Unsatisfactory Performance Sample Clauses

Unsatisfactory Performance. Suspension or dismissal of a regular employee for unsatisfactory performance can be justified only when adequate alerting and guidance to the necessary improvement have failed to result in a satisfactory level of service.

Unsatisfactory Performance. Failure to perform the work in accordance with the terms of the award and maintain at least a satisfactory performance rating may result in designation of the Recipient as high risk and the assignment of special award conditions. Further action may be required as specified in the standard term and condition entitled “Remedies for Noncompliance.” Failure to comply with the award provisions may result in a negative impact on future NRC funding. In addition, the Grants Officer may withhold payments; change the method of payment from advance to reimbursement; impose special award conditions; suspend or terminate the grant.

Unsatisfactory Performance. The PERFORMING PARTY’s performance was not acceptable, even after attempts to correct deficiencies.

Unsatisfactory Performance. Should ongoing performance concerns continue despite the Constructive Performance Assistance process, such that the ▇▇▇▇ determines a Member’s performance is unsatisfactory, the ▇▇▇▇ may provide the Member with a letter setting out minimum performance expectations, time frames to meet these expectations and consequences if the Member fails to do so in accordance with Article 31 (Discipline).

Unsatisfactory Performance. All work performed by the Contractor is expected to be done in the most expeditious and professional manner as specified in Section 5 of this document, while also complying with the workmanlike standard clause contained at Section 5.4.1.

Unsatisfactory Performance. If an employee’s performance is deemed to be unsatisfactory at any time, the immediate supervisor shall meet with the employee to discuss performance concerns and address areas of performance where the employee will need to improve. Following at least one evaluation in a given year, the supervisor may place the employee on a formal performance improvement plan. The employee shall be informed of the duration of such plan, the areas of performance where the employee shall be required to improve, the performance expectations to be achieved and, if applicable, any district support to be provided to the employee. The supervisor shall meet periodically with the employee and provide the employee feedback on their performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided feedback regarding continuing performance concerns during the improvement plan. If the employee does not successfully meet the expectations established in the plan, the employee will be subject to having their employment terminated. Nothing in this Article 10 shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelated to the satisfactory performance of assigned duties.

Unsatisfactory Performance. In the event an employee is demoted to a position in a lower pay grade, as the result of inability to perform satisfactorily in the higher grade, or is reassigned to a position in a lower pay grade at his/her own request, he/she shall be placed on a step within the lower pay grade determined by the years of creditable service within the system.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto improve. Upon request, the employee shall be entitled to have a representative at theconference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration of such plan, the areas of performance wherethe employee shall be required to improve, the performance expectations to be achievedand, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor shall meet periodically with the employee, but at least twice amonth, and provide the employee with written and verbal feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Two consecutive Unsatisfactory annual OCIES evaluations, two Unsatisfactory annual OCIES evaluations within a three-year period, or three consecutive annual OCIES evaluations of Needs Improvement or a combination of Needs Improvement and Unsatisfactory.