Performance

It is Tenth’s policy to conduct regularly scheduled performance reviews with employees as a means of fostering employee development and motivating employees to reach their full potential.

The objectives of the performance review plan include:

• To encourage, motivate and guide employees toward self-improvement and improved job performance.

• To identify training resource needs.

• To provide a record of employee progress.

• To provide a formal mechanism for supervisors to make salary determinations based on their assessment of employee performance in relation to performance requirements.

Performance Appraisal Guidelines

Frequency— a formal appraisal will be conducted at least annually. The written results of the formal appraisal will be discussed with the employee, who will receive a copy. A copy will also be placed in the employee’s file. A supervisor may give an interim review at any time during the year.

Responsibility—the individual responsible for direct supervision of the employee will conduct his or her performance review using the goals established at the beginning of the year and the position description. If an employee reports to more than one person, then all supervisors will be involved in the review.

Performance Goals (Expectations)—Performance goals represent what is expected of employees in fulfilling the duties and responsibilities of a position. The supervisor responsible for a position should establish the performance goals and ensure that they are effectively communicated to employees. Note that the regular duties as described in the employee’s job description are a requirement of the job, even if not all are specifically addressed in the performance goals.

Informal Discussion with Supervisor— although formal appraisals generally will be conducted only once a year, employees should feel free and are encouraged to request informal appraisals from their supervisor at any time.

Tenth encourages the use of informal counseling and progressive disciplinary measures to correct unsatisfactory job performance or misconduct. Employees are expected to consistently meet and maintain the established performance expectations for their positions.

Nothing contained in this policy alters the “at will” employment relationship or creates any legally enforceable contractual rights.

Steps in disciplinary measures may be omitted or repeated depending on the frequency, severity, and/or nature of performance or misconduct exhibited. Progressive discipline may not be imposed in situations involving severe misconduct. Cases of severe misconduct could result in immediate termination of employment. The steps involved in a disciplinary procedure may involve the following:

• Verbal warning

• Written warning

• Probationary period

• Termination