Common use of Performance Deficiencies Clause in Contracts

Performance Deficiencies. It is usually most desirable to solve performance problems through free and informal communications. If problems persist or are sufficiently serious that dismissal will be considered if they are not resolved, then a formal remediation process shall be invoked by a supervisor to address performance deficiencies of a non-probationary, support staff employee. The following principles will apply to the remediation process:  The remediation process does not apply if an employee is not meeting District standards of conduct or if the employee is not complying with District rules and regulations. Nothing contained in this remediation section impacts the Board’s right to discipline or discharge an employee for just cause or to demote, transfer or dismiss and employee for cause whether or not the remediation process has been utilized.  The parties shall make a good faith effort to comply substantially with remediation procedures in order to respect the rights of individual employees and management. If the outcome of a remediation process is grieved, failure to comply with timelines and technical procedures may be considered a factor in determining whether action was taken for cause.  The parties may extend timelines or modify procedures by mutual agreement in order to facilitate fairness and effective and efficient action.  The employee is entitled to have Union representation at any step in the remediation process.  Remediation may be instituted as the result of a “needs improvement” evaluation rating or if there is evidence of poor performance during an evaluation cycle. Two

Performance Deficiencies. It is usually most desirable to solve performance problems through free and informal communications. If problems persist or are sufficiently serious that dismissal will be considered if they are not resolved, then a formal remediation process shall be invoked by a supervisor to address performance deficiencies of a non-probationary, support staff employee. The following principles will apply to the remediation process:  The remediation process does not apply if an employee is not meeting District standards of conduct or if the employee is not complying with District rules and regulations. Nothing contained in this remediation section impacts the Board’s right to discipline or discharge an employee for just cause or to demote, transfer or dismiss and an employee for cause whether or not the remediation process has been utilized.  The parties shall make a good faith effort to comply substantially with remediation procedures in order to respect the rights of individual employees and management. If the outcome of a remediation process is grieved, failure to comply with timelines and technical procedures may be considered a factor in determining whether action was taken for cause.  The parties may extend timelines or modify procedures by mutual agreement in order to facilitate fairness and fairness, effective and efficient action.  The employee is entitled to have Union Association representation at any step in the remediation process.  Remediation may be instituted as the result of a “needs improvement” evaluation rating or if there is evidence of poor performance during an evaluation cycle. TwoTwo (2)

Performance Deficiencies. It is usually most desirable to solve performance problems through free and informal communications. If problems persist or are sufficiently serious that dismissal will be considered if they are not resolved, then a formal remediation process shall be invoked by a supervisor to address performance deficiencies of a non-probationary, support staff employee. The following principles will apply to the remediation process:  ▪ The remediation process does not apply if an employee is not meeting District standards of conduct or if the employee is not complying with District rules and regulations. Nothing contained in this remediation section impacts the Board’s right to discipline or discharge an employee for just cause or to demote, transfer or dismiss and an employee for cause whether or not the remediation process has been utilized.  ▪ The parties shall make a good faith effort to comply substantially with remediation procedures in order to respect the rights of individual employees and management. If the outcome of a remediation process is grieved, failure to comply with timelines and technical procedures may be considered a factor in determining whether action was taken for cause.  ▪ The parties may extend timelines or modify procedures by mutual agreement in order to facilitate fairness and fairness, effective and efficient action.  ▪ The employee Employee is entitled to have Union Association representation at any step in the remediation process.  ▪ Remediation may be instituted as the result of a “needs improvement” evaluation rating or if there is evidence of poor performance during an evaluation cycle. TwoTwo (2) consecutive “needs improvement” evaluation ratings is grounds for dismissal.