Discipline Data Analysis Sample Clauses

Discipline Data Analysis. Starting with the 2017-2018 school year, the District will evaluate on an ongoing basis but at least monthly basis, the data referenced herein, to help assess whether the District is implementing its student discipline policies, practices and procedures in a nondiscriminatory manner. The School Principal or Director will meet each semester with the administrators, teachers, and other relevant staff at the School to discuss the data gathered and analyzed (regarding the prior semester) and the School’s progress on the Corrective Action Plan. The evaluation of the data may be conducted as part of the Committee, or separately, and will analyze whether:
Sample 1Sample 2
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Discipline Data Analysis. The District will evaluate on an ongoing basis, but at least at the end of each semester, starting with the 2016-2017 school year, the data referenced in numbers 1-22 above, to assess whether the District is implementing its student discipline policies, procedures, and practices consistently and in a nondiscriminatory manner at each school. The evaluation of the data will include the following:
Sample 1
Discipline Data Analysis. The District will evaluate on an ongoing basis, but at least at the end of each semester, starting with school year 2018-2019, the data referenced in Action Item F.1 above, to assess whether the School is implementing its student discipline policies, procedures, and practices consistently and in a nondiscriminatory manner. The evaluation of the data will include the following:  review of the School’s discipline referrals and sanctions to examine whether students of a particular race/ethnicity, including ELL students, receive more referrals or sanctions than students of other races, analyzed with respect to each racial/ethnic group;  review of the School’s discipline consequences to determine whether students of a particular race/ethnicity, including ELL students, receive more exclusionary sanctions, such as suspensions, or more significant sanctions, such as longer suspensions or referrals to law enforcement, than students of other races, analyzed with respect to each racial/ethnic group;  review of the types of offenses leading to School discipline sanctions to determine whether students of a particular race/ethnicity, including ELL students, receive more referrals or exclusionary discipline sanctions for certain types of offenses than students of other races, analyzed with respect to each racial/ethnic group;  review of the School’s student referrals for disciplinary transfers and expulsions to examine whether students of a particular race/ethnicity, including ELL students, receive more discipline transfers and/or expulsions than students of other races, analyzed with respect to each racial/ethnic group;  examination of whether certain teachers and administrators within the School refer students of a particular race/ethnicity, including ELL students, for discipline at a higher rate than students of other races, and whether certain teachers and administrators, impose disciplinary sanctions that include exclusion from the educational program for students of a particular race/ethnicity, including ELL students, at a higher rate than students of other races, analyzed with respect to each racial/ethnic group;  examination of whether the School’s school-based or local law enforcement cite or arrest students of a particular race/ethnicity, including ELL students, more than students of other races, analyzed with respect to each racial/ethnic group; and,  examination of whether penalties imposed by the School are consistent with the penalties specified in t...
Sample 1

Related to Discipline Data Analysis

  • Data Analysis In the meeting, the analysis that has led the College President to conclude that a reduction- in-force in the FSA at that College may be necessary will be shared. The analysis will include but is not limited to the following: ● Relationship of the FSA to the mission, vision, values, and strategic plan of the College and district ● External requirement for the services provided by the FSA such as accreditation or intergovernmental agreements ● Annual instructional load (as applicable) ● Percentage of annual instructional load taught by Residential Faculty (as applicable) ● Fall Full-Time Student Equivalent (FFTE) inclusive of dual enrollment ● Number of Residential Faculty teaching/working in the FSA ● Number of Residential Faculty whose primary FSA is the FSA being analyzed ● Revenue trends over five years for the FSA including but not limited to tuition and fees ● Expenditure trends over five years for the FSA including but not limited to personnel and capital ● Account balances for any fees accounts within the FSA ● Cost/benefit analysis of reducing all non-Residential Faculty plus one Residential Faculty within the FSA ● An explanation of the problem that reducing the number of faculty in the FSA would solve ● The list of potential Residential Faculty that are at risk of layoff as determined by the Vice Chancellor of Human Resources ● Other relevant information, as requested

  • Protocols Each party hereby agrees that the inclusion of additional protocols may be required to make this Agreement specific. All such protocols shall be negotiated, determined and agreed upon by both parties hereto.

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • Statistical Analysis 31 F-tests and t-tests will be used to analyze OV and Quality Acceptance data. The F-test is a 32 comparison of variances to determine if the OV and Quality Acceptance population variances 33 are equal. The t-test is a comparison of means to determine if the OV and Quality Acceptance 34 population means are equal. In addition to these two types of analyses, independent verification 35 and observation verification will also be used to validate the Quality Acceptance test results.

  • Study An application for leave of absence for professional study must be supported by a written statement indicating what study or research is to be undertaken, or, if applicable, what subjects are to be studied and at what institutions.

  • Systems Review The Construction Administrator will conduct reviews of proposed roof, structural, mechanical, electrical, plumbing, conveyance, sprinkler, telecommunications, and life safety systems, and will consider initial cost, availability, impact on the overall program, comfort and convenience, long-term maintenance and operating costs, and impacts on schedule.

  • Quality Assurance The parties endorse the underlying principles of the Company’s Quality Management System, which seeks to ensure that its services are provided in a manner which best conforms to the requirements of the contract with its customer. This requires the Company to establish and maintain, implement, train and continuously improve its procedures and processes, and the employees to follow the procedures, document their compliance and participate in the improvement process. In particular, this will require employees to regularly and reliably fill out documentation and checklists to signify that work has been carried out in accordance with the customer’s specific requirements. Where necessary, training will be provided in these activities.

  • Product Safety Seller must maintain the state of the product so that it is able to perform to its designed or intended purpose without causing unacceptable risk of harm to a person or damage to property.

  • Drug and Alcohol Testing – Safety-Sensitive Functions A. Employees required to have a Commercial Driver’s License (CDL) are subject to pre-employment, post-accident, random and reasonable suspicion testing in accordance with the U.S. Department of Transportation rules, Coast Guard Regulations (46 CFR Part 16) or the Federal Omnibus Transportation Employee Testing Act of 1991. The testing will be conducted in accordance with current Employer policy.

  • Medical Verification The Town may require medical verification of an employee’s absence if the Town perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The Town may require medical verification of an employee’s absence to verify that the employee is able to return to work with or without restrictions.

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