Employee Performance Management. New employees must receive copies of their position descriptions and an orientation to their work and their work unit, • All new employees must receive mid-probationary and probationary reviews. • All employees must be given honest feedback on their performance at least once a year with a written formal evaluation placed in their personnel • Performance expectations are made clear for all employees. • Employees whose performance, attendance, or behavior is problematic will be coached on their deficiencies to permit them to Improve- unless the behavior ls so severe that immediate action must be taken to end their appointment. All such issues should be discussed with the DHS Labor Relations Representative. Page 26 of 39 MNsure/DHS Interagency Agreement Contract No. IAK 167373 EXHIBIT C - On-going MNsure Financial Responsibilities Apart from DHS' duties and obligations under Clauses 1.2 "Financial Operations", 1.3 “Procurement” and
Employee Performance Management. 4.9.1. Where the Company believes that an Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. • If the Employee’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated.
Employee Performance Management. (a) The CTC shall continue its practice of conducting performance assessments through its performance management program. The employee will be given the opportunity to provide a self- assessment of his/her performance and meet with his/her supervisor prior to its content being finalized. The employee shall be given a copy of the assessment, after it has been reviewed and signed by the supervisor.
Employee Performance Management. At Compass Solutions, we use analytics and behavioral science to identify top talent, deepen employee engagement and manage transformational change to provide differentiated customer experiences, the State will benefit from our wealth of Talent Pool and employee performance management. It is fundamental to have a stable, dependable workforce motivated to excel and to make long-term commitments to support Florida IT Staff Augmentation Services project. To that end, we will partner with the State to establish a progressive work environment promoting and acknowledging excellence; implement a program rewarding employees for outstanding performance through incentives, bonuses, and formal recognition; institute an effective training program for all employees; extend opportunities for professional development and advancement; and provide a competitive and attractive employee compensation and benefits package. Diligently defined processes help to ensure consistent performance. Measuring the Performance of our employees helps us to achieve optimal productivity and efficiency on the State of Florida Information Technology Staff Augmentation Services project We recognize that job satisfaction is a major factor, if not the key factor, in retaining personnel and minimizing turnover. With innovative and proven practices, our retention plan is developed and implemented around three basic elements: Supportive corporate culture and proactive management practices, attractive benefits, rewards and incentives designed to compensate employees beyond traditional methods. To help employees excel, we recognize our professionals deserve to understand management’s performance expectations. Throughout the performance period, we require supervisors to interact with team members to share goals and objectives. The optimization of employee performance will be achieved through various processes. Each of our employees will be provided, in writing, with a Performance Evaluation that includes an Individual Development Plan (IDP) and Performance Improvement Plan (PIP) on no less than an annual basis. We challenge our supervisors to accept candid feedback from their subordinates so that everyone can be a part of improving the Compass Solutions service delivery to the State. Employee feedback is provided both ways: to the employees from the supervisors, and also from the employees to the supervisors. Compass Solutions regularly coordinates with our employees to make sure they are meeting our h...
Employee Performance Management. The parties to this Agreement commit to the regular measurement, feedback and reward for individual performance. The following principles have been agreed by all parties to guide the development and operation of employee performance management and reward:
Employee Performance Management. 4.7.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply:
Employee Performance Management. 4.8.1 Where the Company believes that an Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and/or any other drug, the conditions as set out in the company’s drug and alcohol policy will apply.
Employee Performance Management. New employees must receive copies of their position descriptions and an orientation to their work and their work unit, • All new employees must receive mid-probationary and probationary reviews. • All employees must be given honest feedback on their performance at least once a year with a written formal evaluation placed in their personnel • Performance expectations are made clear for all employees. • Employees whose performance, attendance, or behavior is problematic will be coached on their deficiencies to permit them to Improve- unless the behavior ls so severe that immediate action must be taken to end their appointment. All such issues should be discussed with the DHS Labor Relations Representative. APPROVED:
Employee Performance Management. The City of Playford is committed to a transparent and structured performance management cycle to enable honest feedback and development for employees while building a more sustainable and multi skilled workforce.
Employee Performance Management. 10.1 Where the Company believes that an employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply:
