EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION Sample Clauses

The 'Evaluation, Advancement and Disciplinary Action' clause outlines the procedures and standards for assessing an individual's performance, determining eligibility for promotion, and addressing misconduct or underperformance. Typically, this clause specifies the criteria for regular performance reviews, the process for considering employees for advancement, and the steps for issuing warnings or imposing disciplinary measures when necessary. Its core function is to ensure a fair and transparent framework for managing employee progress and addressing behavioral or performance issues, thereby promoting accountability and organizational consistency.
EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation – Fellows shall receive from the Program Director or designee a written formative evaluation at least semi-annually and a summative evaluation at the completion of the Program. The evaluation shall be reviewed and discussed with the Fellow and retained in his/her file. The written evaluation shall be accessible to the Fellow upon request. The Program Director may conduct and record more frequent evaluations as needed. (B) Advancement – Participation in the Program is contingent upon satisfactory performance. Advancement is based on evidence of progressive professional growth and increasing responsibility for care. This determination is made by the Program Director in conjunction with evaluations from members of the teaching staff. (C) The Program Director shall notify the Fellow in writing if he/she will not be advanced to the next higher level, if the Agreement will not be renewed, or if he/she will not receive a Certificate of Completion. NCH will use reasonable efforts to provide such notification at least four months prior to the expected date of completion or advancement. Due process is provided according to the policy delineated by the NCH GME Policy. (D) This Agreement may be terminated by NCH for reasons of unsatisfactory performance or breach of this Agreement by Fellow. Grievance Procedures and due process is provided by the NCH GME Committee and delineated in the NCH GME policies
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EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation (1) Physician in Training shall receive from the Program Director, or designee, a formal written evaluation at least annually, but preferably semi-annually, which shall include a review of knowledge, skills, personal growth and development, and attitude. The evaluations shall be filed in the Physician in Training's per­sonnel file, shall be discussed with the Physician in Training, and shall be accessible to the Physician in Training upon request. The Physician in Training shall sign a written acknowledgement that he/she/they received a written evaluation. The Program Director may con­duct and record more frequent evalu­ations on an as-needed basis, in the sole and absolute discretion of the Program Director. (2) A Physician in Training may dispute a written evaluation report by submitting a written response, which shall be filed with the evaluation report.
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EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation – Residents shall receive, from the Program Directors or designee, a formal written evaluation at least semi-annually and at the completion of the Program. The evaluation shall be reviewed and discussed with the Resident and retained in his/her file. The written evaluation shall be accessible to the Resident upon request. The Program Directors may conduct and record more frequent evaluations as needed. (GME policy regarding resident evaluation and advancement is available on the CH’s intranet. See Program Directors for program specific policies.) (B) Advancement – Participation in the Program is contingent upon satisfactory performance. Advancement is based on evidence of progressive professional growth and increasing responsibility for care. This determination is made by the Program Directors in conjunction with evaluations from members of the teaching staff. (C) The Program Directors shall notify the Resident in writing if he/she will not be advanced to the next higher level, if the Agreement will not be renewed, or if he/she will not receive a Certificate of Completion. Notification should occur at least four months prior to the expected date of completion or advancement whenever possible. Due process is provided according to the process delineated by the CH GME Committee. (See Program Directors for Program specific policies. Resident is not eligible to access any other process.) (D) This Agreement may be terminated by DH and CH for reasons of unsatisfactory performance or breach of this Agreement by the resident. Due process is provided according to the process delineated by the CH GME Committee. Under no circumstance will either party terminate this Agreement without providing the other party an opportunity to discuss and review any dissatisfactions, grievances, or breaches that may exist. (E) This Agreement may be terminated if the Resident by action or inaction commits or allows to occur any action or course of action, which CH and DH reasonably believe involved moral turpitude or is contrary to the interests of patient care or the general welfare of the CH and/or DH, CH and DH may terminate the Resident’s service without prior notice. (F) If either CH or DH loses institutional GME approval during the period of this contract, on the effective date of loss of such approval, the Resident shall have the option to be released from this contract and shall not be prohibited from immediately entering a residency training program at another i...
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EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION. (A) Evaluation - Residents shall receive from the Program Director or designee a formal, written evaluation at least semi-annually and at the completion of the Program. The evaluation shall be reviewed and discussed with the Resident and retained in his/her file. The written evaluation shall be accessible to the Resident electronically. The Program Director may conduct and record more frequent evaluations as needed. (Policy regarding resident evaluation and advancement is available in the Med-Peds Residency Guidelines. See Program Director for Program specific policies.) (B) Advancement - Participation in the Program is contingent upon satisfactory performance. Advancement is based on evidence of progressive professional growth and increasing responsibility for care. This determination is made by the Program Director in conjunction with evaluations from members of the teaching staff. (C) The Program Director shall notify the Resident in writing if he/she will not be advanced to the next higher level, if the Agreement will not be renewed, or if he/she will not receive a Certificate of completion. Notification should occur at least four months prior to the expected date of completion or advancement whenever possible. Due process is provided according to the Med-Peds Residency Guidelines. These guidelines ensure that appropriate due process occurs and that there is not duplication of processes between OSU and NCH. (D) This Agreement may be terminated by NCH for reasons of unsatisfactory performance or breach of this Agreement by the resident. (E) Under no circumstance will either party terminate this Agreement without providing the other party an opportunity to discuss and review any dissatisfactions, grievances, or breaches that may exist.
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Related to EVALUATION, ADVANCEMENT AND DISCIPLINARY ACTION

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that he has been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that he has ceased to work for the Employer or has been notified of the suspension, as the case may be. Notwithstanding the time limits contained in Article 9.03 Step Two, the Parties will meet in attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two. 10.02 It is understood that an employee has the right to Union representation by a shop ▇▇▇▇▇▇▇ or other Union Officer when discipline is given. The Employer shall send a copy of any written discipline to the Union. Should the Employer fail to provide a copy of the discipline, the timelines found in Article 9.03 shall be waived. 10.03 All disciplinary notices on an employee's record shall be removed after fifteen (15) months. 10.04 A claim of suspension or discharge may be settled by confirming the Employer's action or by reinstating the employee with full seniority and compensation for lost time, or by any other arrangements as to compensation or reinstatement which is just and equitable in the opinion of the conferring Parties, or in the opinion of the arbitrator. 10.05 It is clearly understood between the Parties that Probationary Employees may be discharged for reasons less serious in nature than employees having attained proper seniority standing. 10.06 An employee shall be granted access to his personnel file on demand at a convenient time and, if the employee wishes, in the presence of a Union Officer or Union Staff Representative.

  • Notice of Criminal Activity and Disciplinary Actions A. ▇▇▇▇▇▇▇ shall immediately report in writing to its assigned System Agency contract manager when ▇▇▇▇▇▇▇ learns of or has any reason to believe it or any person with ownership or controlling interest in Grantee, or their agent, employee, subcontractor or volunteer who is providing services under this Grant Agreement has been placed on community supervision, received deferred adjudication, or been indicted for or convicted of a criminal offense relating to involvement in any financial matter, federal or state program or felony sex crime. B. Grantee shall not permit any person who engaged, or was alleged to have engaged, in any activity subject to reporting under this section to perform direct client services or have direct contact with clients, unless otherwise directed in writing by the System Agency.

  • DISCIPLINE AND DISCHARGE A. Disciplinary actions or measures shall include but not be limited to the following: Oral Reprimand Written Reprimand Suspension - Maximum of 30 days (notice given in writing) Discharge - (notice given in writing) A demotion in classification may be substituted by the Employer in place of a suspension or a discharge; a disciplinary transfer may be made in lieu of an oral or written reprimand. Discipline shall be uniformly applied using a progressive disciplinary procedure, where appropriate. B. Disciplinary action may be imposed upon an employee only for failure to fulfill his/her responsibilities as an employee. Suspensions of less than ten (10) days and lesser disciplining actions may be administered by the Superintendent or his/her designee. C. No discipline of record shall be given to any employee until the employee has read the written statement and had an opportunity to attach a statement of explanation or rebuttal; or if the employee so desires, be given a hearing. At such hearing, the employee may have Union representation. The employee will be asked to sign the disciplinary report to signify knowledge of the statement only. The signature will not be interpreted to signify acceptance or denial of guilt of the charges or statement. D. Upon request by the employee, records of oral and written reprimands shall be removed from an employee's record twelve (12) months from the date of the offense and records of suspensions shall be removed from an employee's records two (2) years from the date of the offense. E. The Employer shall not discipline or discharge any employee without just cause. Any disciplinary action may be appealed through the grievance procedure. Steps of the grievance procedure may mutually be waived in order that the grievance may be filed with the person issuing such disciplinary actions.

  • Causes for Disciplinary Action For purposes of this article, disciplinary action shall mean an unpaid suspension not to exceed thirty

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) (eff. Apr. 1, 2025, Section 544.0106, pursuant to House Bill 4611, Acts 2023, 88th Leg., R.S.) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.