PRODUCTIVITY AND PERFORMANCE. 28.1 The parties recognize that delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance and interest to the City and Union and, as such, maximized productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties further recognize that work procedures and assignments or the introduction of any and all new, improved or automated methods or equipment to increase the productivity and performance of individual employee(s), company(s), and/or Department, may be established and/or revised as set forth in Article 18.
PRODUCTIVITY AND PERFORMANCE. 5.16 It is essential that the productivity potential from new work practices is realised in areas such as rostering, cross-stream reporting, team based working and the development of skills mixes, with a potential consequential effect on current payments. Better management and standardisation of annual and sick leave, and family friendly policies, including flexitime, will be necessary to manage continuity of service and peak demands and to effect pay bill savings. Other flexibility is possible through eliminating demarcation (e.g. Litter inspectors would be required to provide remedial works where appropriate). The “Main Trade Makes Good” Agreement would be fully leveraged to support this flexibility.
PRODUCTIVITY AND PERFORMANCE. 17.1 The Guild recognizes the City’s right to establish and/or revise performance standards. Such standards may be used to determine acceptable performance levels, prepare daily work assignments, and to measure the performance of each employee or group of employees.
PRODUCTIVITY AND PERFORMANCE. 23.1 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the City; and, as such, maximized productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the City's right to determine the methods, processes, and means of providing municipal service; the rights to increase or diminish operations, in whole or in part; the right to increase, diminish or change municipal equipment, including the introduction of any and all new, improved, or automated methods or equipment; the assignment of employees to specific jobs, the determination of job content and/or job duties, and the combination or consolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City.
PRODUCTIVITY AND PERFORMANCE. Delivery of services in the most efficient, effective and courteous manner is of paramount importance to the Employer and the Union. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. To achieve and to maintain a high level of excellence, the parties agree to the following terms:
PRODUCTIVITY AND PERFORMANCE. Introduction Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer and the Union. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. To achieve and maintain a high level of effectiveness, the parties hereby agree to the following terms:
PRODUCTIVITY AND PERFORMANCE. The parties have agreed to adopt Productivity Indicators as set out in Annexure A to this agreement. The agreement is based upon the core functions of pilotage. The parties will regularly review progress in achieving agreed productivity improvements to ensure implementation is achieved in an effective and timely manner.
PRODUCTIVITY AND PERFORMANCE. Delivery of Corporation services in the most efficient, effective and courteous manner is of paramount importance to the Corporation and the Union. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. To achieve and maintain a higher lever of effectiveness, the parties hereby agree to create a committee of no less than three (3) Union members and three (3) Corporation members to conduct studies of methods, procedures and techniques under which the above goals may be achieved, as well as means for equitable distribution of any productivity benefits that may be realized. The creation of this committee will act to assist the Corporation as it develops these goals and establishes objectives and standards to meet them. No layoffs will occur as a result of improvement in productivity and performance generated from this committee.
PRODUCTIVITY AND PERFORMANCE. Delivery of Village services in the most efficient and effective manner is of paramount importance to the Village and the Union. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. To achieve and maintain higher level of effectiveness, the parties hereby agree to create a committee of no less than three (3) Union members and three
PRODUCTIVITY AND PERFORMANCE. It is essential that the productivity potential from new work practices is realised in areas such as rostering, cross-stream reporting, team based working and the development of skills mixes, with a potential consequential effect on current payments. Better management and standardisation of annual and sick leave, and family friendly policies, including flexitime, will be necessary to manage continuity of service and peak demands and to effect pay xxxx savings. Other flexibility is possible through eliminating demarcation (e.g. Litter inspectors would be required to provide remedial works where appropriate). The “Main Trade Makes Good” agreement would be fully leveraged to support this flexibility. It is recognised that PMDS requires modification in order to achieve its full potential. In particular, there is a need to link PMDS and other HR policies. This will require the development and implementation of a competency framework for all grades in local authorities. Incremental progression and promotion will be linked to PMDS, and will provide a methodology for recognising staff who perform well and for handling underperformance. The revised PMDS model will be designed and agreed by the PMAMG. In the local government sector, examples of productivity include: • Modernisation of work practices and the linking of payments to hours worked • Review of on call arrangements • Maximise flexibility and service provision through a review of current working arrangements
