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Although the Applicant was given an opportunity to improve his performance, he did not cooperate in the performance management process. (...) 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. 88. (...) The correct approach would have been to evaluate the Applicant on whether he had improved since leaving the Humanitarian Reporting and Donor Relations Sections, and the FRO was obligated to prepare a written performance improvement plan in consultation with the Applicant as required by section 10.2 of ST/AI/2010/5.
Language:English
Score: 426348.34 - www.un.org/en/internalj...dt/judgments/undt-2016-069.pdf
Data Source: oaj
It found that the Applicant failed to meet the competency requirements for his post and did not make sufficient efforts to improve. Applicant’s third request for administrative review 55. (...) The Applicant was not notified of poor performance until the end of 2006 and not given the opportunity to improve. Applicant’s third appeal to the JAB for suspension of action 61. (...) Following receipt of poor performance ratings, a formal performance improvement plan is required (sec. 10.3.8). Staff members are also entitled to the opportunity to rebut their performance evaluations. 81.
Language:English
Score: 426348.34 - www.un.org/en/internalj...dt/judgments/undt-2012-043.pdf
Data Source: oaj
[The Applicant’s] overall performance since the mid-term review has improved as per her last appraisal report for the period April 2004 to March 2004. (...) [The Applicant’s first reporting officer] is preparing an improvement plan for the PAS cycle 2004–2005 and shall continuously mentor the staff member to enable her to improve her interpretation skills (...) As previously discussed with DGACM, your Department will put into place a rigorous improvement plan which will need to be monitored frequently for assessment of Ms.
Language:English
Score: 423783.2 - www.un.org/en/internalj...dt/judgments/undt-2011-195.pdf
Data Source: oaj
During the course of two meetings held on the same day, they discussed her management of two JMOC staff members who had performance issues and a performance improvement plan (PIP) said to have been put in place for the Applicant. 62. (...) The Respondent makes reference to the Applicant’s lack of improvement notwithstanding a performance improvement plan that was allegedly put in place at the end of 2010. The Applicant was under no impression that these exchanges with FS starting on 21 December constituted a performance improvement plan. The normal procedures of the United Nations require such an improvement plan to be prepared by a supervisor and specifically agreed upon in writing with the staff member.
Language:English
Score: 423183.8 - www.un.org/en/internalj...dt/judgments/undt-2014-128.pdf
Data Source: oaj
Saeed] that an informal [Opportunity to Improve (OTI)] process had been initiated in order to monitor his performance, improvement and development in performing his functions (...) Saeed] “additional time to improve his performance”. … By note dated 21 December 2012, [Mr. (...) Saeed] to embrace the opportunity to improve his performance through the OTI process. … [On] 4 September 2013, [Mr.
Language:English
Score: 423089.36 - www.un.org/en/internalj...at/judgments/2017-UNAT-719.pdf
Data Source: oaj
The “remedial time-bound performance improvement plan (“PIP”)” was taken with subjective goals/outcome which did not include “clear targets for improvement, provision for coaching and supervision by the first reporting officer ...”. (...) The FRO acknowledged improvement in the Applicant’s communication and had not heard any complaints from colleagues, however he refused to provide additional feedback regarding the Applicant’s performance, until he accepted a written PIP pre-drafted in consultation with the SRO prior to end of performance cycle. (...) The Applicant was not provided guidance or support to improve his performance. Case No. UNDT/NY/2018/053 Order No. 229 (NY/2018) Page 4 of 7 f.
Language:English
Score: 422829.74 - www.un.org/en/internalj...es/undt/orders/ny-2018-229.pdf
Data Source: oaj
It is desirable and, indeed, required, under sec. 8.3 of ST/AI/2002/3 that as soon as performance shortcomings are identified they be brought to the attention of the staff member and improvement measures be instituted. If the performance of a short-term staff member does not improve, it is a sufficient ground not to renew a contract. The Administration is not required to institute another round of improvement measures and renew a short-term contract further just because the staff member has failed during the duration of the contract to respond positively to the performance improvement measures. 41. (...) Having found that the efforts to improve the Applicant’s performance did not bear fruit, the Administration did not have to institute a second round of improvement measures and renew the Applicant’s short-term contract further in order to do so. 44.
Language:English
Score: 422476.17 - www.un.org/en/internalj...dt/judgments/undt-2010-213.pdf
Data Source: oaj
In accordance with ST/A1/2010/5 Section 10, 10.2, Personal Improvement Plan for the duration of six months will be implemented upon [the Applicant’s] return to Unit 5, The [personal improvement plan] should assist [the Applicant] to meet performance expectations during the next reporting cycle. 7. (...) The gist of the assessments was that the Applicant’s performance had not adequately improved. The performance improvement plan was signed by the FRO and SRO on 29 June 2018, but not by the Applicant. 10. (...) [The Applicant’s] non-compliance with the e-Performance procedures and [the performance improvement plan] put in place to help and guide [him], is indicative of [his] attitude towards [his] work and towards those who supervise [him] ...
Language:English
Score: 421927.44 - www.un.org/en/internalj...dt/judgments/undt-2020-013.pdf
Data Source: oaj
Paragraph 71 of the Resolution adopted by the General Assembly on 6 February 2008, “Administration of Justice at the United Nations” (A/RES/62/228), requested the Secretary-General to report to the General Assembly on how information and communications technology could improve the functioning of the system of administration of justice. (...) In exercising that discretion and to ensure compliance with the Secretary-General’s efforts to improve the overall functioning of the formal system of administration of justice, the Registrar has in this case transmitted the Application using the eFiling portal. (...) The Secretary-General has sanctioned the CCMS and all Counsel have received adequate notice and been offered training in order that the system can be used to improve the filing and accessing of case-related documents by parties appearing before the Dispute and Appeals Tribunals. 17.
Language:English
Score: 420192.7 - www.un.org/en/internalj...s/undt/orders/nbi-2012-012.pdf
Data Source: oaj
She contends that she should have been given a performance improvement plan and was entitled to, but had never received feedback to enable her to improve on any identified shortcomings. (...) Despite her supervisors' considerable efforts, the applicant's work did not improve and required constant oversight, as reflected in her PAS report; e. (...) Therefore, the appellant's submission that her shortcomings and the efforts she needed to make to improve her work were not brought to her attention during the reporting period is incorrect.
Language:English
Score: 419817.1 - www.un.org/en/internalj...t/judgments/undt-2010-133e.pdf
Data Source: oaj