Unacceptable Performance. Section 1.A. The actions covered by the provisions of this Article are: reduction in grade and removal for unacceptable performance, for employees serving in bargaining unit positions at the time the action was initiated.
Unacceptable Performance. If performance is considered to be at the Unacceptable level in one or more critical elements after documented counseling and assistance regarding performance deficiencies so that the employee is aware the deficiencies, a letter of warning will be issued to the employee. To the extent practicable, counseling will be face-to-face. The letter will state that performance is considered to be Unacceptable, establish a period (normally a minimum of 90 days) during which the employee will be expected to attain the Fully Successful level in the deficient element(s), and generally include the following:
Unacceptable Performance. SECTION A: This Article applies only to bargaining unit employees who have completed their probationary or trial period, except to the extent prohibited by laws and regulations. Unacceptable performance is performance by an employee for which the employee receives a rating of Fails to Meet Expectations on his/her performance. Unacceptable performance may result in reduction in grade or removal of an employee. An employee has the right to representation at a meeting between an employee and Management during which the employee reasonably believes that disciplinary action may result. If such a request is made by an employee during a performance meeting, Management will honor the request by stopping the meeting and rescheduling at the earliest possible time. Any action based upon unacceptable performance will be fair, equitable, and administered as timely as possible.
Unacceptable Performance. If at any time during the rating period, the rating official deems an employee’s performance to be deficient they will take action in accordance with the Performance DR. Whenever possible, actions to place an employee on a Demonstration Opportunity Plan will be taken early enough in the fiscal year to allow the employee to improve their performance to a fully successful level prior to being given their rating of record for the year.
Unacceptable Performance. The employee is eligible to re-request participation 60 days after expiration of the PIP.
Unacceptable Performance a. At any time, during the rating cycle, that an employee’s performance declines, supervisors will engage with the employee to reemphasize the standards and provide guidance on improvement. If the employee’s performance continues to decline and becomes unacceptable, management will comply with 5 CFR, Chapter 432 in the execution, and implementation of a Performance Improvement Plan (PIP). PIPs shall adhere to the policy as stated in the XxXX 1400.25, Section 3.0 and HR Guidance (HR17-14).
Unacceptable Performance. Performance indicators can include attendance, quality and quantity of work, and interacting effectively with others. Performance concerns including corrective action will first be discussed with the member. If, after a reasonable amount of time, the member is unable to meet expectations, then progressive discipline must be followed. Progressive discipline must include the following steps in order:
Unacceptable Performance. If, at any time during the rating period, the supervisor believes that an employee’s performance would be rated as “does not meet fully successful” on any critical or non-critical element, the supervisor shall, without undue delay, hold a progress review with the employee to discuss the unacceptable performance.
Unacceptable Performance. It is further agreed that any tenured Supervisor who is removed from a position for unacceptable performance will automatically revert to a previous tenured 10- month position and salary held within the District.
Unacceptable Performance. Any action taken under Article 23.
