PERFORMANCE DEVELOPMENT AND REVIEW Sample Clauses

PERFORMANCE DEVELOPMENT AND REVIEW. 40.1 The Performance Development and Review (PDR) program provides a framework for identifying, evaluating and developing the performance of Staff. Performance development and review is linked to the achievement of individual, work area and organisational goals. 40.2 All continuing and fixed-term Staff will participate in the Performance Development and Review program. Each Staff Member will have a Supervisor nominated by the University. These Supervisors will conduct the performance development and review program annually with Staff. The program is designed to enhance Staff performance and therefore the performance of the University. 40.3 The Performance Development and Review program provides Staff and Supervisors with the opportunity to: (a) jointly consider work priorities, workload and performance expectations over the annual review period; (b) provide feedback in relation to performance; (c) determine if the Staff Member’s performance does not warrant incremental progression; (d) establish if the Staff Members performance warrants reward or recognition; (e) identify any assistance and support that will be provided to improve performance; (f) identify professional and career development needs and what will be done to support these needs. This may include the appointment of an advisor who will assume the role of coach or mentor; (g) discuss the Staff Member’s plans to take annual, long service or other forms of leave (these discussions are to inform work planning not performance issues); (h) review and update the position description for the position if necessary; and (i) discuss as appropriate any other issue that may impact on work performance and development. 40.4 The Performance Development and Review program will be integrated with University processes for probation, incremental progression and position classification review. 40.5 The Performance Development and Review program may be tailored to account for specific needs of particular groups of staff following consultation with the Professional Staff Implementation Committee (PSIC).
View SourceView Similar (6)
PERFORMANCE DEVELOPMENT AND REVIEW. 20.01 The Employer shall maintain a performance development process to provide the Employee with a performance review no less than once in a twenty-four (24) month period. 20.02 The performance review is an opportunity for the Employee and their immediate supervisor to: (a) review the duties, responsibilities, and expectations of the role; (b) discuss and evaluate current and past performance; and (c) establish individual development plans. 20.03 Where appropriate, the performance review may include written feedback from multiple sources, including the Employee’s colleagues. 20.04 The completed performance review will be documented in writing and placed in the Employee’s personnel file. The Employee shall be provided with a copy. 20.05 When a performance review has not been conducted within a twenty-four (24) month period: (a) the Employee shall be deemed to have met the Employer’s expectations; and (b) the Employee may request that a performance review be conducted, and the Employer shall grant any such request in a timely manner.
View SourceView Similar (3)
PERFORMANCE DEVELOPMENT AND REVIEW. 41.1 The University will administer a performance development and review system. 41.2 When a formal review of an employee’s performance is made, the employee concerned shall be given an opportunity to discuss the review and make written comments on the review. The employee shall be entitled up to ten (10) working days to consider the review document before making written comments. The employee and managing supervisor shall jointly sign the review document confirming that the information has been reviewed and discussed. The employee shall receive a signed copy of the document and the managing supervisor shall place a copy of that review in the employee’s personnel file.
View SourceView Similar (3)
PERFORMANCE DEVELOPMENT AND REVIEW. The University will administer a performance development and review system.
View SourceView Similar (2)
PERFORMANCE DEVELOPMENT AND REVIEW. An annual performance review process will continue to be conducted for the development of all Employees and the defining of their career paths. The Human Resources Policy Manual contains the Performance Development and Review (PDR) Policy and procedure which focuses upon performance management and career development. The PDR process incorporates the following features:
View SourceView Similar (2)
PERFORMANCE DEVELOPMENT AND REVIEW. The University will maintain a comprehensive performance development review program.
View Source
PERFORMANCE DEVELOPMENT AND REVIEW. ‌ This clause ensures clarity, consistency, fairness and protections for Professional Development where required to maintain professional accreditation. Includes the provision of up to $2000 per year per qualified member reimbursement for costs associated with maintaining accreditation. 5.1 PROFESSIONAL DEVELOPMENT‌‌
View Source
PERFORMANCE DEVELOPMENT AND REVIEW. 40.1 The Performance Development and Review (PDR) program provides a framework for identifying, evaluating and developing the performance of Staff. Performance development and review is linked to the achievement of individual, work area and organisational goals. 40.2 All continuing and fixed term Staff will participate in the Performance Development and Review program. Each Staff Member will have a Supervisor nominated by the University. These Supervisors will conduct the performance development and review program annually with Staff. The program is designed to enhance Staff performance and therefore the performance of the University. 40.3 The Performance Development and Review program provides Staff and Supervisors with the opportunity to: (a) jointly consider work priorities, workload and performance expectations over the annual review period; (b) provide feedback in relation to performance; (c) determine if the Staff Member’s performance does not warrant incremental progression; (d) establish if the Staff Members performance warrants reward or recognition; (e) identify any assistance and support that will be provided to improve performance; (f) identify professional and career development needs and what will be done to support these needs. This may include the appointment of an advisor who will assume the role of coach or mentor; (g) discuss the Staff Member’s plans to take annual, long service or other forms of leave (these discussions are to inform work planning not performance issues); and (h) discuss as appropriate any other issue that may impact on work performance and development. 40.4 The Performance Development and Review program will be integrated with University processes for probation, incremental progression and promotion. 40.5 The Performance Development and Review program may be tailored to account for specific needs of particular groups of staff following consultation with the Academic Staff Implementation Committee (ASIC).
View Source

Related to PERFORMANCE DEVELOPMENT AND REVIEW

  • Performance Review Where a performance review of an employee’s performance is carried out, the employee shall be given sufficient opportunity after the interview to read and review the performance review. Provision shall be made on the performance review form for an employee to sign it. The form shall provide for the employee’s signature in two (2) places, one (1) indicating that the employee has read and accepts the performance review, and the other indicating that the employee disagrees with the performance review. The employee shall sign in only one (1) of the places provided. No employee may initiate a grievance regarding the contents of a performance review unless the signature indicates disagreement. An employee shall, upon request, receive a copy of this performance review at the time of signing. An employee’s performance review shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this Agreement. The employee may respond, in writing, to the performance review. Such response will be attached to the performance review.

  • Performance Reviews Supplier will perform a minimum of one review with Sourcewell per agreement year. The review will cover transactions to Participating Entities, pricing and terms, administrative fees, sales data reports, performance issues, supply chain issues, customer issues, and any other necessary information.

  • Performance of Work a. Contractor shall perform all Work in a good and workmanlike manner. Contractor shall maintain sufficient staff and crews to perform all Work in an expeditious manner consistent with the interests of the Park District. Contractor shall promptly notify the Park District immediately in writing: (i) of any information required from the Park District and necessary for Contractor to complete its Work in a timely manner; and (ii) of any Work requested by the Park District or required for the project that is not included in the scope of Work reflected in the Contract Documents. Contractor shall be solely responsible for means and methods selected in performing the Work. Contractor shall supervise all Work so that it is performed in a safe and expeditious manner. Contractor shall be solely responsible for the Work of its employees and its subcontractors’ and suppliers’ employees. Contractor shall keep all documents and information related to the project confidential and, except as required by law, shall not disclose such documents or information to any person or other party except the employees of Contractor and its subcontractors who need such documents or information to perform the Work and complete the project. b. Contractor shall confine all equipment, the storage of materials and the operations of its workers, to limits indicated by law, ordinances, permits, or directions of the Park District and shall not unreasonably encumber the project site with such materials. The project site shall not be utilized for the storage of vehicles, materials, equipment, or fixtures not intended for the Work to be performed. c. Contractor shall notify all utility companies, public and private, as necessary in advance of commencing performance of the Work. The responsibility for moving water lines, gas lines, wire lines, service connections, water and gas meter boxes, water and gas valve boxes, light standards, cable ways, signals and all other utility appurtenances which are within the limits of the proposed construction will be assumed by the Contractor, at no additional compensation. The Contractor shall verify the location of all utilities prior to the start of construction and shall be responsible for the preservation of existing utility installation and the cost of providing precautionary supports, braces, or other equipment to insure against damage to said utility installation. The cost to repair and replace any new or existing utilities damaged will be paid for by the Contractor. d. If Contractor uncovers or discovers any concealed condition differing materially from conditions depicted in the Contract Documents or differing from conditions reasonably anticipated or inherent in the Work, Contractor shall immediately stop the Work and notify the Park District of the condition in writing. The Park District shall then issue written directions. Contractor shall not proceed with the Work until the Park District has issued written directions. The contract time and Contract Sum shall be equitably adjusted if necessitated by such directions of the Park District.