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Remedial measures may include counselling, transfer to more suitable functions, additional training and/or the institution of a time-bound performance improvement plan [(“PIP”)], which should include clear targets for improvement, provision for coaching and supervision by the [FRO] in conjunction with performance discussions, which should be held on a regular basis. (...) If such methods do not work, a time-bound performance improvement plan may need to be considered. A [PIP] should include clear targets for improvement, provision for coaching and supervision by the [FRO] in conjunction with regular performance discussions. (...) 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.
Language:English
Score: 906036.6 - www.un.org/en/internalj...dt/judgments/undt-2018-043.pdf
Data Source: oaj
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. (...) 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. (...) As the record shows, during the 2018/19 reporting cycle, the supervisors took remedial measures to address the performance shortcomings as required under sec. 10.1 of ST/AI/2010/5 by holding meetings during which his supervisors identified the Applicant’s performance shortcomings, provided clear targets for improvement, and established a performance plan for four months in order to assist him in improving his performance. 17.
Language:English
Score: 894205 - www.un.org/en/internalj...es/undt/orders/ny-2019-148.pdf
Data Source: oaj
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: 869995.9 - www.un.org/en/internalj...at/judgments/2019-UNAT-900.pdf
Data Source: oaj
AM had written to the Applicant on 24 November 2010 on the subject of targets for 2011. He stated that the targets and administrative budget allocation for the Region had been reduced and that JMOC had been allocated USD100,000. (...) 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: 867671.7 - www.un.org/en/internalj...dt/judgments/undt-2014-128.pdf
Data Source: oaj
UNDT/2012/117 Page 3 of 7 8. The performance improvement plan was reviewed on 20 June 2012. On this occasion, the Applicant’s first reporting officer observed that she had improved in the competency of planning and organizing but that she had not been able to improve the communication competency. 9. (...) In addition, the end-of-cycle appraisal “should have not given immediate reason to enforce the performance improvement plan” as she had met two of the three goals identified in the performance improvement plan and she had been assessed as fully competent in the core values. (...) Remedial measures may include … 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. 10.3 If the performance shortcoming was not rectified following the remedial actions indicated in section 10.1, a number of administrative actions may ensue, including … the non-renewal of an appointment … 20.
Language:English
Score: 824853.5 - www.un.org/en/internalj...dt/judgments/undt-2012-117.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. (...) This post is specialized and technical and we have been working on this recruitment since March this year to attract targeted suitable candidates. 14. In the final section titled “Rationale”, it was noted that the recommended candidate “demonstrated experience in gender, poverty and social inclusion working at regional and country level”. (...) 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: 818886.43 - www.un.org/en/internalj...dt/judgments/undt-2020-041.pdf
Data Source: oaj
The PIP included the expected goals for improvement, target activities, their deadlines as well as dates to review progress by the Applicant and his Supervisor. (...) On 21 December 2017, 17 January 2018, and 8 February 2018, the Applicant met with his FRO and SRO to discuss his progress in meeting his PIP targets. Case No. UNDT/GVA/2019/048 Judgment No. (...) 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.
Language:English
Score: 792212.45 - www.un.org/en/internalj...dt/judgments/undt-2021-062.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: 787632.4 - www.un.org/en/internalj...es/undt/orders/ny-2018-229.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. (...) For the period from 8 May 2017 to 31 March 2018, the Applicant’s FRO and SRO launched a performance improvement plan, which set out four targets, and aside from “Target 4”, which was not considered upon the Applicant’s request, the Applicant’s performance on these targets was appraised in detail. 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.
Language:English
Score: 785430.8 - www.un.org/en/internalj...dt/judgments/undt-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”). (...) Pursuant to sec. 10.1 of ST/AI/2010/5, a time-bound PIP may be instituted to address a performance shortcoming identified during a performance cycle; it must include clear targets for improvement, provision for coaching and supervision by the first reporting officer, in conjunction with performance discussions with the staff member under evaluation that should be held on a regular basis. 37. (...) It is undisputed that at the end of the Applicant’s 2014-2015 performance appraisal cycle on 31 March 2015, a second PIP effective from 1 April 2015 to 30 June 2015 was instituted as a follow-up of the first PIP, and that it was intended to give the Applicant further time to deliver on targeted results. The Applicant’s 2014-2015 ePAS confirms that despite a rating of “does not meet performance expectations”, he was offered an additional opportunity to improve through a second PIP.
Language:English
Score: 774003.5 - www.un.org/en/internalj...s/undt/orders/gva-2015-272.pdf
Data Source: oaj