Performance Development Sample Clauses

Performance Development. 7.1 At the beginning of each performance year your Manager will work with you on a personal performance and development plan to identify your goals and objectives for the year. 7.2 Your manager will review your performance and personal development with you every six months. This review will provide the opportunity for you to discuss any concerns or issues with your Manager and to receive personal feedback regarding your progress and work performance. 7.3 The Ministry encourages all employees to take personal responsibility for their work and performance and your performance review provides an opportunity for you to discuss progress in your work programme with your Manager. 7.4 It is important that you discuss your career objectives with your Manager so that, where possible, training and development may be provided. 7.5 The Ministry’s current remuneration system has a link to individual work performance and your remuneration will be reviewed annually on this basis and in accordance with the Ministry’s remuneration policy.

Performance Development. All new employees will undergo an orientation programme on their commencement of employment and will be remunerated for these days at the applicable rates of pay. The first part of orientation will be no less than three days, with additional orientation provided for each area and/or different levels of care provided at the facility. New employees will continue to be buddied until their first formal performance review. After orientation, employees will receive regular feedback on their performance throughout their first three months of employment with a formal performance review interview being undertaken at or about the time they have completed three months’ tenure. Performance and development reviews will be undertaken annually thereafter. A performance and development review interview will be through a joint meeting with the employee’s direct line manager. The review will focus on the requirements of the position, outputs and standards of performance and will provide a forum where both parties can discuss opportunities for the coming period. Nothing in this clause shall prevent the employer from reviewing the employee’s performance and development more frequently. Where the employer fails to provide feedback or fails to ensure the performance review is undertaken as set out above, the employee shall not be disadvantaged by such failure.

Performance Development. The State's Performance Development Program (hereinafter, "PDP") is designed to encourage MBU’s and their supervisors to meet, discuss, and set goals that are consistent with the operations and missions of the employer and to encourage increased communication between the MBU and their supervisor. The State and the Union agree to establish a committee to discuss the implementation of the PDP. The Committee will consist of up to three members appointed by the State and three members appointed by the Union. The Committee will begin to meet upon ratification of this Master Agreement and will meet at least once a month until implementation of the Program. The Committee will discuss issues of concern to the State and the Union and the process and procedures for implementation of the PDP. The State shall determine the start date for the PDP within the timeframe of this Master Agreement. Upon the implementation of the PDP, the Committee will meet quarterly to review the process. All MBU’s are required to participate in the PDP. MBU’s shall be permitted to respond to the PDP. The results of the PDP shall not be used by the State to initiate or support a disciplinary action, nor by an MBU in defense of a disciplinary action. Disputes of overall annual PDP evaluations, that are less than satisfactory (Improvement Needed or Not Meeting Objectives) shall be subject to the grievance and arbitration procedure.

Performance Development. The Jacana Energy Performance and Development Plan (PDP) framework is designed to:

Performance Development. The Ministry acknowledges its on-going commitment to supporting the professional development of all Ministry of Justice employees. 7.1 At the beginning of each performance year, each Manager will assist individual staff members to develop a personal performance and development plan that clearly details their performance goals and objectives for the coming year. The plan will identify development opportunities to support the staff member in achieving their objectives. 7.2 With this in mind, the Ministry and staff member recognise that the development of the plan is a shared responsibility. 7.3 The Manager will monitor the staff member's performance and provide regular feedback in accordance with the Ministry's policies, and the staff member may seek further feedback where appropriate. 7.4 The Manager will also where possible, provide the staff member with development opportunities in order to enable the staff member to realise his/her goals. The staff member also has responsibility for identifying development opportunities. 7.5 The Manager will meet formally with the staff member at least once every six months to review and discuss the staff member's performance and development over that period and provide the opportunity to re-assess the staff member's goals and objectives, if necessary. 7.6 The Ministry's current remuneration system has a link to individual work performance and the remuneration of staff members will be reviewed annually on this basis and in accordance with the remuneration policy.

Performance Development. Employees’ performance will be assessed annually by their immediate Supervisor at the anniversary of the employee’s appointment. The employee concerned will be asked to actively participate. All appraisals will, when completed, be signed by that employee, their Supervisor and forwarded to the relevant Manager before being placed on the employee’s personal file. Work performance will be based on the appropriate job description. As part of the performance review process, the employee’s immediate Supervisor will negotiate to conduct regular supervision sessions to monitor and manage performance issues.

Performance Development. 31.1 The Jacana Energy Performance and Development Plan (PDP) framework is designed to: (a) encourage high work performance aligned with strategic objectives; (b) ensure individuals within the organisation are all working in a manner consistent with Jacana Energy’s corporate values; and (c) recognise the organisation as a team performance, aligned with Jacana Energy’s strategic objectives.

Performance Development. 64.1 A performance review system applies to all continuing and fixed-term staff based on the compilation of a performance plan to be submitted by each staff member and approved by that staff member's supervisor. Staff will be provided with the opportunity to develop their skills and effectiveness within the University. This system operates as an annual cycle with formal and informal reviews and feedback. This should include feedback from a range of people with whom the staff member interacts. The supervisor will advise the staff member in writing of planned time-lines for the submission of the portfolio and of the timing of the formal meetings. The performance development of a supervisor will contain an upward appraisal component. That is, in the lead up to the completion of the supervisor’s annual performance review, his/her supervisor will consult as appropriate with the supervisor’s staff to provide feedback on their supervisor’s performance as a supervisor. 64.2 The objectives of performance development at the University are to be achieved within reasonable timeframes within the annual cycle and are as follows: • to determine appropriate training and development opportunities in relation to the position and for career development purposes; • to provide feedback to the staff member and supervisor on a regular basis; • to plan agreed performance goals and staff development/training activities for the next annual cycle; • to link individual performance and development planning to the goals and priorities of the work unit/department and the University more broadly; and • to ensure that the workload is manageable and consistent with the continued health and safety of the staff member. 64.3 All fixed-term and continuing staff will be required to participate in one formal performance review per annum, supported, where possible, by regular informal feedback meetings. Performance discussions will focus on the staff member’s progress towards the goals established for the staff member and their career aspirations and will identify strategies for achieving these goals. Formal performance review discussions will be documented. 64.4 The principal elements to be covered in performance reviews and feedback discussions are: • review of the role and/or responsibilities of the staff member, including objectives and skills and/or knowledge acquisition set in previous feedback discussions; • consideration of the workload of the staff member (although staff members may rais...

Performance Development. This is clause 31 in the current Agreement. A substantive review of the current scheme resulted in the following improvements or changes:  Reference to ‘Met; Met Plus; and Exceed’ have been replaced by a “Meeting Expectations” rating.  To be eligible for a pay progression or a bonus payment an employee must achieve an overall score of 3 in their assessment against the PDP framework through a 1 to 3 numeric scoring system: o Not meeting expectations o Building Performance o Meeting Expectations.  To recognise the contribution of new employees, an employee who has participated in the PDP process for a minimum of three months and successfully completed the eligibility criteria set by Jacana Energy will be eligible for an administration bonus payment of $500.  To support employees to successfully meet the required standard to achieve pay progression through the PDP framework, the following have been added: o Where required, additional meetings should be held following the mid-term review to provide employees with the opportunity to be able to reach the agreed standard in the final stage of the cycle. o Grievance process to address situations where the employee does not agree with the proposed criteria or an assessment against the criteria in the PDP.