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In the PER covering the six-month period from July 2002 to December 2002, the new FECSO rated El Khatib’s performance as “B” in three categories of competence and “C” in the remaining eleven categories of competence, with an overall rating of “C” and the following comments: “I would encourage the S/M to increase his efforts to improve the work environment vis-à-vis inter-working relations between the senior and support staff.” (...) The relationship between El Khatib and the new FECSO failed to improve, in spite of the efforts by DUO/G. In a memo dated 6 April 2005 to El Khatib, DUO/G noted El Khatib’s specific deficiencies in performance, recalled the reprimand that the new FECSO had given El Khatib, and warned El Khatib of the initiation of disciplinary action against him if he failed to show “consistent improvement in the near future”. 5. (...) We hold that the Commissioner-General of UNRWA has full power to reorganize and restructure the various posts under her, in order to improve the engineering and construction services.
Language:English
Score: 384246.1 - www.un.org/en/internalj...at/judgments/2011-unat-142.pdf
Data Source: oaj
The report noted that the recommended candidate is a male from a donor country, and his appointment is favourable for gender diversity, but it will not improve geographic diversity: Case No. UNDT/NY/2018/016 Judgment No. (...) While the appointment of a donor male is favourable for gender diversity, it will not improve geographic diversity. It should be noted that the post was readvertised twice to attract more programme nationals, however the most suitable candidate for this post was a staff member at the level of the post and with special consideration status due to participation in the 2017 rotation exercise. (...) Further, the selection panel report explicitly states that gender and geographic diversity principles were taken into account in the recruitment process, and yet the recommended candidate was selected despite the fact that his selection does not improve geographical diversity, noting that the post is specialized and technical. 29.
Language:English
Score: 383889.3 - www.un.org/en/internalj...dt/judgments/undt-2020-041.pdf
Data Source: oaj
The Applicant will state the proposed testimony to be proffered by a person external to the Department of Political Affairs where the Applicant served and why it is relevant to the subject United Nations internal performance improvement plan [“PIP”] processes under consideration; c. (...) Ms Serrano attended various meetings/working groups with the Applicant from June 2016 to December 2016 (the period of the Performance Improvement Plan). The meetings/working groups were related to the Middle East region and states that fell under the responsibility of the Applicant.
Language:English
Score: 383177.76 - www.un.org/en/internalj...es/undt/orders/ny-2018-032.pdf
Data Source: oaj
He has been making promises to improve on his attendance record for years, but he has never kept his promises. (...) UNDT/2010/049 Page 9 of 12 6.5 Section 8.3 of ST/AI/2002/3 Performance Appraisal System provides that: As soon as a performance shortcoming is identified, the first reporting officer should discuss the situation with the staff member and take steps to rectify the situation, such as the development of a performance improvement plan, in consultation with the staff member. 7. (...) The Respondent in his submissions also filed an attendance record for the Applicant for the period January 2006 to January 2008 in this respect. 7.3 It is the Respondent’s contention that in light of the nature of the Applicant’s performance failing, namely absenteeism, there was no basis for preparing a performance improvement plan, since it was not the Applicant’s performance of the tasks that was in issue.
Language:English
Score: 379912.65 - www.un.org/en/internalj...dt/judgments/undt-2010-049.pdf
Data Source: oaj
(iii) SM should make an effort to improve team work and dynamics. (iv) SM needs to provide better leadership and improve knowledge sharing. (...) As much as we agree with the Secretary-General that such interim measures are optional and not mandatory, we expect that poor or unsatisfactory work performance by a staff member is addressed through evaluations, the setting of performance benchmarks and improvement developmental plans assisting the staff member to improve his or her performance before any action is finally taken by the Administration. 38. (...) Weerasooriya was given a reasonable opportunity to improve her performance but she failed to do so.
Language:English
Score: 379749.46 - www.un.org/en/internalj...at/judgments/2015-UNAT-571.pdf
Data Source: oaj
Performance of the section shall therefore [be] improved in the coming year, and attention will be given to planning and quality assurance. (...) The Mission “had invested $1.9 million in improvements to a ‘Greenfield’ site leased from a local landlord … The [MINUSTAH Procurement Section] was uncertain whether the UN could make any claims for reimbursement or reduction in rent. (...) As stated above his replacement is fundamental to making the improvement expected from the Mission. Case Nos.
Language:English
Score: 379627.2 - www.un.org/en/internalj...dt/judgments/undt-2015-126.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. 16. On 21 January 2011, the Applicant wrote an email to her First Reporting Officer seeking guidance on how to proceed with the outcome of her e-PAS and the preparation of a Performance Improvement Plan. The Applicant signed off her e-PAS on the same day. 17. (...) On the next day, i.e. 16 February 2011, the Applicant wrote to her First Reporting Officer indicating that her request for the development of a Performance Improvement Plan which had not been acknowledged. On 17 February 2011, her supervisor replied that he had never refused to discuss the issues of her performance and had met with her on three occasions to formally discuss the e-PAS.
Language:English
Score: 378143.65 - www.un.org/en/internalj...dt/judgments/undt-2011-135.pdf
Data Source: oaj
While some discussions took place, these were undocumented and the [Appellant] did not receive any formal performance management assistance or a performance improvement plan. … In May 2006, Ms. Obaid wrote to the Executive Committee, which [was] comprised of senior staff and Directors of UNFPA, asking them to complete the outstanding [Performance and Appraisal Development (PAD)] reports in two weeks (...) The [Appellant] was not notified of poor performance until the end of 2006 and not given the opportunity to improve. … … The … annual performance evaluation cycles of UNFPA commenced in April of each year and ended in March of the following year (...) In fact, his performance was not rated unsatisfactory and his supervisor viewed the 2006 PAD report as a positive evaluation, while identifying room for improvement. However, the Appellant was not given an opportunity to improve.
Language:English
Score: 377565.97 - www.un.org/en/internalj...at/judgments/2013-unat-298.pdf
Data Source: oaj
… By another Note for the Record dated 12 July 2013, the [FPS Officer] drew the Applicant’s attention to recurrent performance issues, noting that there was no improvement in the Applicant’s work performance. … On 16 July 2013, the Applicant submitted a complaint to the Ethics Office alleging abuse of power and harassment by the [FPS Officer]. (...) The Director of Operations rightly concluded that the complaint raised purely management issues, and measures had been taken to improve the working relationship and communication between Ms. (...) Uwais’ performance through the Opportunity to Improve process was irregular. The UNRWA Dispute Tribunal also observed that the letter to Ms.
Language:English
Score: 371532.57 - www.un.org/en/internalj...at/judgments/2016-UNAT-675.pdf
Data Source: oaj
On 19 September 2013, the HoZO sent an email to the Applicant referring to the performance related discussions in prior meetings during which specific suggestions were said to have been made to improve the Applicant’s unsatisfactory performances in various areas, including competencies, communication and teamwork. (...) Referring to efforts made in order to improve her performance, the HoZO indicated that “[d]espite all of these efforts, it has been found that the [Applicant] is continuously remaining as under-performer”.
Language:English
Score: 370533.64 - www.un.org/en/internalj...es/undt/orders/ny-2014-049.pdf
Data Source: oaj