of the Plan provided that the employees’ performance continues on a consistent basis. 8.4.2 If after three (3) months there has not been any real performance improvement month by month or afterwards up to six (6) months following the start of the Performance Improvement Plan and the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: 1. Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 9.2 they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to but not more than the employee’s salary in the current classification. 2. If a position is found but refused, or if no position is found, the employee will be laid-off in accordance with notice and severance provisions of Article 9.4 (Layoff). Bumping and recall rights will not apply in such cases. 8.4.3 It is understood that this process does not apply to; 1. an employee whose inability to perform their job is due to a disability; or 2. an employee affected by “technology change” at the time the technology is introduced until the employee has received training in respect of the technology change. 3. an employee during their probationary period. 4. where the actions or performance issues arise from culpable behaviour of an employee which should be dealt with in accordance with Article 8.1 above. 8.4.4 The time limits specified in Article 8.4 et al are directory and it is agreed by the parties that the time limits regarding this process should be somewhat flexible.

Performance Improvement Plan. If matters arise which may later form the basis for an unsatisfactory rating on a performance evaluation, such matters will be made the subject of a written performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when an employee requires the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared and given to the employee within ten business days after the supervisor/administrator becomes aware of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed by the district. B. The PIP will identify particular areas of concern and specific recommendations for improvement. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP will be given to the employee, reviewed with the employee in a private meeting, and placed in the employee’s personnel file. D. The employee will sign and date the PIP; however, the employee’s signature will not necessarily indicate acceptance or rejection. E. The employee may submit a written response to the PIP within ten (10) business day after its receipt. The response will also be made part of the personnel file. F. The PIP will include a defined, reasonable length of time to correct performance deficiencies and the consequences for failing to achieve effective performance. The supervisor/administrator will meet with the employee no later than the end of this time period and document the employee’s success/failure to comply with the specific recommendations in writing. The employee will be responsible for completing the PIP. G. The employee may submit a written response to the success/failure documentation within ten (10) business days after receipt. This response will also be made part of the personnel file.

Performance Improvement Plan. If matters arise which 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 later form the basis for an unsatisfactory rating be placed on a performance evaluation, such matters will be made Performance Improvement Plan only after an initial meeting has taken place in which the subject of a written performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when an employee requires the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared manager and given to the employee within ten business days after have reviewed the supervisor/administrator becomes aware duties, responsibilities and requirements of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed 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 district. B. Union during any review meeting throughout the formal process. The PIP 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 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 particular areas of concern the desired outcomes and specific recommendations for improvementthe process required to achieve them. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP written plan will be given provided to the employee, reviewed with the employee in a private meeting, and placed . The manager will keep documentation in the employee’s personnel file. D. The employee will sign and date the PIP; however, file regarding any discussions concerning the employee’s signature will not necessarily indicate acceptance or rejection. E. The performance while the employee may submit is involved in a written response to the PIP within ten (10) business day after its receiptPerformance Improvement Plan. The response will also be made part of the personnel file. F. The PIP process will include a definedmonthly review for a period of up to six (6) months, reasonable length of time to correct performance deficiencies during which the employee and the consequences for failing to achieve effective performancemanager will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. The supervisor/administrator will meet with If at any point, the employee no later than 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 this time period six (6) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and document requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a)i), he/she will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s success/failure to comply with salary in the specific recommendations in writingcurrent classification. The • If a position is found but refused, or if no position is found, the employee will be responsible for completing the PIP. G. The employee may submit a written response laid-off in accordance with notice and severance provisions of Article 18 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the success/failure documentation within ten Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (1024) business days after receipt. This response will also be made part months of meeting the requirements of the personnel filejob on a continuing and consistent basis. It is understood that this process does not apply to: • an employee whose inability to perform his/her job is due to a temporary or permanent disability; or • an employee affected by ‘technology change’ at the time the technology is introduced until the employee has received training in respect of the technology change; or • Employees during their probationary period. While an employee is on a Performance Improvement Plan, he/she is unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.

Performance Improvement Plan. If matters arise which 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 later form the basis for an unsatisfactory rating be placed on a performance evaluation, such matters will be made Performance Improvement Plan only after an initial meeting has taken place in which the subject of a written performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when an employee requires the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared manager and given to the employee within ten business days after have reviewed the supervisor/administrator becomes aware duties, responsibilities and requirements of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed 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 district. B. Union during any review meeting throughout the formal process. The PIP 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 particular areas of concern the desired outcomes and specific recommendations for improvementthe process required to achieve them. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP written plan will be given provided to the employee, reviewed with the employee in a private meeting, and placed . The manager will keep documentation in the employee’s personnel file. D. The employee will sign and date the PIP; however, file regarding any discussions concerning the employee’s signature will not necessarily indicate acceptance or rejection. E. The performance while the employee may submit is involved in a written response to the PIP within ten (10) business day after its receiptPerformance Improvement Plan. The response will also be made part of the personnel file. F. The PIP process will include a definedmonthly review for a period of up to six (6) months, reasonable length of time to correct performance deficiencies during which the employee and the consequences for failing to achieve effective performancemanager will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. The supervisor/administrator will meet with If at any point, the employee no later than 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 this time period six (6) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and document requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 19.2 a)i), he/she will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s success/failure to comply with salary in the specific recommendations in writingcurrent classification. The • If a position is found but refused, or if no position is found, the employee will be responsible for completing the PIP. G. The employee may submit a written response laid-off in accordance with notice and severance provisions of Article 19 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the success/failure documentation within ten Performance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (1024) business days after receipt. This response will also be made part months of meeting the requirements of the personnel filejob on a continuing and consistent basis. It is understood that this process does not apply to: • an employee whose inability to perform his/her job is due to a temporary or permanent disability; or • an employee affected by ‘technology change’ at the time the technology is introduced until the employee has received training in respect of the technology change. • Employees during their probationary period. While an employee is on a Performance Improvement Plan, he/she is unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.

Performance Improvement Plan. If matters arise which may later form When a department manager has identified the basis for an unsatisfactory rating on a performance evaluation, such matters will be made the subject of a written need to address performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when with an employee requires in order to meet operational expectations the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared and given to the employee within ten business days after the supervisor/administrator becomes aware of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed by the district. B. The PIP will identify particular areas of concern and specific recommendations for improvement. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP will be given to the employee, reviewed with the employee in a private meeting, and placed in the employee’s personnel file. D. The employee will sign and date the PIP; however, the employee’s signature will not necessarily indicate acceptance or rejection. E. The employee may submit a written response to the PIP within ten (10) business day after its receipt. The response will also be made part of the personnel file. F. The PIP will include a defined, reasonable length of time to correct performance deficiencies and the consequences for failing to achieve effective performance. The supervisor/administrator department manager will meet with the employee no later than 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. 8.4.1 Where after one (1) month following the meeting described in Article 8.4 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. 1. Prior to the scheduling of the first meeting of the Performance Improvement Plan process the employee will be offered union representation. If the employee refuses union representation, the Union will be notified in writing of such refusal. At the first meeting the manager will provide a written version of the duties, responsibilities and requirements of the employee’s job. The areas where improvements are required will be clearly identified to the employee. The Manager, the Employee and the Human Resources Manager 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 and the Union. 2. The process will include a monthly review for a period of up to three (3) months during which the Employee, the Manager, and the Manager, Human Resources will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. Union representation will be offered at each of these monthly reviews. 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, the Performance Improvement Plan will 8.4.2 If by the end of this time period three (3) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and document requirements of the job, the following will occur: 1. The Company will meet with the employee and a Union Representative. 2. At such meeting vacant permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 9.2 they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s success/failure to comply with salary in the specific recommendations in writingcurrent classification. 3. The If a position is found but refused, or if no position is found, the employee will be responsible laid-off and provided with three (3) weeks pay for completing each year of continuous service (for employees hired on or after January 1, 1992 the PIPmaximum is sixty-six (66) weeks). Bumping and recall rights will not apply in such cases. G. The 8.4.3 It is understood that this process does not apply to; 1. an employee may submit whose inability to perform his/her job is due to a written response to temporary or permanent disability; or 2. an employee affected by “technology change” at the success/failure documentation within ten (10) business days after receipt. This response will also be made part time the technology is introduced until the employee has received training in respect of the personnel filetechnology change. 3. an employee during their probationary period.

Performance Improvement Plan. If matters arise which may later form When a department manager has identified the basis for an unsatisfactory rating on a performance evaluation, such matters will be made the subject of a written need to address performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when with an employee requires in order to meet operational expectations the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared and given to the employee within ten business days after the supervisor/administrator becomes aware of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed by the district. B. The PIP will identify particular areas of concern and specific recommendations for improvement. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP will be given to the employee, reviewed with the employee in a private meeting, and placed in the employee’s personnel file. D. The employee will sign and date the PIP; however, the employee’s signature will not necessarily indicate acceptance or rejection. E. The employee may submit a written response to the PIP within ten (10) business day after its receipt. The response will also be made part of the personnel file. F. The PIP will include a defined, reasonable length of time to correct performance deficiencies and the consequences for failing to achieve effective performance. The supervisor/administrator department manager will meet with the employee no later than for the end purpose of this time period reviewing the duties, responsibilities and document requirements of the employee’s success/failure job and to comply with identify specific areas of performance in which improvement is required. 8.4.1 Where after one (1) month following the specific recommendations meeting described in writingArticle 8.4, the employee still has an 1. At the first meeting in the formal Performance Improvement Plan process, the manager will provide an outline of the duties, responsibilities and requirements of the employee’s job. The areas where improvements are required will be clearly identified to the employee. 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. 2. 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, the Performance Improvement Plan will end. This fact will be recorded in writing and signed by the manager and the employee. All documentation pertaining to the Performance Improvement Plan shall be removed from an employee’s file after twenty-four (24) calendar months of the end date of the Plan provided that the employees’ performance continues on a consistent basis. 8.4.2 If after three (3) months there has not been any real performance improvement month by month or afterwards up to six (6) months following the start of the Performance Improvement Plan and the employee is not meeting the objectives of the action plan and requirements of the job, the following will occur: 1. Vacant Permanent positions at the same or lower salary levels will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 9.2 they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be responsible for completing placed on the PIPsalary scale of the lower classification at the step closest to but not more than the employee’s salary in the current classification. G. The 2. If a position is found but refused, or if no position is found, the employee may submit will be laid-off in accordance with notice and severance provisions of Article 9.4 (Layoff). Bumping and recall rights will not apply in such cases. 8.4.3 It is understood that this process does not apply to; 1. an employee whose inability to perform their job is due to a written response to disability; or 2. an employee affected by “technology change” at the success/failure documentation within ten (10) business days after receipt. This response will also be made part time the technology is introduced until the employee has received training in respect of the personnel filetechnology change. 3. an employee during their probationary period. 4. where the actions or performance issues arise from culpable behaviour of an employee which should be dealt with in accordance with Article 8.1 above. 8.4.4 The time limits specified in Article 8.4 et al are directory and it is agreed by the parties that the time limits regarding this process should be somewhat flexible.

Performance Improvement Plan. If matters arise which The Performance Improvement Plan is based on the understanding that an employee, given clear direction and support, should be able to improve their performance. When an employee is not working at a satisfactory level of performance, they will be given reasonable time and assistance to improve. This is a remedial process and at no point will be viewed as disciplinary. 12.2.1 An employee may later form the basis for an unsatisfactory rating be placed on a performance evaluation, such matters will be made Performance Improvement Plan only after an initial meeting has taken place in which the subject of a written performance improvement plan – PIP (Attached as Appendix A). It shall be the responsibility of the supervisor/administrator to identify when an employee requires the assistance of a PIP for the purpose of improving performance deficiencies. The PIP shall be prepared manager and given to the employee within ten business days after have reviewed the supervisor/administrator becomes aware duties, responsibilities and requirements of the matters giving rise to the need for a PIP. The components and procedure for preparing a PIP will be as follows: A. A PIP will be prepared by the employee’s supervisor/administrator on a form prescribed job and identified areas in which improvements are required. 12.2.2 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 and the Union 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 districtUnion during any review meeting throughout the formal process. B. 12.2.3 The PIP 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 and provide in writing the duties, responsibilities and requirements of the employee’s job, and identified areas where improvements are required. The manager, People & Culture, and the employee, and the Union representative will discuss and establish the actions needed and develop an action plan. The action plan will identify particular areas of concern the desired outcomes and specific recommendations for improvementthe process required to achieve them. The PIP will so reference effective and ineffective behaviors. C. A copy of the PIP written plan will be given provided to the employee, reviewed with the employee in a private meeting, and placed . The manager will keep documentation in the employee’s personnel file. D. The employee will sign and date the PIP; however, file regarding any discussions concerning the employee’s signature will not necessarily indicate acceptance or rejection. E. The performance while the employee may submit is involved in a written response to the PIP within ten (10) business day after its receiptPerformance Improvement Plan. The response will also be made part of the personnel file. F. The PIP process will include a definedmonthly review for a period of up to six (6) months, reasonable length of time to correct performance deficiencies during which the employee and the consequences for failing to achieve effective performancemanager will jointly review the employee’s progress towards meeting outcomes of the action plan and requirements of the job. The supervisor/administrator will meet with If at any point, the employee no later than 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. 12.2.4 If by the end of this time period six (6) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and document requirements of the job, the following will occur: • Vacant Permanent positions at the same or lower salary level will be canvassed. If such a vacancy is found and if the employee meets the criteria in accordance with Article 18.2 a) i), they will be placed in the vacancy without posting the position. In the event of a placement at a lower salary classification, the employee will be placed on the salary scale of the lower classification at the step closest to not more than the employee’s success/failure to comply with salary in the specific recommendations in writingcurrent classification. The • If a position is found but refused, or if no position is found, the employee will be responsible for completing laid-off in accordance with notice and severance provisions of Article 18 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the PIPPerformance Improvement Plan shall be removed from an employee’s file when the employee has completed twenty-four (24) months of meeting the requirements of the job on a continuing and consistent basis. G. The 12.2.5 It is understood that this process does not apply to: • an employee may submit whose inability to perform their job is due to a written response to temporary or permanent disability; or • an employee affected by ‘technology change’ at the success/failure documentation within ten (10) business days after receipt. This response will also be made part time the technology is introduced until the employee has received training in respect of the personnel filetechnology change. • Employees during their probationary period. While an employee is on a Performance Improvement Plan, they are unable to participate in the Performance Management Plan even if the Performance Management Plan has already commenced.