Common use of Performance Improvement Plan Clause in Contracts

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 start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and 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 salary in the current classification. • 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 19 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance 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. 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. 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 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 start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and 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 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 salary in the current classification. • 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 19 18 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance 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. 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. The parties recognize that during the life of this Collective Agreement, the Ontario Educational Communications Authority (“the Authority”) will introduce a Performance Improvement Plan is (PIP) based on the understanding that an employee, given clear direction and support, should be able has the right 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 delivered no more than one (1) month, but not more than three (3) months month after the initial meeting described in the above paragraphfirst paragraph above. 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 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 a written version of the duties, responsibilities and requirements of the employee’s job, and identified . The areas where improvements are requiredrequired 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. 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 the Performance Improvement Plan will end. This fact will be stated recorded in writing and jointly signed off, thereby ending the Performance Improvement Planby both parties. If by the end of six (6) months following the start of the Performance Improvement Plan the employee is not meeting the objectives of the action plan and 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), 8.2.1 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 salary in the current classification. • 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 19 (Permanent Layoff). Displacement and recall rights will not apply in such cases. All documentation pertaining to the Performance 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. 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.