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In particular, the Applicant’s first reporting officer advised him that improvement was urgently needed with regard to the processing and tracking of incoming and outgoing correspondence. (...) While the first reporting officer noted that the Applicant showed improvements in some areas during this period, some performance issues persisted which hampered the effective performance of the legal officers. (...) The Applicant was placed on a performance improvement plan (“PIP”) for a period of two months from 1 July 2019 to 31 August 2019. 8.
Language:English
Score: 441764.6 - www.un.org/en/internalj...es/undt/orders/ny-2019-148.pdf
Data Source: oaj
The FRO prepared a nine-point improvement plan for Mr. Dzintars. But at the end of the PAS period, the FRO noted only “a certain improvement” in Mr. (...) The FRO instituted another improvement plan with specific benchmarks in five areas of Mr. (...) He was again placed on an improvement plan in five areas of his responsibilities. 27.
Language:English
Score: 440076.03 - www.un.org/en/internalj...at/judgments/2011-unat-176.pdf
Data Source: oaj
UNDT/2014/110 Page 3 of 60 (iii) SM should make an effort to improve team work and dynamics. (iv) SM needs to provide better leadership and improve knowledge sharing. (...) The Executive Director’s decision was reasonable and the Applicant was provided with several opportunities to improve her performance and to rebut her evaluations; c. (...) UNDT/2014/110 Page 13 of 60 Section 2 Purpose 2.1 The purpose of the Performance Appraisal System (PAS) is to improve the delivery of programmes mandated by the General Assembly by optimizing performance at all levels.
Language:English
Score: 439606.1 - www.un.org/en/internalj...dt/judgments/undt-2014-110.pdf
Data Source: oaj
The Applicant was placed on a Performance Improvement Plan (“PIP”) during the period from 13 June to 12 September 2019. At the end of the PIP period, the Applicant’s supervisor concluded that “he had failed to improve his performance and had not reached the desired outcome”. 5. (...) He indicated in said letter that the Applicant’s “placement on a [PIP] did not result in the necessary improvement of [his] performance, and that the assessment [had been] upheld in an independent rebuttal process”.
Language:English
Score: 436527.73 - www.un.org/en/internalj...s/undt/orders/gva-2020-013.pdf
Data Source: oaj
On 8 January 2015, the Applicant’s FRO provided the former with a performance improvement plan (“PIP”) to be implemented from 9 January to 31 March 2015 (“the first PIP”). (...) Instead, it offered him “a further opportunity to deliver on the expected results as detailed in the first performance improvement plan.” Having decided neither to terminate the Applicant nor to separate him for performance reasons, the Administration should be estopped from arguing that under sec. 10.3 of ST/AI/2010/5, failure to improve after the first PIP justified the non-renewal decision; d. (...) In turn, sec. 10.5 of ST/AI/2010/5 provides: Should unsatisfactory performance be the basis for a decision for a non-renewal of a fixed-term appointment and should the appointment expire before the end of the period covering a performance improvement plan, the appointment should be renewed for the duration necessary for the completion of the performance improvement plan. 39.
Language:English
Score: 436506.74 - www.un.org/en/internalj...s/undt/orders/gva-2015-272.pdf
Data Source: oaj
Remedial measures may include counselling, transfer to more suitable functions, additional training and/or the institution of a time-bound performance improvement plan, which should include clear targets for improvement, provision for coaching and supervision by the first reporting officer in conjunction with performance discussions, which should be held on a regular basis. 1 See Kostomarova UNDT/2016/009. 2 Ibid. (...) There is nothing to indicate whether there was any concrete action taken to assist the Applicant in improving his managerial competencies if he was found wanting in that respect. A responsible manager does not wait for adverse comments on a staff member to ask that staff member to take measures to improve. Case No. UNDT/NBI/2016/014 Order No. 027 (NBI/2016) Page 11 of 13 34.
Language:English
Score: 433235.5 - www.un.org/en/internalj...s/undt/orders/nbi-2016-027.pdf
Data Source: oaj
In September 2020, the DRR tried to schedule a meeting to discuss the necessity of commencing a performance improvement plan (“PIP”) to address concerns with the Applicant’s work performance. (...) Taking note of this, the country office is initiating a performance improvement plan in line [with] the UNDP rules and regulations. (...) Prior to notifying the supervisee of the need to create a PIP, approval from the supervisor of the supervisor or the Head of Office must be obtained. 46. A Performance Improvement Plan (PIP) is a tool that aims to facilitate the required improvement in the performance of a staff member.
Language:English
Score: 433032.86 - www.un.org/en/internalj...dt/judgments/undt-2022-027.pdf
Data Source: oaj
Remedial measures may include counselling, transfer to more suitable functions, additional training and/or the institution of a time-bound performance improvement plan, which should include clear targets for improvement, provision for coaching and supervision by the first reporting officer in conjunction with performance discussions, which should be held on a regular basis. 10.2 If the performance shortcoming was not rectified following the remedial actions indicated in section 10.1 above, and, where at the end of the performance cycle performance is appraised overall as “partially meets performance expectations”, a written performance improvement plan shall be prepared by the first reporting officer. This shall be done in consultation with the staff member and the second reporting officer. The performance improvement plan may cover up to a six-month period. (...) (as per ST/AI/2013/1/Corr.1 issued on 13 June 2013) … Extension of fixed-term appointments for completion of performance improvement plan 4.11 Should unsatisfactory performance be the basis for a decision for a non-renewal of a fixed-term appointment and should the appointment expire before the end of the period covering a time-bound performance improvement plan, the appointment should be renewed for the duration necessary for the completion of the performance improvement plan. 4.12 Should unsatisfactory performance be the basis for a decision of non-renewal of an appointment and should the appointment expire before the end of a rebuttal process initiated by a staff member, the appointment should be renewed for the duration necessary for the completion of the rebuttal process
Language:English
Score: 432768.26 - www.un.org/en/internalj...at/judgments/2018-UNAT-866.pdf
Data Source: oaj
She further expressed her willingness to work with her First Reporting Officer on a Performance Improvement Plan in order to avoid facing the same concerns in the next evaluation. (...) Finally, the Applicant states that she requested on various occasions a Performance Improvement Plan to no avail. She is new to the UN system in general and to UNEP in particular. (...) During the meeting, the First Reporting Officer advised her that improvement was needed in respect of her planning and organizational skills.
Language:English
Score: 431618.2 - www.un.org/en/internalj...dt/judgments/undt-2011-076.pdf
Data Source: oaj
I appreciate the way we have been able to discuss and find solutions to how things can improve. [The Applicant] is a very direct and warm person with good interpersonal skills. (...) Effectively, the PIP’s implementation was not used for the intention of improving performance, but rather as a strategy to exhibit an element of legality in the non-renewal process. (...) The Applicant received all required notices, collaborated regularly with her supervisor for development and improvement, and fully participated in the PAD rebuttal process.
Language:English
Score: 431551.17 - www.un.org/en/internalj...es/undt/orders/ny-2019-085.pdf
Data Source: oaj