Conclusion of the Evaluation Sample Clauses

Conclusion of the Evaluation. A copy of all final signed evaluation documents shall be given to the unit member, and a copy shall be placed in the unit member's personnel file, excluding any student evaluations, by no later than the last day of the academic semester in which the evaluation took place. The unit member and the administrative evaluator may extend this deadline by mutual consent. All documents placed into the unit member’s personnel file must follow the policies and procedures of this article and of Article 3 of this agreement.
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Conclusion of the Evaluation. A copy of all the final, signed evaluation documents shall be given to the unit member, and a copy shall be placed in the unit member's personnel file, excluding any student evaluations or references thereto, by no later than the last day of the academic semester in which the evaluation took place. The unit member and the administrative evaluator may extend this deadline by mutual consent. In the event the unit member being evaluated receives what s/he considers to be a negative evaluation, the evaluation team and the unit member shall discuss the matter at the post-evaluation conference. The administrative evaluator shall specify on the evaluation form the reasons for the alleged deficiencies. The administrative evaluator and the unit member shall meet within fifteen (15) workdays of the post-evaluation conference to develop a written, detailed plan for remediation of the deficiencies upon which the negative evaluation was based. All documents placed into the unit member’s personnel file must follow the policies and procedures of this article and of Article 3 of this agreement.
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Conclusion of the Evaluation of all final signed evaluation documents shall be given to the unit member, and a copy shall be placed in the unit member's personnel file, excluding any student evaluations, by no later than the last day of the academic semester in which the evaluation took place. The unit member and the administrative evaluator may extend this deadline by mutual consent. In the event the unit member being evaluated receives what s/he considers to be a negative evaluation, the evaluation team and the unit member shall discuss the matter at the post-observation conference. The administrative evaluator shall specify on the evaluation form the reasons for the alleged deficiencies. The administrative evaluator and the unit member shall meet within fifteen (15) workdays of the post-observation conference to develop a written, detailed plan for remediation of the deficiencies upon which the negative evaluation was based. All documents placed into the unit member’s personnel file must follow the policies and procedures of this article and of Article 3 of this agreement.
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Conclusion of the Evaluation of all final signed evaluation documents shall be given to the unit member, and a copy shall be placed in the unit member's personnel file, excluding any student evaluations, within one week of the final evaluation conference. The unit member and the administrative evaluator may extend this deadline by mutual consent. In the event the unit member being evaluated receives what s/he considers to be a negative evaluation; the administrative evaluator and the unit member shall discuss the matter at the final evaluation conference. The administrative evaluator shall document on the evaluation form the specific reasons for any rating of needs improvement or unsatisfactory. A unit member may submit to the appropriate Vice-President a written response to his/her evaluation. The written response shall be attached to the evaluation and included in his/her personnel file. The unit member may, but is not required to, submit the written response to one or both of the evaluators or the area xxxx. The administrative evaluator and the unit member shall meet within the first four weeks of the following semester to develop a written, detailed plan for remediation of the deficiencies upon which the negative evaluation was based (form Q). All documents placed into the unit member’s personnel file must follow the policies and procedures of this article and of Article 3 of this agreement.
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Conclusion of the Evaluation. A copy of all final signed evaluation documents shall be given to the unit member, and a copy shall be placed in the unit member's personnel file, excluding any student evaluations, within one week of the final evaluation conference. The unit member and the administrative evaluator may extend this deadline by mutual consent. In the event the unit member evaluated receives what they consider to be a negative evaluation; the administrative evaluator and the unit member shall discuss the matter at the final evaluation conference. The administrative evaluator shall document on the evaluation form the specific reasons for any rating of needs improvement or unsatisfactory. A unit member may submit to the appropriate Vice-President a written response to their evaluation. The written response shall be attached to the evaluation and included in their personnel file. The unit member may, but is not required to, submit the written response to one or both of the evaluators or the area xxxx. The administrative evaluator and the unit member shall meet within the first four weeks of the following semester to develop a written, detailed plan for remediation of the deficiencies upon which the negative evaluation was based (form Q). All completed and signed evaluations and written responses will be forwarded to Human Resources for tracking, scheduling, and filing. All documents placed into the unit member’s personnel file must follow the policies and procedures of this article and of Article 3 of this agreement.
Sample 1
Conclusion of the Evaluation. A copy of all final signed evaluation documents shall be given to the unit member, and a copy shall be placed in the unit member's personnel file, excluding any student evaluations, within one week of the final evaluation conference by no later than the last day of the academic semester in which the evaluation took place. The unit member and the administrative evaluator may extend this deadline by mutual consent. In the event the unit member being evaluated receives what s/he considers to be a negative evaluation; the administrative evaluator evaluation team and the unit member shall discuss the matter at the final evaluation post-observation conference. The administrative evaluator shall document specify on the evaluation form the specific reasons for any rating of needs improvement or unsatisfactory the alleged deficiencies. A unit member may submit to the appropriate Vice-President a written response to his/her evaluation. The written response shall be attached to the evaluation and included in his/her personnel file. The unit member may, but is not required to, submit the written response to one or both of the evaluators or the area xxxx. The administrative evaluator and the unit member shall meet within the first four weeks of the following semester fifteen (15) workdays of the post-observation conference to develop a written, detailed plan for remediation of the deficiencies upon which the negative evaluation was based (form Q). All documents placed into the unit member’s personnel file must follow the policies and procedures of this article and of Article 3 of this agreement.
Sample 1
Conclusion of the Evaluation. 1. After the conclusion of the financial evaluation, the Competent Body shall proceed to establish the final ranking of Tenders in decreasing order of their final xxxx: L = Τ * 80% + C * 20% where: Τ = the Technical Offer evaluation xxxx, and C = the relative cost of the Financial Offer. 2. The Tender with the highest xxxx L shall be considered to be the most advantageous Tender based on best price-quality ratio. 3. In cases where the marks of two or more Tenders are the same, these Tenders are ranked in decreasing order of their Technical Offer xxxx.
Sample 1
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Related to Conclusion of the Evaluation

  • Final Evaluation IC must submit a final report and a project evaluation to the Arts Commission within thirty (30) days after the completion of the Services. Any and all unexpended funds from IC must be returned to City no later than sixty (60) days after the completion of the Services.

  • Written Evaluation The Superintendent in consultation with the Board shall review and assess the Administrator’s performance on or before February 1 of each year. The Administrator shall be formally evaluated in writing annually by the Superintendent on or before February 1 of each year. The evaluation shall include a description of the Administrator’s duties and responsibilities and the standards to which the Administrator is to perform. It shall consider the Administrator’s specific duties, responsibilities, management and competence as an Administrator; specify the Administrator’s strengths and weaknesses with supporting reasons; align with research based standards established by the Illinois State Board of Education and use data and indicators on student growth as a significant factor in rating performance. The evaluation shall also consist of a review of the Administrator’s progress toward meeting established professional, student performance and academic goals set forth in Appendix A and a review of the Administrator’s leadership and management performance relative to his current assignment. The written evaluation shall be signed by both the Superintendent and the Administrator. The Administrator may respond to the evaluation in writing and such response shall be attached to and included in the Administrator’s personnel file.

  • 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?

  • Evaluation 1. The purposes of evaluation provisions include providing employees with feedback, and employers and employees with the opportunity and responsibility to address concerns. Where a grievance proceeds to arbitration, the arbitrator must consider these purposes, and may relieve on just and reasonable terms against breaches of time limits or other procedural requirements.

  • MANAGEMENT OF EVALUATION OUTCOMES 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; 12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; 12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and 12.4 In the case of unacceptable performance, the Employer shall – 12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and 12.4.2 After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • 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.

  • BID EVALUATION The Commissioner reserves the right to accept or reject any and all Bids, or separable portions of Bids, and waive technicalities, irregularities, and omissions if the Commissioner determines the best interests of the State will be served. The Commissioner, in his/her sole discretion, may accept or reject illegible, incomplete or vague Bids and his/her decision shall be final. A conditional or revocable Bid which clearly communicates the terms or limitations of acceptance may be considered, and Contract award may be made in compliance with the Bidder’s conditional or revocable terms in the Bid.

  • 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.

  • Formal Evaluation All formal evaluations of personnel shall be conducted openly and with full knowledge of the employee concerned by an administrator or supervisor of the District.

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