Performance and Development Clause Samples

Performance and Development. A. ▇▇▇▇▇▇▇ agrees to promptly submit any reports or documentation that RPOSD may request. B. If the project described in the approved NTP includes development, Grantee shall ensure that projects adhere to environmental and sustainability efforts consistent with the Safe, Clean Neighborhood Parks, Healthy Communities and Urban Greening Program; Natural Lands, Open Spaces and Local Beaches, Water Conservation and Watershed Protection Program; Regional Recreation Facilities, Multi-Use Trails and Accessibility Program. Examples including but are not limited to: sustainability, cost- saving energy efficiency, weatherization, stormwater capture, water efficiency, including irrigation efficiency, use of reclaimed water or stormwater, and use of climate and site appropriate native California tree and plant materials. C. If the project described in the approved NTP includes acquisition of real property, ▇▇▇▇▇▇▇ agrees to furnish RPOSD with evidence of title, such as preliminary title reports. RPOSD, at its sole discretion, shall determine whether the evidence is acceptable under this Agreement. ▇▇▇▇▇▇▇ agrees in negotiated purchases to correct, prior to or at the close of escrow, any defects of title that in the opinion of RPOSD might interfere with the operation of the Project. In condemnation actions, such title defects must be eliminated by the final judgment.

Performance and Development. Plan is the individual achievement process established for Jacana Energy;

Performance and Development. 24.1. Employees must participate in the ACMA Performance and Development Framework and maintain a current performance and development plan which is developed with their manager. The Performance and Development Framework aims to improve the capabilities, performance and potential of employees and their ability to achieve the ACMA’s outcomes. The Performance and Development framework cycle runs from July to June each year. 24.2. At each formal performance review, the manager will assess the employee’s work performance, aligned to the Performance and Development Framework. 24.3. As part of the Performance and Development Framework, employees and their managers are required to develop individual learning and development plans to support: a) building common core capabilities; b) acquiring supporting core capabilities related to different job functions; c) developing technical skills that may be required; and d) continuing professional development.

Performance and Development. SAMPLE 1. The Grantee agrees to promptly submit any reports that RPOSD may request. 2. If the Project includes development, the Grantee shall use sustainable elements, including but not limited to: energy-efficient buildings, long-lasting materials, conserved and restored natural areas, easy-to-maintain or drought tolerant plants and landscaping, organic mulch, fertilizers and compost, storm water capturing, wetlands for increased flood control, recycling bins for park patrons, on-site composting, and ADA access, unless the Grantee can show, to RPOSD’s satisfaction, that it is infeasible to do so. 3. If the Project includes acquisition of real property, the Grantee agrees to furnish RPOSD preliminary title reports respecting such real property or such other evidence of title that RPOSD determines to be sufficient. The Grantee agrees in negotiated purchases to correct, prior to or at the close of escrow, any defects of title that in the opinion of RPOSD might interfere with the operation of the Project. In condemnation actions, such title defects must be eliminated by the final judgment.

Performance and Development. 1.44.1. Employees are expected to actively and constructively participate in performance assessment, training and professional development activities as and when required by the University. 1.44.2. Matters relating to performance assessment, training and professional development are addressed through University Policy and do not form part of and are separate to this Agreement.‌ 1.44.3. Notwithstanding clause 1.44.2, an Employee may raise a grievance at clause 1.52 on matters pertaining to procedural fairness of a performance assessment process where there is a basis to consider that: 1.44.3.1. performance requirements and objectives set by the University are inconsistent with the: (a) agreed workload; (b) classification; (c) responsibilities; (d) skill; (e) competence; or (f) expertise required of the position; or 1.44.3.2. assessment of performance was not consistent or transparent against: (a) the expectations and objectives of the position; or (b) extraneous factors beyond the control of the Employee. 1.44.4. Nothing in this clause constrains the University from also assessing, through a performance assessment process, an Employee’s usual workplace behaviours and conduct. 1.44.5. Where an Employee’s indigeneity is an inherent requirement of their employment, the Employee may request an Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander colleague who is sufficiently qualified to provide guidance and insight to ensure the Employee’s indigeneity is appropriately addressed when: 1. 44.5.1. establishing key performance measures;

Performance and Development. ‌ 20.1 Building performance capability 20.2 Performance Review, Planning and Development (PRPD)

Performance and Development. ‌ C1.1 Employees must participate in the ACMA Performance and Development Framework and maintain a current performance and development plan which is developed with their manager. The performance and development framework cycle runs from July to June each year. C1.2 At each formal performance review, the manager will assess the employee’s work performance using the following five point rating scale: a) Outstanding - the employee has made an outstanding contribution to the agency by significantly exceeding at least one performance expectation (in addition to consistently exceeding a number of others) at this classification level: b) Exceeds expectations - the employee has made a very strong contribution to the agency by consistently exceeding a number of performance expectations (and meeting all others) at this classification level: c) Meets expectations - the employee has made a positive contribution to the agency by consistently meeting all performance expectations at this classification level; d) Meets some expectations - the employee meets some but not all performance expectations at this classification level and further development is required; e) Does not meet expectations - the employee does not meet performance expectations at this classification level. C1.3 As part of the employees’ performance and development plan, employees and their managers are required to develop individual learning and development plans to support: a) building common core capabilities; b) acquiring supporting core capabilities related to different job functions; c) developing technical skills that may be required; and d) continuing professional development.

Performance and Development a) Performance expectations will be communicated by the MESC Manager or Director of Engineering. The Employee's job performance, demonstration of Leidos values and classification levels may be reviewed periodically by the Employee's Manager. b) Where this occurs, the reviews will assess the Employee's performance against the key responsibilities of the Employee's position and work operating manuals. The Employer will discuss with the Employee those areas which are being handled well and those which may require attention, improvement or additional training. The review is also an opportunity for the Employee to express to the Employer their views regarding their work, career and their performance in meeting agreed expectations. c) Progression from one classification level to the next classification level under Schedule 1 may also form part of the PDR review and may occur annually for eligible Employees. Consideration will be given to the Employee’s performance, demonstration of Leidos values, achievement of KPI’s, contribution, experience and knowledge gained. A high level of high performance and achievement may warrant an Employee skipping one classification level; however, this will be on a case by case basis with approval required from the Director of Engineering and Human Resources. d) Development may include training of a nature that would fall under the provisions of clause

Performance and Development. A performance appraisal process will be developed in consultation with the union at the completion of the restructure. Employees may be classified as “unsatisfactory”, “need improvement”, “satisfactory”, “fully proficient” or “outstanding”, on the basis of a range of criteria including quality, service and productive time at work. This may include the payment of a productivity bonus based on the assessment of fully proficient or outstanding performance.