Union Contract 5, 53, 56, 59 PDF

Union Contract 5, 53, 56, 59 Article 5 Management rights This agreement shall not impair the right and responsibility of the employer Determine overall budget, mission of employer, improve operations, determine services and operations, hire...

Union Contract 5, 53, 56, 59 Article 5 Management rights This agreement shall not impair the right and responsibility of the employer Determine overall budget, mission of employer, improve operations, determine services and operations, hire/ re, promotional standards, relieve employees for lack of funds/work, transfer/assign, performance standards, pay grades… Exception Charter section 404 of the chapter that allows grievances Article 53 – Resignation Voluntary act, submit in writing 2 weeks prior to FC maybe done orally 5 calendar days to withdrawal resignation, FC may deny if later then 5 calendar days Maybe grieved Article 56 - Demotion Demotion - Movement of an employee to a lower graded class Voluntary Employee may request a demotion in writing Request or accept - prevent termination or personal reasons Must not interfere with work performance or promotion Maybe allowed yo keep current salary may not increase Must be within pay grade ranges Must not be decreased by 20% Involuntary Less than satisfactory performance review with 3 months opportunity to improve Discipline in accordance with article 30 No more than 20% salary deduction Noti cation 10 calendar days prior - must include E ective date Appeal rights - (article 38) Reason ff fi fi  Reduction in Force or Disability Director allow salary for 2 years if above demoted pay grade or maintain current salary Director must not approve raises for the demoted employee during 2 years and max salary at pay grade will be paid after 2 yrs Article 59 – Individual Performance Planning and Assessment IPPA - employee appraisal, guidance to the employee in correcting de ciency and recognize successful performance, is the responsibility of the immediate supervisor 4-12 months and be attached increment date or hirer date 3 Components: Performance Plan - expectations and action plan (beginning) Performance Management - supervisor observes, provides feed back and discussions (includes progress discussions) Performance Appraisal - rating employee, providing feed back and progress up date De nitions Critical Standards - Failure to meet one critical standard at an acceptable level indicates a rating of “Does Not Meet Expectations” Reviewing O cer - BC or higher ensures immediate supervisors work and help resolve disputes in the plan, must be done before employee reviews with supervisor Work Improvement Plan - plan that indicates performance problems and or reoccurring de ciencies (required whenever an employee Does not meet expectations) review goals after 4 months Interim Appraisals - cover a 4 month period to reestablishment of the performance plan but an annual must be done as well Policy Assist MCFRS identifying employees that are willing and capable to assume greater rolls in the department IPPA should be considered for merit increase, promotions, performance awards, demotions, dismissal, termination or other actions involving performance problems but does not replace disciplinary process fi fi ffi fi  IPPA signatures will be limited to AC, BC, Capt. And Lt. Begins 30 days after merit status, new position, new annual review period Minimum standard “meets expectations” Note employee saw plan but refused to sign, refuser to sign must meet with reviewing o cer, unwilling to sign after meeting with reviewing o cer make note on IPPA Receive a copy of IPPA in 14 calendar days of completion Employee works for supervisor for 6 months must complete IPPA and multiple supervisors share responsibility based on there roles “Does not meet expectations” must have speci c examples described in the narrative component and note accomplishments or progress towards a developmental action plan Kept in Operation le for 5 years Supervisor keeps on le for 1 year, maintain nalized IPPA with signatures Forward “exceptional” or “does not meet” via chain of command to the Division Chief BC will le completed reports Performance Rating (4) 1) Exceptional 2) Above Expectation 3) Meets Expectation 4) Does Not Meet Expectations Work Improvement Plan Procedures Prior to taking a performance-based personnel action, the employee must be: Informed in writing of the problem; Counseled as to what corrective action to take; and Allowed an adequate and speci c time-frame to improve or correct the performance de ciency. The immediate supervisor must also inform the employee that unless the employee’s performance improves and is sustained at an acceptable level, the employee may be reassigned, demoted or terminated. The Work Improvement Plan must be submitted to the reviewing o cial prior to being reviewed with the employee. ffi fi ffi fi fi fi ffi fi fi fi  The Work Improvement Plan must be submitted to the Bureau Chief via the chain of command after being reviewed with the employee.