Performance and Development Reviews Sample Clauses

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Performance and Development Reviews. The performance of each employee will be reviewed following ninety (90) days of employment and annually thereafter. The formal performance and development review will include a written self review by the employee, a written review by the supervisor, and a meeting between the supervisor and employee to review and discuss the feedback. The written review will be signed by the employee and the supervisor, and will be placed in the employee’s personnel file. AP shall provide employees with regular feedback on the quality of their work, their success at meeting and exceeding goals, and areas for improvement. AP employees who have finished their probation period will have a formal annual performance and development review with their supervisor, reflecting the employee’s success and effectiveness at meeting the duties in their job description, their goals and the work outlined in their workplan, and future development. To the extent that there are statements included in the review that are attributable to persons other than the supervisor, those persons will be identified to the employee. The results of the performance review and development will be included in the employee’s personnel file. An employee has the right to submit a written response to the performance and development review within two (2) weeks of the completion of the process, and that written response shall be included in the employee’s personnel file.
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Performance and Development Reviews. Employees will be provided with performance and development reviews using the Enabling Performance Agreement format at least every six months. No employee shall progress under Part 4 – Clause 2 if their performance is assessed as being Below Requirements or Unacceptable Tables & Chart NOTE: Where Effective From date in Part 5 of this Agreement reads TBD* these rates will come into effect on the date that new clauses relating to the rostering of relieving workers come into effect, but no earlier than 1 July 2012.
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Performance and Development Reviews. 29.1. If required employees will participate in performance, training and development reviews, which will assess performance, and identify any training and development requirements. Employees will undertake training and skills development as required. 29.2. These reviews also provide an opportunity for employees to give feedback to their supervisor and to raise any improvements they believe would benefit the operation. 29.3. These will occur annually as directed by the company
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Related to Performance and Development Reviews

  • Research and Development (i) Advice and assistance in relation to research and development of Party B; (ii) Advice and assistance in strategic planning; and

  • Training and Development 3.1 Authorities will develop local 'Workforce Development Plans (see Part 4.8),' closely linked to their service delivery plans, which will provide the focus for the establishment of training and development priorities. Training and development should be designed to meet the corporate and service needs of authorities both current and in the future, taking into account the individual needs of employees. Local schemes on training and development should enable authorities to attain their strategic objectives through development of their employees. Training and development provisions should be shaped to local requirements and take account of the full range of learning methods. Such an approach should enable access to learning for all employees. The needs of part time employees and shift workers need particular consideration. 3.2 Employees attending or undertaking required training are entitled to payment of normal earnings; all prescribed fees and other relevant expenses arising. Employees are also entitled to paid leave for the purpose of sitting for required examinations. When attending training courses outside contracted daily hours, part-time employees should be paid on the same basis as full- time employees. (Assistance for other forms of learning, for example that directed at individual development, will be locally determined). Some training can be very expensive and authorities may require repayment of all or part of the costs incurred should an employee leave the authority before a reasonable time period has expired. The authority's policy in this regard should be made explicit. 3.3 Objectives for training and development programmes should include the following: • To enable Councils to attain their strategic objectives via investment in their employees. • To promote equity of access to learning. • To encourage employees to develop their skills and level of responsibility to the maximum of their individual potential. • To widen and modernise the skills profile of employees to maximise their versatility, employability and so, job security. • To enable employees to raise productivity, quality and customer service in pursuit of sustainable improvement 3.4 Authorities should establish local partnership arrangements, to include recognised trade unions, to develop their local workforce development plans. 3.5 The NJC endorses partnership provision such as the "Return to Learn" scheme. Authorities and the recognised trade unions shall encourage and support employees taking on the statutory Union Learning Representative (ULR) role. This will include agreeing facilities and paid release in accordance with statutory provisions. ULRs should be enabled to play a full part in promoting and implementing local training and development programmes.

  • DEVELOPMENT OR ASSISTANCE IN DEVELOPMENT OF SPECIFICATIONS REQUIREMENTS/ STATEMENTS OF WORK

  • Strategic Planning Facilitate the effective alignment of IT requirements/ Information Resource Management (IRM) plans with strategic business plans and program initiatives. Management Improvements: Development and implementation of improved systems and business practices to optimize productivity and service delivery operations (e.g., analysis, and implementation of improvements in the flow of IT work and program processes and tool utilization, including business system analysis, identification of requirements for streamlining, re-engineering, or re-structuring internal systems/business processes for improvement, determination of IT solution alternatives, benchmarking).

  • Creation and Development Fee If the Prospectus related to a Trust specifies a creation and development fee, the Trustee shall, on or immediately after the end of the initial offering period, withdraw from the Capital Account, an amount equal to the unpaid creation and development fee as of such date and credit such amount to a special non-Trust account designated by the Depositor out of which the creation and development fee will be distributed to the Depositor (the "Creation and Development Account"). The creation and development fee is the per unit amount specified in the Prospectus for the Trust. (16) Article III is hereby amended by adding the following section: