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.
Evaluation. The Trustee shall make an evaluation of each Trust as of that time set forth in the Prospectus (the "Evaluation Time"), (i) on the last business day of each of the months of June and December, (ii) on the day on which any Unit of a respective Trust is tendered for redemption, and (iii) on any other day desired by the Trustee or requested by the Depositor. Such evaluations shall take into account and itemize separately, (1) the cash on hand in the respective Trust (other than cash declared held in trust to cover contracts to purchase bonds) or moneys in the process of being collected from matured interest coupons or bonds matured or called for redemption prior to maturity, (2) the value of each issue of the Bonds in the Trust, and (3) interest accrued thereon not subject to collection and distribution. In making the evaluations the Trustee may determine the value of each issue of the Bonds in the Trust by the following methods or any combination thereof which it deems appropriate: (i) on the basis of current bid prices of such Bonds as obtained from investment dealers or brokers (including the Depositor) who customarily deal in bonds comparable to those held by the Trust, or (ii) if bid prices are not available for any of such Bonds, on the basis of bid prices for comparable bonds, or (iii) by causing the value of the Bonds in the Trust to be determined by others engaged in the practice of evaluating, quoting or appraising bonds. For each such evaluation there shall be deducted from the sum of the above (i) amounts representing any applicable taxes or governmental charges payable out of the Trust and for which no deductions shall have previously been made for the purpose of addition to the Reserve Account of such Trust, (ii) amounts representing accrued expenses of the Trust including but not limited to unpaid fees and expenses of the Trustee, the Depositor and counsel, in each case as reported by the Trustee to the Depositor on or prior to the date of evaluation, (iii) amounts representing unpaid organization costs, and (iv) cash held for distribution to Unitholders of such Trust of record, and required for redemption of Units tendered, as of a date prior to the evaluation then being made. The value of the pro rata share of each Unit of such Trust determined on the basis of any such evaluation shall be referred to herein as the "Unit Value." Prior to the payment to the Depositor of its reimbursable organization costs to be made at the earlier of six months...
Evaluation. Documents and shall, when approved by the Commissioner, be considered a part of the Bid and of any resulting Contract. All symbols and other representations appearing on the drawings shall be considered a part of the drawing.
Evaluation. 15.1 Formal evaluation including a conference must be made a minimum of once every two (2) years. Employees should be provided with feedback on their performance each year. The appropriate standard evaluation form will normally be used every other year. In a year when the appropriate standard form is not used, the feedback shall have no rating attached to it. In any fiscal year in which an employee is not evaluated, it shall be assumed the employee’s performance was no less than the last rated evaluation.
15.2 The evaluation shall be based on the conclusions and assessments reached by the evaluator. In the event an employee is assigned to more than one (1) location, the home administrator shall be responsible for submitting the evaluation form. All administrators should provide input to the home administrator prior to the completion of the form.
15.3 The evaluation shall be based on observations of the employee’s work performance. Less than satisfactory performance shall be discussed with the employee. Specific suggestions for improvement shall be given so that the employee may have an opportunity and sufficient time, as indicated by the appraisal team, to improve.
15.4 Provision shall be made for an overall assessment by the evaluator which clearly indicates a satisfactory or unsatisfactory rating. No employee shall receive a rating on the evaluation less than satisfactory without having received earlier written suggestions for improvement in the area of weakness and having been given an opportunity to show improvement. An overall evaluation rating may not be lower than the previous rating unless the employee has received advanced warning of a possible reduction and an opportunity to show the necessary improvement.
15.5 The written evaluation report shall be shown to the employee within ten (10) days subsequent to the aforementioned conference. The employee shall sign the report within three (3) days and receive a copy thereof. Such signature will not, however, necessarily indicate agreement with the evaluation. Provision shall be made for written comments and reactions by the employee which shall be attached and become a part of the evaluation report.
15.6 Matters relating to evaluation may be subject to the grievance procedure only for reasons of arbitrariness or failure to follow procedure.
Evaluation. The evaluation of the activities performed under this Agreement shall be subject to the provisions of the UNICEF Evaluation Policy as from time to time approved or amended by UNICEF’s Executive Board.
Evaluation. The ongoing process of defining goals and identifying, gathering, and using information as part of a process to improve professional performance (the “formative evaluation” and “formative assessment”) and to assess total job effectiveness and make personnel decisions (the “summative evaluation”).
Evaluation. Whenever the Commission carries out an interim or final evaluation of the action's impact measured against the objectives of the Community programme concerned, the beneficiary undertakes to make available to the Commission and/or persons authorised by it all such documents or information as will allow the evaluation to be successfully completed and to give them the rights of access specified in Article II.19.
Evaluation. State law requires that all continuing contract employees have their evaluation or notification of return or termination completed by April 15th of each year. (Reduction in Force will follow the Reduction in Force Article XXVII.) Non-continuing contract teachers need their evaluation or notification of renewal or non- renewal completed by April 15th of each year. Each employee will receive a summative evaluation form from his or her principal/director by these dates indicating the district’s intent to offer employment for the following year. This will be completed separately from the professional growth rubric or goal setting conference. This notification will go in the employee’s personnel file. The Superintendent will designate one administrator as the primary evaluator for any employee with duties in more than one building; other administrators will submit support data to the primary evaluator as necessary. The Superintendent or designee will evaluate head and assistant coaches by May 31, using the Watertown Head Coach Evaluation sheet and the Watertown Assistant Coach Evaluation sheet. Evaluation records on all employees covered under this contract shall be kept in the district’s central office. Copies of evaluation records will be kept in the building where the employee is evaluated and will be available to the employee, superintendent or other designated administrative personnel. Each employee shall have the right, upon request, to review the contents of his/her personnel file. If the employee so requests, a representative from the Association may accompany the employee in this review. A representative of the superintendent shall be present at such review. The employee shall have the right, upon request, to receive a copy of any document or other material in the file. A written record shall be maintained in the file of the persons having access to the file and the hours and day of such examination. No material derogatory to the employee’s conduct, service, character or personality shall be placed in the employee’s file unless the employee has had the opportunity to read the material. The material shall be signed by the employee or the presentation thereof should be witnessed by a third party indicating that he/she has read it. If the employee takes exception to any statement in the file, he/she may prepare a demurral statement. Such demurral must be received in the Superintendent’s Office not later than ten working days after the employee has become ...
Evaluation. In addition to the evaluation of the effectiveness of specific mentorship arrangements in relation to pre-established goals and expectations: ❑ The Committee responsible for addressing professional development issues for nurses pursuant to Article 9.02 will be responsible for reviewing and making recommendations regarding the application of, and effectiveness of, mentorship relationships within the hospital. ❑ The employer also has a responsibility for evaluating the effectiveness of mentorship arrangements and, therefore, review and evaluation of arrangements should be conducted on a regular basis. Note: it is mutually understood that these guidelines are “without prejudice” to either parties’ position with respect to the role of a nurse whose job duties normally include responsibility for teaching and/or educating other nurses.
Evaluation. Either Party may, on an annual basis, request the participation of the other Party to review the effectiveness of this Agreement and to consider potential amendments to it.
