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Supervisors have an obligation to their staff to bring to their attention any areas where improvement is required and provide them with the opportunity to improve. The process for managing under-performance has two major parts: the informal improvement process and the formal improvement process. (...) Schedule regular performance improvement discussions to track the progress of the performance improvement plan.
Language:English
Score: 459803.47 - www.un.org/en/internalj...at/judgments/2019-UNAT-900.pdf
Data Source: oaj
Accordingly, only its findings of fact concerning the PER for that period are quoted below. Performance improvement plan for January to June 2010 … A performance improvement plan was prepared and agreed with the Applicant following a meeting in late January 2010. The improvement plan stated that, in order to “place a performance improvement plan with measurable indicators, the following is suggested for assessment in the third week of each month so that reports can be finalized by the month end” (emphasis added). (...) The Applicant further stated that her supervisors failed to provide her with monthly performance improvement evaluations, as was required by the performance improvement plan.
Language:English
Score: 459044.6 - www.un.org/en/internalj...at/judgments/2014-UNAT-421.pdf
Data Source: oaj
UNDT/2013/150 Page 4 of 15 some room for improvement”. The identified areas for improvement were to be developed in the Applicant’s “second year at UNICEF”. 10. (...) He must also improve his oral communications during internal meetings with partners. (...) The identified areas for improvement were to be developed in the Applicant’s “second year at UNICEF”.
Language:English
Score: 455693.55 - www.un.org/en/internalj...dt/judgments/undt-2013-150.pdf
Data Source: oaj
THE UNITED NATIONS APPEALS TRIBUNAL Judgment No. 2017-UNAT-757 5 of 28 additional training and/or the institution of a time-bound performance improvement plan, which should include clear targets for improvement. 12. (...) At the meeting of 22 November 2013, the evaluation of the 2012-2013 cycle and a performance improvement plan were also discussed. There was some contention about the performance improvement plan that delayed the completion of the workplan. (...) Sarwar an amended performance improvement plan, to be in effect from 12 February to 25 March 2014.
Language:English
Score: 454729.1 - www.un.org/en/internalj...at/judgments/2017-UNAT-757.pdf
Data Source: oaj
The contested decision does not comply with the applicable legal framework as the requirements to provide the Applicant with an opportunity to improve by means of an improvement plan, set forth in secs. 10.1 and Case No. (...) She was also given the opportunity to improve her performance by being reassigned to new functions; i. (...) The Applicant argued that the Organization did not provide her with a sufficient opportunity to improve her performance before deciding not to renew her contract, in that they did not put in place a performance improvement plan as per ST/AI/2010/5. 48.
Language:English
Score: 453349.17 - www.un.org/en/internalj...dt/judgments/undt-2016-060.pdf
Data Source: oaj
That same day, the FRO sent a performance improvement plan to the Applicant by email, copying the SRO, and stating: Case No. (...) He also disputed a comment that she had apparently entered into Inspira which stated that he had not agreed to the performance improvement plan she had developed for him. He stated “I didn’t disagree on a [performance improvement plan], rather I wanted to work on a [performance improvement plan] that was informed by systematic discussions on my performances and based on my agreed [e-PAS] for the said period.” 23. (...) As noted by the rebuttal panel: “Had [a performance improvement plan] been initiated in the middle of the cycle, for example in September or October 2012, the staff would have had a real opportunity to improve his performance within the cycle”. 64.
Language:English
Score: 452299.7 - www.un.org/en/internalj...dt/judgments/undt-2016-178.pdf
Data Source: oaj
In her comments in the PER, the Applicant stated that she “mostly” agreed to the ratings and comments provided by her supervisor and she added that: I do realize and agree that it was difficult for me and my colleagues to function this year. Because of improvement in my health, my attendance has improved[.] (...) Whilst the Applicant acknowledged in her PER for 2009 that “it was difficult for [her] and [her] colleagues to function this year”, she also stated that “[b]ecause of improvement in [her] health, [her] attendance has improved” and felt she was an integral part of a successful section. (...) In fact, her supervisor indicated that the Applicant would benefit from further training and gave some specific advice on how the Applicant could improve her performance. This would appear to indicate that the supervisor sought to improve the Applicant’s performance and even wanted to extend her fixed-term appointment.
Language:English
Score: 451334.7 - www.un.org/en/internalj...dt/judgments/undt-2013-039.pdf
Data Source: oaj
The PIP lead to an improvement in the Applicant’s performance, and he received a “successfully meets performance expectations” rating in the ePAS for this cycle. (...) By the end of the cycle, the Applicant’s productivity improved to the required standard and he received an overall rating of “successfully meets performance expectations”. 8. (...) Despite the PIP and coaching from his supervisor, the Applicant’s performance did not improve to the minimum standard. His ePAS for this cycle was rated “does not meet performance expectations”.
Language:English
Score: 451292.1 - www.un.org/en/internalj...dt/judgments/undt-2020-087.pdf
Data Source: oaj
The document highlighted areas where improvement had been achieved, and areas which still required attention (...) UNDT/2018/043 Page 12 of 42 member to improve his or her performance. The duration of the performance improvement plan may vary depending on the nature of the performance issue. (...) UNDT/2018/043 Page 17 of 42 her the PIP was being established in order for her to improve her performance during that period, and that the renewal of her contract would depend on whether she would show evidence that her skills had improved. 35.
Language:English
Score: 449387.9 - www.un.org/en/internalj...dt/judgments/undt-2018-043.pdf
Data Source: oaj
A second performance improvement plan was put in place, which covered the period from 1 January 2011 to 31 March 2011. (...) The plans identified the Applicant’s performance shortcomings and the required action to improve his performance. 33. The Applicant’s performance did not improve under both PIPs. (...) The Applicant lacked skills in performing inventories using the Galileo system, which was a basic requirement for his position and he made no progress in improving those skills; b. Despite two PIPs and coaching, the Applicant made no improvement; c.
Language:English
Score: 441871.88 - www.un.org/en/internalj...dt/judgments/undt-2011-143.pdf
Data Source: oaj