Performance Feedback Clause Samples

Performance Feedback. As a supplement to the 21 evaluation process and to assure more timely feedback to the nurse than an 22 annual evaluation can accomplish, the nurse’s manager shall make every effort 23 to communicate to the nurse all potential substandard performance issues that 24 are brought to his or her attention, including patient and staff complaints, in a 25 timely fashion. 26

Performance Feedback. As a supplement to the evaluation process and to assure more timely feedback to the nurse than an annual evaluation can accomplish, the nurse’s manager shall make every effort to communicate to the nurse all potential substandard performance issues that are brought to his or her attention, including patient and staff complaints, in a timely fashion.

Performance Feedback. The use of oral or written performance feedback (including Blue Cards) shall not be considered disciplinary action, and shall be used as a tool by supervisors to address performance problems or minor instances of misconduct, as well as accomplishments. The supervisor or manager should review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency should be identified along with specific improvement needed. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee. The employee may respond in writing within 30 days. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. When the performance evaluation is prepared for the employee, the entire contents of the supervisory file should be considered in determining the overall performance. Once the evaluation is completed and filed in the employee’s personnel file, all written performance feedback prepared during the evaluation period must be discarded.

Performance Feedback. A. Managers and supervisors will provide constructive feedback regarding performance on a regular basis during the rating period. If at any time during the rating period, a supervisor finds that an employee’s performance is below Fully Successful, the supervisor will notify the employee and provide assistance to the employee on how to improve performance. Subject to the availability of funds, training will be made available when it would assist in improving employee performance. B. At a minimum, the supervisor will provide written and verbal performance feedback at the end of the appraisal period and written or verbal performance feedback at mid-year. Performance appraisals will be documented in accordance with FERC policy. C. During the performance appraisals, an employee will be provided specific written feedback regarding their performance compared to the standards in the performance plan. At the mid-year progress review, and upon request, the supervisor will explain to the employee whether their current performance would be rated at an acceptable level or higher (or below Fully Successful). At the annual performance appraisal, the supervisor will provide the employee with a rating for each applicable critical element and a summary rating for the appraisal period. D. During performance reviews, supervisors will provide individualized feedback based upon the employee’s input and the supervisor’s own observations. Employees are encouraged to provide their supervisor with a summary of their accomplishments prior to the mid-year and annual performance reviews. E. The supervisor will consider making appropriate allowances for work-related factors that were beyond the control of the employee which may have made it more difficult, or impossible, to meet the written performance standards. F. During mid-year and annual performance reviews, the supervisor will answer any questions the employee may have concerning what is necessary to improve performance. The employee may submit written comments regarding the review that will be retained by the supervisor. Employee comments are not approved for retention in eOPF. G. An employee’s signature on the performance appraisal acknowledges receipt and does not document agreement. The employee will not be required to sign the performance appraisal. H. Performance reviews should be an open, honest, and two-way conversation between an employee and the supervisor. Normally the Union and Workforce Relations are not entitled to ...

Performance Feedback. A. Supervisors will provide constructive feedback regarding performance on a regular basis during the rating period. If at any time during the rating period, a supervisor finds that an employee’s performance is below fully successful, the supervisor will provide assistance to improve performance. Subject to the availability of funds, training will be made available when it would assist in improving employee performance. B. At a minimum, the supervisor will provide written and verbal performance feedback at both the middle and end of the appraisal period. Performance reviews will be documented in accordance with NARA policy. C. During the performance reviews, an employee will be provided specific written feedback regarding their performance compared to the standards in the performance plan. At the mid-year performance review and upon request, the supervisor will explain to the employee how the employee’s performance would be rated as of that date. D. At the annual performance review, the supervisor will provide the employee with a rating for each applicable critical element and a summary rating for the appraisal period. 1. Each critical element will be assigned points based on the rating for that critical element, as follows: a. Outstanding = 5 b. Highly Successful = 4 c. Fully Successful = 3

Performance Feedback. A copy of any performance, conference, or evaluation report done by a supervisor will be given to the employee. The employee is entitled to a meeting to discuss this information at a meeting scheduled within five (5) days from receipt of the information. No performance, conference, or evaluation report will be sent to the Central Office files, placed in the individual’s personnel file, or otherwise acted on without a notification of a meeting with the individual affected. No employee will be requiredgton saiblank or incomplete evaluation form.

Performance Feedback. The Authority and the Union agree to continue the joint committee to finalize the performance management plan document and implementation plan for bargaining unit employees. The parties agree that the plan will be implemented within the first year of the agreement. Dated this 30th day of June, For the Authority For the Union ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ Director, Human Resources National Representative TRANSITION AND REORGANIZATION The parties recognize that during the life of this Collective Agreement, the Ontario Educational Communications Authority (“the Authority”) will be going through transition and reorganization. The Authority recognizes that the Communications, Energy and Union of Canada Local (“the Union”) has a legitimate interest in the future of the organization and will play a significant part in meeting the challenges ahead. The Union recognizes that it must address the legitimate needs of the Authority as the organization moves forward with change. Both parties acknowledge and accept that any initiatives must take place in a spirit of good faith and co-operation that has historically characterized their relationship. With regard to long-term restructuring objectives that are, or may be identified in the annual budgets of the Authority, during the term of the Collective Agreement, the parties agree that the following provisions will apply for the life of the Collective Agreement. Once the three year strategic plan and the annual budget plans are developed and approved, the Authority agrees to review with the Union those matters which will impact bargaining unit employees.

Performance Feedback. The District agrees to provide ongoing feedback to OVEC on the performance of the certified school counselor. The principal of the high need school will complete a quarterly performance feedback form. The principal of the high need school will provide input on the annual OPGES summative form.

Performance Feedback. Documented communication of a significant performance-related problem with an employee will occur as soon as possible and definitely in advance of issuance of a PIP. The supervisor will meet with the employee to advise him/her of the problem and to work collaboratively to identify ways to correct the issue.