Performance Management Program. The performance management program includes three (3) rating categories (exceeds, proficient, needs improvement) for performance appraisals.
Performance Management Program. The parties agree that the Performance Management Appraisal Program for bargaining unit employees will be the IHM, Part 7, Chapter 7 established 9/ 26/ 06 as modified by the following provisions and applicable laws, rules and government-wide regulations. Changes to the IHM Part 7 Chapter 7 will require the fulfillment of bargaining obligations by the parties. The Employer agrees that no quotas will be established that prescribe limitations on Exceptional or Fully Successful ratings.
Performance Management Program. The performance management program includes two (2) rating categories (proficient and needs improvement) for performance appraisals.
Performance Management Program. As a term of settlement of this Agreement and with the ongoing commitment to continuos improvement programs the parties bound by this Agreement are committed to and will support and participate in the following processes:
Performance Management Program. (PMP) 16 Section 17.1 – General Information 16 Section 17.2 – UMCES Administrative Units 16 Section 17.3 – Supervisory Responsibilities 16
Performance Management Program. A Pay for Performance Program was implemented in the Operations and Maintenance Division of the Metropolitan Wastewater Department in FY97. It was refined and expanded department-wide and to divisions in the Water Department. The program is designed to benefit both employees and taxpayers/ratepayers by utilizing incentive pay:
Performance Management Program. In line with Company Policy, all employees shall be involved in the Performance Management Program every six months. The Performance Management Program provides a way to maintain effective employee relations and communication channels within the organisation. The Company believes employees need to be satisfied with their position and need to be equipped to handle the changing requirements of their work. They should also be encouraged to develop themselves to be able to effectively meet the challenges of the future workplace and their individual goals. One of the best ways to achieve these results is by fair and honest feedback between management and employees. Employees require an indication of their progress to date and assistance with preparing for future needs. At the same time their views and experiences are of vital importance to the organisation. This is one of a number of ways of achieving the Company’s goals and objectives.
Performance Management Program. The City and MEA agree to implement a Pay-for-Performance plan in the Operations and Maintenance Division of the Metropolitan Wastewater Department (hereafter referred to as O&M) that would provide cash incentives for employees based on the achievement of detailed performance objectives. All cash awards will be funded from a portion of any savings actualized by meeting the targeted goals. The established goals will be based on both economic and technical performance, i.e., savings from efficient operations and improved performance related to safety as well as the quality and quantity of the treated wastewater. No cash awards will be distributed unless economic objectives are achieved. Therefore, this program is assured of paying for itself. In addition, as only a maximum of 50% of the savings is to be utilized for the cash awards, ratepayers would be assured of benefiting from successful performance as well. No individual employee would be eligible to receive more than $1,000.00 from this program. In addition, this award is above and beyond any other Citywide rewards employees may be eligible for. The details of this plan are outlined in the sections below. MEA and representatives from both the Metropolitan Wastewater Department (MWWD) and the City Manager’s Office will meet on a quarterly basis during the course of the pilot to study and discuss issues of mutual concern including, but not limited to, implementation, progress, modification, and evaluative criteria. The O&M Division will provide MEA with all quarterly summaries and other reports pertinent to the pilot. Should the City want MWWD to continue the program beyond FY97, or expand the Pay-for- Performance Program to other departments and divisions, the City agrees to notify in advance and to meet and confer with MEA.
Performance Management Program. Employees with one year of service shall receive performance pay as follows:
Performance Management Program. Section 1: The Performance Management Program (PMP) is used by Management to ensure a continuous, systematic process, which integrates the planning, directing, and execution of work with civilian performance appraisals, pay, awards, promotions and other actions. Performance appraisals shall be applied IAW governing directives in a fair, objective, equitable, and job related manner. The Employee will be the last individual to sign his/her form 860A. The rater will privately discuss the ratings and award with the Employee and provide the Employee the opportunity to sign and date the document. If the Employee refuses to sign the 860A, the rater annotates, “Employee was given the opportunity to sign and refused.” A copy will be placed in the secured Employees work folder and a copy provided to the Employee and Civilian Personnel. Lower ratings shall be reflected only when justification and documentation is provided. Input from previous Supervisors or transferred ratings covering Employee’s performance within the current appraisal period will be taken into consideration. As the rating is a judgment of the immediate Supervisor or rating official, reviewing officials shall have the authority to change ratings with concurrence of the rating official.
