Common use of Performance Improvement Plans Clause in Contracts

Performance Improvement Plans. The parties recognize that occasionally the performance of a relatively small number of employees may fall below satisfactory levels. When such employees are identified, the parties agree that the primary objective should be to help raise the employee’s performance to a satisfactory level. In this respect, the parties also recognize the importance of communicating promptly and clearly with employees the nature of such performance deficiencies and the corrective action required for improvement, including reasonable timetables to achieve the desired improvement and the consequences if such improvement does not occur. Therefore, immediately upon the determination that an employee’s job performance is below established standards, based upon the completion of Performance Planning Review (Form B), a written Performance Improvement Plan (“PIP”) shall be developed, by February 1st or by the end of the school year, to help raise the employee’s job performance to a satisfactory level. Performance Improvement Plan (Form C) shall be used for this purpose. While on a PIP, an employee shall be given every reasonable opportunity to improve his or her job performance, which shall include at least three (3) progress reviews, not less than thirty (30) days apart, to review and discuss his or her performance improvement progress. If an employee’s job performance improves sufficiently, the employee shall be retained in his or her current position and re-evaluated accordingly. However, if the employee’s job performance does not improve sufficiently, a written recommendation for final resolution shall be submitted to the Executive Director of Human Resources/Labor Relations. Such recommendation shall include one of the following alternatives, in priority order: A. Based upon seniority, demotion to a currently open or occupied position, unless a decision has been made not to fill the position because of financial reasons. This position would be at the highest level previously held and satisfactorily performed by the employee. B. If the employee cannot be demoted to such lower level position, as herein provided, a recommendation shall be made not to renew the employee’s employment contract.

Performance Improvement Plans. The parties recognize that occasionally In the event of an employee not meeting expectations in their overall performance of a relatively small number of employees may fall below satisfactory levels. When such employees are identifiedrating, the parties agree that the primary objective should employee shall be to help raise the employee’s performance to placed on a satisfactory level. In this respect, the parties also recognize the importance of communicating promptly and clearly with employees the nature of such performance deficiencies and the corrective action required for improvement, including reasonable timetables to achieve the desired improvement and the consequences if such improvement does not occur. Therefore, immediately upon the determination that an employee’s job performance is below established standards, based upon the completion of Performance Planning Review (Form B), a written Performance Improvement Plan (“PIP”.) In addition, the Employer may at its discretion place an employee on a PIP if the employee has been insufficient in addressing a deficiency previously addressed by their direct supervisor. PIP is required before the Employer may initiate any disciplinary proceedings based on perceived deficiency in job performance as opposed to misconduct, as referenced in article 9. 1. The PIP shall identify performance issues, based on job description and Includes documented examples of the tasks or responsibilities that are unsatisfactory to the Employer. The PIP shall be developed, by February 1st or collaboratively created by the end Employer and the Employee to identify reasonable, tangible, measurable/milestones of improvement, subject in all instances to ultimate determination by the Employer. The PIP format shall be standardized within a template and shall be reviewed and approved by HR after consultation with a Union representative. 2. The PIP period shall include of a minimum of one meeting per month between the manager and the employee to monitor progress and facilitate the provision and receipt of feedback that is separate from the Employee’s regular check-ins. 3. The PIP shall be a minimum of ninety (90) days in length for the Employee to demonstrate improvement. In the case where the Employee demonstrates improvement, then the Employer, at its discretion, may deem the PIP successful ahead of schedule and take the Employee off it. 4. If the employment of the school year, to help raise manager of an Employee on a PIP is terminated during the employee’s job performance to a satisfactory level. Performance Improvement Plan (Form C) PIP period, the PIP shall be used for this purpose. While considered on a PIP, an employee hold and any subsequent performance concerns shall be given every reasonable opportunity to improve his or her job performance, which shall include at least three (3) progress reviews, not less than addressed by a new manager after a minimum thirty (30) days apart, of managing said employee. 5. Where an employee requires a PIP to review and discuss his or her performance improvement progress. If an employee’s job performance improves sufficientlyaddress any concern that was the subject of a prior PIP within a year of its completion, the employee follow-up PIP shall be retained in his or her current position and re-evaluated accordingly. However, if run for 60 days to confirm the employee’s job performance does not improve sufficiently, renewed ability and commitment to address the concern at issue to a written recommendation for final resolution shall be submitted degree satisfactory to the Executive Director of Human ResourcesEmployer. The Employer is not obligated to provide an additional PIP to the employee if he/Labor Relationsshe/they fail to thereafter satisfactorily address the concern. 6. Such recommendation A PIP shall include one of not be initiated within the following alternatives, in priority order: A. Based upon seniority, demotion to a currently open or occupied position, unless a decision first six (6) months after an Employee has been made not to fill the position because of financial reasons. This position would be at the highest level previously held and satisfactorily performed by the employeepromoted, or taken on an interim or permanent new position. B. If the employee cannot be demoted to such lower level position, as herein provided, a recommendation shall be made not to renew the employee’s employment contract.

Performance Improvement Plans. The parties recognize that occasionally the performance of No Employee who has completed their probationary period will be disciplined or discharged for a relatively small number of employees may fall below satisfactory levels. When such employees are identified, the parties agree that the primary objective should be to help raise the employee’s performance to a satisfactory level. In this respect, the parties also recognize the importance of communicating promptly and clearly with employees the nature of such performance deficiencies and the corrective action required for improvement, including reasonable timetables to achieve the desired improvement and the consequences if such improvement does not occur. Therefore, immediately upon the determination that an employee’s deficiency in job performance is below established standards, based upon the completion of Performance Planning Review (Form B), unless they have first been placed on a written Performance Improvement Plan (“PIP”) shall be developed(discussed below) and, by February 1st or by the end of the school yearthereafter, to help raise the employee’s job performance to a satisfactory level. Performance Improvement Plan (Form C) shall be used for this purpose. While on a PIP, an employee shall be given every reasonable opportunity to improve his or her job performance, which shall include at least three one (31) progress reviews, not less than thirty (30) days apart, written warning. i. A PIP shall only be issued to review and discuss his or her performance improvement progress. If an employee’s job performance improves sufficiently, the employee shall be retained in his or her current position and re-evaluated accordingly. However, if the employee’s job performance does not improve sufficiently, a written recommendation Employee for final resolution shall be submitted to issues that the Executive Director and/or an Employee’s supervisor had previously brought to the Employee’s attention privately as a part of Human Resourcestheir regular check in. ii. The PIP shall identify performance issues, based on the Employee’s job description and/or other duties clearly assigned, and include examples of the tasks or responsibilities that are unsatisfactory to the Employer. The Employee shall be granted the opportunity to address these examples. The PIP shall identify reasonable, clear measurements/Labor Relationsmilestones of improvement, subject in all instances to ultimate determination by the Employer. Such recommendation The PIP shall be initially drafted by the Employer and shared with the Employee in order to give the Employee the opportunity to provide feedback. After giving the Employee the opportunity to provide feedback and after the Employer has considered in good faith, in its sole discretion, whether to revise the PIP based upon any such feedback, the Employer may formally issue the PIP. The Employer shall confer with the Union regarding standard PIP format but the final format for any PIP shall be in the Employer’s discretion. The PIP shall serve as the first written warning (the First Warning). iii. The PIP period shall include a minimum of one meeting per month between the manager and the Employee to monitor progress and facilitate the provision and receipt of feedback that is separate from the Employee’s regular check-ins. iv. The PIP shall be a minimum of ninety (90) days in length for the Employee to demonstrate the required improvements. In the case where the Employee demonstrates the required improvements, then the Employer, at its discretion, may deem the PIP successful ahead of schedule and take the Employee off of it. The Employer may choose to do so even if not all of the following alternatives, in priority order: A. Based upon seniority, demotion to a currently open or occupied position, unless a decision has required improvements have been made not to fill the position because of financial reasons. This position would be at the highest level previously held and satisfactorily performed by the employeemade. B. v. If the employee cannot be demoted to such lower level positionmanager or supervisor of the Employee who was issued the PIP is separated from employment with the Employer during the period of the PIP, as herein provided, a recommendation the PIP shall be made not to renew on hold until a manager or supervisor who is familiar with the employeeEmployee’s employment contractwork addresses the PIP with the Employee. vi. Where an Employee who has met the requirements of a PIP requires an additional PIP within one (1) year of meeting the requirements of the prior PIP, the additional PIP shall have a duration of at least thirty

Performance Improvement Plans. The parties recognize that occasionally A. In the event an employee demonstrates performance of a relatively small number of employees may fall below satisfactory levels. When such employees are identifiedexpectations, the parties agree that the primary objective should be to help raise the employee’s supervisor should first give direct feedback, either by email or in one-on-one meetings. B. If performance remains below expectations and the supervisor has met with the employee to a satisfactory level. In this respectdiscuss this, the parties also recognize the importance of communicating promptly and clearly with employees the nature of such performance deficiencies and the corrective action required for improvement, including reasonable timetables to achieve the desired improvement and the consequences if such improvement does not occur. Therefore, immediately upon the determination that an employee’s job performance is below established standards, based upon the completion of Performance Planning Review (Form B), supervisor may establish a written Performance Improvement Plan (“PIP”) if it would be useful to closely manage performance and correct identified problems through a performance improvement process. C. The goal of the PIP is to help employees succeed at their job and as such will identify performance issues, based upon their role, and include documented examples of the tasks or responsibilities that are less than satisfactory to the supervisor. The PIP shall be developed, by February 1st or created and managed by the end supervisor and People’s Services and reviewed with the employee to identify reasonable, tangible measurements/milestones of improvement, subject in all instances to ultimate determination by the Center. D. The PIP format shall be standardized and provided by People Services and accessible to employees upon request. E. The employee may bring a Union representative to the meeting in which the PIP is delivered. PIPs will last for a predetermined amount of time with a minimum of 30 calendar days for the employee to demonstrate improvement. An employee can be taken off a PIP at any time if their supervisor feels they have made adequate adjustments to their work performance. F. A copy of the school year, to help raise the employee’s job performance to a satisfactory level. Performance Improvement Plan (Form C) shall and its outcomes will be used for this purpose. While on retained in the employee's personnel file. G. During the PIP period there will be at least bi-weekly meetings between the supervisor and the employee to monitor progress and facilitate feedback. H. If a supervisor leaves in the middle of a PIP, the PIP may be extended until the new supervisor has been briefed on the employee history and current PIP. A supervisor’s supervisor or the employee can also request an extension in the case of a new supervisor. I. In the event that an employee shall be given every reasonable opportunity takes leave, including but not limited to improve his or her job performancesick leave, which shall include at least three (3) progress reviewsvacation leave, not less than thirty (30) days apartfamily and medical leave, to review and discuss his or her performance improvement progress. If an employee’s job performance improves sufficientlyetc., during a PIP period, the employee leave time shall be retained in his or her current position and re-evaluated accordingly. However, if the employee’s job performance does not improve sufficiently, a written recommendation for final resolution shall be submitted to the Executive Director of Human Resources/Labor Relations. Such recommendation shall include one of the following alternatives, in priority order: A. Based upon seniority, demotion to a currently open or occupied position, unless a decision has been made not to fill the position because of financial reasons. This position would be at the highest level previously held and satisfactorily performed by the employee. B. If the employee cannot be demoted to such lower level position, as herein provided, a recommendation shall be made not to renew counted against the employee’s employment contractPIP period.

Performance Improvement Plans. The parties recognize that occasionally If at any time during the school year the evaluator judges a certified staff member’s performance on any of a relatively small number of employees may fall below satisfactory levels. When such employees are identifiedthe criteria listed on the current teacher evaluation tool to be ineffective, the parties agree that evaluator will schedule a conference with the primary objective should certified staff member to discuss these concerns. Documentation in the form of classroom observations or other appropriate documentation/data collection will be provided to help raise the employee’s performance . The employee will be provided time and opportunity to improve before moving to a satisfactory levelperformance improvement plan. In this respectIf improvement is not satisfactory, and if the parties also recognize the importance of communicating promptly and clearly with employees the nature of such performance deficiencies and the corrective action required for improvement, including reasonable timetables to achieve the desired improvement and the consequences if such improvement does not occur. Therefore, immediately upon the determination that an employee’s job performance evaluator determines remediation is below established standards, based upon the completion of Performance Planning Review (Form B)required, a written Performance Professional Improvement Plan (“PIP”) for improving a certified staff member’s performance will be written collaboratively by the evaluator and the employee to identify the responsibilities of both evaluator and certified staff member for achieving improved performance. PIPs shall have measurable indicators of improvement and satisfactory completion of the PIP shall be developedreasonably attainable. See attached 1. The District and the Association agree to bargain in good faith on any matter related to the terms and conditions of this Agreement. 2. The best interests of the students will be the objective for any and all agreements made. All discussions shall be conducted in an atmosphere of mutual respect for the process, by February 1st or the individuals and the opinions expressed. 3. Each party shall name its own negotiating team. 4. All proposals shall be in writing and all tentative agreements shall be reduced to writing, initialed and dated by the end chief negotiators for each team at the session in which a tentative agreement is reached. Teams may mutually agree to reopen previous tentatively agreed upon proposals. 5. Both parties shall furnish each other, upon request, available information pertinent to the issue(s) under consideration. 6. Suggested modifications to the text of proposals/counter-proposals/responses will be presented in written form, using underline (dddd) text for additions and strike-through (dddd) for deletions. 7. During the negotiation meetings, each negotiating team is free to caucus as needed. Each team will be provided a private space in which to caucus. 8. Impasse: If no Agreement is reached, an impasse can be declared by either party. Within ten (10) days of the school year, to help raise declaration of an impasse the employee’s job performance to parties will jointly request mediation services through the Federal Mediation and Conciliation Services (FMCS) or will jointly agree upon a satisfactory levelthird-party mediator. Performance Improvement Plan (Form C) All costs of the impasse proceedings shall be used for this purposeborne equally by both parties. 9. While on A progress report will be part of the agenda, highlighting those items and progress made at each meeting. 10. When the parties have reached a PIP, an employee shall be given every reasonable opportunity to improve his or her job performance, which shall include at least three (3) progress reviews, not less than thirty (30) days apart, to review and discuss his or her performance improvement progress. If an employee’s job performance improves sufficientlytentative agreement, the employee shall TA package will be retained in his or her current position and re-evaluated accordingly. However, if the employee’s job performance does not improve sufficiently, a written recommendation for final resolution shall be submitted sent to the Executive Director of Human Resources/Labor Relationsunion membership for ratification. Such recommendation shall include one The bargaining chairs will communicate the ratification results to the district bargaining chairperson. An approved tentative agreement will be sent to the school board for approval. The president(s) of the following alternativesunion and the board president shall sign the ratified and approved agreement. The district will post it on the HR page. Extra Duty Schedule A 2021 study was conducted of regional school districts’ reported salary data for extra duty positions. The task force determined that extra duties would continue to be categorized in five broad areas: a) athletics, in priority order: A. Based upon seniorityb) curriculum and instruction support, demotion c) extra-curricular outcome-based supervision, d) hourly supervision (time bound), e) one-time, special projects. Special project extra duties are created to meet a currently open or occupied positionspecific short term need with Superintendent and Board of Education approval and cease to exist when the temporary need is met, unless a decision has been made not to fill the position because of financial reasons. This position would be at the highest level previously held and satisfactorily performed by the employee. B. If the employee cantherefore they will not be demoted to such lower level position, as herein provided, a recommendation shall be made not to renew the employee’s employment contractincluded on salary schedules.

Performance Improvement Plans. The parties recognize that occasionally the performance of a relatively small number of employees may fall below satisfactory levels. When such employees are identifiedA. Prior to proposing any action under 5 U.S.C. Chapter 43, the parties agree that Office will place an employee on a performance improvement plan (PIP). The PIP will include the primary objective should be to help raise following: 1. An identification of the critical elements and performance standards for which performance is unacceptable and include the minimum performance standard, as set forth in the employee’s performance plan, that must be achieved in order to successfully complete the PIP. 2. A statement that will advise the employee of the length of time, no less than ninety (90) days and usually not more than ninety-eight (98) days (seven (7) bi- weeks) and subject to Subsection Section 10.B below, that the employee has to bring performance up to at least the marginal performance level (the “opportunity period”); 3. A description of what the Office will offer to assist the employee to improve the unacceptable performance during the opportunity period. The Office may, upon written request of the employee, or where otherwise deemed appropriate by the Office, provide training, closer supervision, mentoring, counseling or other assistance as appropriate to the employee to meet performance expectations before taking action to remove the employee from their position; 4. Identification of which supervisor or management official(s) will be overseeing the PIP and available to assist the employee in reaching at least a marginal level of performance; 5. Meetings may be conducted at the request of the employee or at the discretion of the supervisor. These meetings may be remote, and the Office will not require an employee to be present in-person if the employee is on a telework program that does not require reporting to USPTO facilities. Regular meetings (at least twice a month) are encouraged between the supervisor or appropriate management official(s) and the employee to discuss the status of the employee’s performance and continued expectations; and 6. A statement that unless the employee’s performance in the critical element(s) improves to a satisfactory level. In this respectminimally acceptable level (i.e., the parties also recognize the importance of communicating promptly and clearly with employees the nature of such performance deficiencies and the corrective action required for improvement, including reasonable timetables to achieve the desired improvement and the consequences if such improvement does not occur. Therefore, immediately upon the determination that an employee’s job performance is below established standards, based upon the completion of Performance Planning Review (Form B), a written Performance Improvement Plan (“PIP”at least marginal) shall be developed, by February 1st or by the end of the school year, to help raise PIP and is sustained for a period of one (1) year from the employee’s job performance to a satisfactory level. Performance Improvement Plan start of the PIP (Form C) shall be used for this purpose. While on a PIP, an employee shall be given every reasonable opportunity to improve his or her job performance, which shall include at least three (3) progress reviews, not less than thirty (30) days apart, to review and discuss his or her performance improvement progress. If an employee’s job performance improves sufficientlymaintenance period), the employee shall may be retained reduced in his grade or her current position and re-evaluated accordingly. However, if the employee’s job performance does not improve sufficiently, a written recommendation for final resolution shall be submitted to the Executive Director of Human Resources/Labor Relations. Such recommendation shall include one of the following alternatives, in priority order: A. Based upon seniority, demotion to a currently open or occupied position, unless a decision has been made not to fill the position because of financial reasons. This position would be at the highest level previously held and satisfactorily performed by the employeeremoved. B. If the employee cannot be demoted to such lower level position, as herein provided, a recommendation shall be made not to renew the employee’s employment contract.