Annual Fitness Evaluation Sample Clauses

Annual Fitness Evaluation. The Annual Fitness Evaluation is to assess and grade the overall fitness of all online Winter Haven Fire Department personnel. This evaluation is not punitive, but seeks to promote physical and mental health for all firefighters. The Annual Fitness Evaluation is voluntary for all Bargaining Unit personnel except new hire probation firefighters for which it is mandatory. Because the probationary firefighters’ participation is mandatory, they will be paid for their participation. Voluntary participants will be paid if the evaluation occurs on duty. If the evaluation occurs off duty, voluntary participants will not be paid. The Annual Fitness Evaluation will be developed and implemented by a committee of Winter Haven Fire Department Certified Peer Fitness Trainers in accordance with NFPA 1583: Standard on Health-Related Fitness Programs for Fire Department members. Personnel who satisfactorily complete the Annual Fitness Evaluation will receive forty eight (48) Hours of Physical Readiness Time Off. Personnel who have not completed all assigned target safety assignments or assigned training are excluded from receiving awarded time off. All new hire probationary firefighters shall pass the Annual Fitness Evaluation during the probationary period. Probationary firefighters are excluded from receiving Physical Readiness Time Off.
Sample 1
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Annual Fitness Evaluation. A. Annual fitness evaluations shall be conducted using Authority Peer Fitness Trainers (PFT) using the components of the IAFF/IAFC Wellness-Fitness Initiative (WFI). B. PFTs are able to provide Employees who request assistance in raising their level of fitness with an individualized exercise program. A PFT also provides counseling with dietary and nutritional needs for Employees who request it. C. All fitness evaluations will be conducted during normal working hours. Should a shift Employee not be able to participate at the time his or her company is scheduled, it will be re-scheduled at a time convenient for the PFTs and the other members of his/her company. Employees working forty (40) hour rotational positions will be responsible for scheduling their evaluations with a PFT.
Sample 1
Annual Fitness Evaluation. Employees participating in the Program are required to participate in an annual fitness evaluation. The evaluation will be performed on duty, at no cost to the employee. The components of this evaluation shall include flexibility, strength, and aerobic.
Sample 1
Annual Fitness Evaluation. Cardio Sub-maximal Fitness Exam (CSFE): 1. The parties agree that all employees subject to operations shall participate in an annual fitness evaluation and an annual health evaluation. Employees will be scheduled for the fitness evaluation first and the health evaluation second. The results of the fitness evaluation may be provided to the medical providers for the overall care of the employee. 2. The parties agree that an annual fitness evaluation for all employees subject to operations shall be mandatory. 3. The parties agree that the standards required for the fitness evaluation shall be consistent with the IAFF/IAFC Fitness Initiative as it pertains to metabolic output standards currently or as it may be amended in the future. The parties will confer should the IAFF/IAFC change or cause to be changed the metabolic output standards. 4. The parties agree that failing to pass the minimum metabolic output standards during the fitness evaluation will subject an employee to the procedures and standards outlined in the section titled Corrective Action Matrix. 5. The parties agree that the annual fitness evaluation established by this MOU will be administered by health professionals agreed to by both parties and that representatives of the selected health professional(s) shall be considered equal in authority for the purposes of administering the CSFE. 6. The parties agree that all the components of the fitness evaluation except the CSFE shall not be treated strictly as "pass/fail" and shall therefore not be used as a basis for the corrective action matrix established by this MOU. In addition, the parties agree that the evaluation shall take into consideration that there may be temporary non-debilitating conditions that may not represent a liability to an employee, a crew, or the department but that otherwise affect performance on the evaluation. Participation in these components shall continue to be non-punitive. The department retains the authority to address this circumstance by requiring a medical evaluation of the employee by a health care professional when recommended. 7. The parties agree that each annual CSFE cycle shall be addressed in the corrective action matrix as a singular event and that previous evaluations shall not be considered in any subsequent exam cycle.
Sample 1
Annual Fitness Evaluation. The Department and the Association agree to mandatory participation for all members in an annual medical physical provided by the Department and based on NFPA 1582. Fire Fighters shall undergo an annual medical physical through the City’s third-party provider subject to the following conditions: • Must be completed and fitness determination provided to the Department prior to September 1 annually. • Must complete Department-provided NFPA 1582 compliance document that includes a final determination of “fit for duty/not fit for duty.” No protected health information will be exchanged. • If a Fire Fighter is determined to be “not fit for duty,” the Fire Fighter shall have the option to get a second opinion at the Fire Fighter’s cost from a second physician. Should the second physician determine that the Fire Fighter is “fit for duty,” documentation shall be promptly presented to any of the Department’s medical control physicians, the selection of which is at the Fire Chief’s discretion, for a final determination. • Any Fire Fighter identified as “not fit for duty” will be placed on administrative leave or placed on a light duty assignment, if available and approved by the Fire Chief, and the Fire Fighter will coordinate with the EMS Division on a health improvement plan to return to work. Failure to comply will be considered insubordination and members may be subject to disciplinary action in accordance with City and Department policy. Completion of the annual medical physical satisfies requirements for wellness dollars or related benefits, or equivalent program if offered by the City. The Department and the Association agree to jointly implement and support a mandatory physical performance testing and fitness program based upon the Department’s required physical exam for new hires, or as recommended by the committee and approved by the Fire Chief. The Department agrees to purchase and maintain agreed upon physical fitness equipment needed to comply with the WFI, consistent within budgetary constraints.
Sample 1
Annual Fitness Evaluation. All personnel shall participate in a mandatory, annual, non-punitive and confidential fitness assessment, under the supervision of the Fire Department Physician and/or Health Fitness Coordinator, following medical clearance. The goal of the annual fitness assessment is for personal fitness improvement, and no standards have been established by this Initiative for any areas assessed. Every uniformed personnel are expected to improve with an assessment and a personalized exercise program. The initial fitness assessment will be conducted during the period of January – March 2007 and every 12 months (+ 3 months) thereafter. The Fire Department Physician shall clear all person- nel for participation in the fitness assessment. If an employee has an acute medical problem or a newly acquired chronic medical condition, the fitness assessment shall be postponed until that person has recovered from this condition and presents to the fire department for review. The annual fitness assessments shall consist of the following components: 1) Aerobic capacity 2) Body composition 3) Muscular strength 4) Muscular endurance 5) Flexibility Aerobic capacity shall be measured by treadmill using the Xxxxxx Protocol. Muscular strength shall be measured using the Hand Grip, Arm, and Leg Dynamometer Protocol. Muscular endurance shall be measured by the Push-up and Curl-up Protocols. The Sit and Reach Protocol will measure flexibility. The Bioimpedance (BIA) and/or Skinfold/Cir- cumference procedures shall measure body Composition. The fitness protocols shall be used to determine the member’s baseline level of fitness and to evaluate progress from year to year. All data collected by the evaluator is to be held confidential and maintained in the employee’s confidential medical file. The evaluator can provide personalized exercise prescriptions to encourage the employee to maintain or improve his/her level of fitness.
Sample 1

Related to Annual Fitness Evaluation

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Williamson County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following: A. Problems, delays, adverse conditions which may materially affect the ability to meet the objectives of an applicable Work Authorization or any Supplemental Work Authorization related thereto, or preclude the attainment of Project Engineering Services units by established time periods; and such disclosure shall be accompanied by statement of actions taken or contemplated, and County assistance needed to resolve the situation, if any; and B. Favorable developments or events which enable meeting goals sooner than anticipated in relation to an applicable Work Authorization’s or any Supplemental Work Authorization related thereto.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order. (b) The technical evaluation committee may call the responsive bidders for discussion or presentation to facilitate and assess their understanding of the scope of work and its execution. However, the committee shall have sole discretion to call for discussion / presentation. (c) Financial bids of only those bidders who qualify the technical criteria will be opened provided all other requirements are fulfilled. (d) AIIMS Jodhpur shall have right to accept or reject any or all tenders without assigning any reasons thereof.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

  • EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Performance Evaluations The Contractor is subject to an annual performance evaluation to be conducted by NYCDOT pursuant to the PPB Rules.

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