Performance Management Process. The Union and the Company agree that many factors contribute to employee performance. The Performance Management Process provides a method for employees and management to determine individual performance goals, assess performance against those goals and performance values, and establish developmental plans to address performance needs or gain additional knowledge, skills and abilities as necessary.
Performance Management Process is an ongoing communication process between the employee and the employee’s supervisor regarding the performance standards/expectations during the twelve-month rating period. The three-step process includes: a meeting establishing standards/expectations and performance factors/goals (held in March/April – beginning of the evaluation period); a meeting mid-year providing feedback and coaching (held in September/October); and performance review, completion of the evaluation and discussion (held in March – end of evaluation period).
Performance Management Process. Manitoba Public Insurance’s Shop Measures Guide and Performance Recognition Program are both located on the MPI Partners Website and ensure that Proper Repairs are performed in a fiscally responsible manner.
Performance Management Process is an ongoing communication process between the employee and the employee’s supervisor regarding the performance standards/expectations during the twelve-month rating period. The three-step process includes: a meeting establishing standards/expectations and performance factors/goals (held in March/April – beginning of the evaluation period); a meeting mid-year providing feedback and coaching (held in September/October); and performance review, completion of the evaluation and discussion (held in March – end of evaluation period). When an employee is on probation or was rated as overall Needs Improvement or Unsatisfactory during the previous rating period, the long PMP form shall be used. Subsequent to the probationary period, the supervisor may use either the short or long form. Each supervisor is required to use the same type of form (long or short) for all employees represented by the Union under their supervision (See Appendix A).
Performance Management Process. 40.1 The objective of this process is to restore conduct/performance to an agreed standard. The employee must be provided with a fair opportunity to reach this standard.
Performance Management Process. Setting Individual Objectives November – January • Cascade objectives from corporate priorities • Supervisors meet with employees to discuss and agree on objectives Assessing and Evaluating Mid-year: June – July • Meet with each employee for feedback discussion and review of yearly objectives Year-end Assessment: November – February • Employee completes year-end self-assessment • Supervisors or employees may request colleague feedback • Supervisors complete evaluations of employees based on yearly objectives • Supervisors meet with employees to review evaluations OBJECTIVES
Performance Management Process. Jet will monitor the performance of each Retail Partner on an ongoing basis, with the objective of assessing each Retail Partner’s ability to meet our service promise to Jet customers. When reviewing Retail Partner performance, Xxx will consider a variety of factors: • Adherence to the Jet performance expectations outlined above. • Adherence to expected service levels as defined by the Retail Partner in their operational configuration. If a Retail Partner fails to meet these expectations, Xxx may recommend that the Retail Partner set new service levels or automatically adjust them. Jet will continue to closely monitor performance for desired improvement. If a Retail Partner continues to perform poorly, Xxx reserves the right to select other Retail Partners to fulfill like orders (until the underperforming Retail Partner is able to demonstrate to Jet that it has remedied the underperformance) or Jet may choose to suspend the Retail Partner’s access to the Jet Marketplace. If the performance issue significantly impacts the Jet customer experience, Jet may in its sole discretion suspend the Retail Partner’s access without advance notice, in addition to pursuing any other legal remedy available to Jet for breach of contract.
Performance Management Process
