Performance System Sample Clauses
The Performance System clause establishes the framework and criteria by which a party’s performance under a contract will be measured and evaluated. Typically, this clause outlines specific metrics, benchmarks, or standards that must be met, and may detail the methods for monitoring, reporting, and reviewing performance. For example, it might require regular progress reports or set minimum service levels that must be maintained. Its core practical function is to ensure accountability and transparency, providing both parties with clear expectations and a basis for addressing underperformance or disputes.
Performance System. 4.2.1 The essence of the Performance System includes, but is not limited to: A set of performance indicators aligned to the SWIP:ASPIRE strategy, which may include, for all works under all Task Orders: • Performance against the agreed task order programme(s) • Right first time (i.e. zero defects) in both works and, if applicable, any design works • Performance against the agreed budget for the task order works • Performance against the TfL Behaviours standards • Good and timely communications • No accidents or near misses • Collaboration with the SWIP controls requirements
4.2.2 There is an expectation that over time the areas where performance needs to be, or is identified as could be improved, will change and therefore the Performance System needs to be flexible and be adapted to suit.
4.2.3 The Performance System process does not form part of the Term Service Contract.
Performance System. The performance program set forth below will be implemented October 1, 2001. As set forth in C.2. above, an employee will advance to the next step of the salary schedule if he/she receives an overall Meets Job Requirements rating on the Employee Performance Appraisal form developed and administered by the Civil Service Department. The ratings will be based on the most recently completed Employee Performance Appraisal form. In the event the employee does not receive an overall Meets Job Requirements rating, the employee will not advance to the next successive step. No later than six-months after the original date the step increase was due, the employee will be re-evaluated. If the employee receives an overall Meets Job Requirements rating, he/she shall be advanced to the next successive step. He/she will receive their next step increase in accordance with the provisions of item C.2. above, i.e., either six-months or one year. In the event the employee does not receive an overall Meets Job Requirements rating, he/she will remain on their current step until such time they receive a new evaluation and a Meets Job Requirements rating. If an employee’s Performance Appraisal form is not completed within thirty
Performance System. (a) The parties agree that a performance system is vital to ensure that the Annual Remuneration Review and incentive plan are, as far as possible, conducted in an objective manner. In addition, the system should promote ongoing development of Employees.
(b) IAG's Performance System provides a mechanism to ensure Employee performance is assessed against reasonable, relevant and measurable performance expectations/goals. This includes the establishment of goals and targets that take account of local markets, geographic and other relevant factors. Other factors impacting on performance, such as periods acting in higher positions or time spent coaching Employees, should also be taken into account in reviewing and documenting an Employee's performance.
(c) IAG's Performance System is based on the principles that Managers clearly define the Employee's role and provide regular feedback on their performance. In addition, Managers should complete formal mid-year reviews in January/February of each year.
(d) Any adjustments to performance goals/targets will involve Employee consultation and endorsement by the relevant Business Unit Manager.
(e) All Managers responsible for conducting performance reviews will have access to training on IAG's performance management system with the objective being that they carry out effective appraisals in accordance with the system's guidelines.
Performance System. As set forth in C.2. above, an employee will advance to the next step of the salary schedule if they receive an overall Meets Job Requirements rating on the Employee Performance Appraisal form developed and administered by the Civil Service Department. The ratings will be based on the most recently completed Employee Performance Appraisal form. In the event the employee does not receive an overall Meets Job Requirements rating, the employee will not advance to the next successive step. No later than six-months after the original date the step increase was due, the employee will be re-evaluated. If the employee receives an overall Meets Job Requirements rating, they shall be advanced to the next successive step. They will receive their next step increase in accordance with the provisions of item C.2. above, i.e., either six- months or one year. In the event the employee does not receive an overall Meets Job Requirements rating, they will remain on their current step until such time they receive a new evaluation and a Meets Job Requirements rating. If an employee’s Performance Appraisal form is not completed within thirty (30) calendar days after the step increase is due, the employee will advance to the next step retroactive to the date the step increase was scheduled.