Procedures for Remediation Sample Clauses

Procedures for Remediation. ‌ At the summative evaluation conference, a teacher who receives an unsatisfactory rating will be informed in writing of his/her need of remediation. Such tenured teacher rated as unsatisfactory will undergo a remediation plan subject to the following (from School Code 24A):

Procedures for Remediation. Removal of a Student from the Agency An agency executive, the Site Supervisor, the University Instructor, the Internship Coordinator, or the student may initiate a request for removal from an internship placement. In all cases, a written statement, which documents the issues and/or concerns, is to be prepared by the person initiating the action. At the request of the agency, the Site Supervisor, the University Instructor, or Internship Coordinator, a student may be removed at any point in the semester from the field placement agency for documented unprofessional conduct or for demonstrable lack of progress in attaining field instruction learning objectives. The following steps are to be taken in a period not to exceed four weeks:

Procedures for Remediation. If a performance issue poses a risk to the service provided to an authorized user, we create an entry in our program risk log and track that risk according to our documented risk management process, and the PIP becomes the risk mitigation plan. There are four key aspects of PIP oversight to mitigate performance issues: ✓ Close Monitoring: OST’s CM closely monitors resource performance during the PIP period. Our CMs hold regular meetings with all eligible users’ resources to understand their challenges and identify ways to address the identified issue. CM increases the frequency of communications and site visits, to monitor the progress of the resource against their PIP. Our CM monitors all aspects of the PIP implementation, whether the resource is an OST employee or subcontractor. ✓ Training, Mentoring, Coaching, and Counseling: We provide necessary training, mentoring, coaching, and counseling. Our HR group is an active partner and works closely with the resource and the TO CM to manage the process and provide necessary support. Training to support performance mitigation is without charge to the agency. The recommended training, mentoring, coaching, and counseling is part of our PIP. Again, we cannot control the personnel policies or actions of our subcontractors, but we share these plans with our subcontractors and encourage them to act on the plans for their employees.