PERFORMANCE PROBLEMS. Sec. 2201 Counseling: In the event an employee's performance is unsatisfactory or needs improvement, informal counseling shall be provided by the employee's first-level supervisor. Documentation confirming such counseling shall be given to the employee within twenty-one (21) calendar days from the date of the counseling session. Sec. 2202 Unfavorable Reports On Performance (Written Reprimands): If upon such counseling an employee's performance does not improve and disciplinary action could result, a written report shall be prepared by the supervisor, including specific suggestions for corrective actions, if appropriate. A copy shall be given to the employee and a copy filed in his Human Resources file. Provided no additional report has been issued during the intervening period, each report shall be removed from the employee's file at the end of two (2) years if requested by the employee. The County agrees that such reports shall not be submitted nor should any reference be made to such reports by the County in Civil Service Commission hearings or arbitrations arising from appeals or grievances after the two (2) year period provided for under this Section.
PERFORMANCE PROBLEMS. Sec. 2001 COUNSELING: In the event an employee's performance is unsatisfactory or needs improvement, informal counseling shall be provided by the employee's first-level supervisor. Any documentation of informal counseling shall only be inserted in the employee's Division File and such documentation of informal counseling shall not be referenced in any subsequent performance evaluation. A copy of such documentation shall remain in the employee's Division File for up to one year at which point it will be destroyed. A copy of such documentation shall be given to the employee. Sec. 2002 WRITTEN REPRIMANDS:
PERFORMANCE PROBLEMS. Sec. 1801
PERFORMANCE PROBLEMS. 20 66 PERSONNEL FILE ................................................................................. 21 67 TRANSFERS .......................................................................................... 22 68 REDUCTIONS IN FORCE ...................................................................... 23 70 PRODUCTIVITY ..................................................................................... 24 74 NO STRIKE/NO LOCKOUT .................................................................... 25 74 NON-DISCRIMINATION ......................................................................... 26 74 COUNTY/APCD RIGHTS ....................................................................... 27 74 LOCAL 721 RIGHTS............................................................................... 28 75
PERFORMANCE PROBLEMS a. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's performance in one or more critical elements becomes less than acceptable, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can perform acceptably to the standards.
PERFORMANCE PROBLEMS. 21 45 PERSONNEL FILE ................................................................................. 22 46
PERFORMANCE PROBLEMS. Sec. 2001 COUNSELING: In the event an employee's performance is unsatisfactory or needs improvement, informal coaching or documented counseling shall be provided by the employee’s first level supervisor. Documentation of counseling shall be given to the employee within five (5) business days of the counseling session. Sec. 2002 UNFAVORABLE REPORTS ON PERFORMANCE WRITTEN REPRIMANDS (Counseling Memos and Written Reprimands): If upon such counseling an employee's performance does not improve and disciplinary action could result, a written report shall be prepared by the supervisor, including specific suggestions for corrective actions, if appropriate. A copy shall be given to the employee and a copy filed in his/her personnel file. Provided no additional report has been issued during the intervening period, each report shall be removed from the employee's file at the end of two years if requested by the employee. The County agrees that such reports shall not be submitted nor should any reference be made to such reports by the County in Civil Service Commission hearings or arbitrations arising from appeals or grievances after the two-year period provided for under this Section.
PERFORMANCE PROBLEMS. Before recommending an involuntary transfer based upon any performance problems, the Superintendent or his designee shall give notice of the performance problem(s) and time to address and respond to the concerns, and unless extenuating circumstances exist, the instructional bargaining unit member will be offered assistance and time to address and resolve the concerns. In addition, the following procedures shall apply:
PERFORMANCE PROBLEMS. In the event Customer experiences a Performance Problem, Customer shall be entitled to receive from CNP one (1) Service Credit for each Performance Problem. Examples: If Customer experiences one Performance Problem, it shall be eligible to receive one Service Credit. If Customer experiences two Performance Problems, either from a single event or multiple events, it shall be eligible to receive two Service Credits.
PERFORMANCE PROBLEMS. Payer shall promptly report to Synetic any performance problems relating to the Clinical Transaction Services.
