EVALUATION AND PROMOTION Sample Clauses
The Evaluation and Promotion clause outlines the criteria and procedures by which an individual's performance is assessed and advancement opportunities are determined within an organization. Typically, this clause specifies the frequency of evaluations, the standards or metrics used to judge performance, and the process for considering employees for promotion, such as review panels or required achievements. Its core function is to ensure a transparent and fair process for recognizing employee contributions and facilitating career progression, thereby promoting motivation and organizational growth.
EVALUATION AND PROMOTION. 219 A. All Employees shall be subject to evaluation by the Employer. The evaluation of Employee performance includes student evaluations, classroom observations, an assessment of an Employee’s professional development, as well as other appropriate items as indicated in this article. 220 Employees who are scheduled for evaluation in an upcoming academic year shall be notified in writing by April 1st of the academic year preceding the evaluation. A list of Employees scheduled for evaluation shall be provided simultaneously to the Union. 221 A Department Head may, in consultation with the College ▇▇▇▇, require a previously unscheduled evaluation of an Employee, should evidence of serious performance problems arise. In all such cases, such notification of an unscheduled evaluation must be provided to the Employee, concurrently with written notification to the Union, within thirty (30) calendar days of when the Department Head first becomes aware of the problem. Such evaluations will follow the Periodic Evaluation and remediation procedures described below. 222 Student Evaluations and Classroom Observations do not apply to supervisors of student teachers and Employees assigned to the Library. In the case of Library Employees, professional performance shall be the equivalent of instructional effectiveness. 223 All Employees shall have the responsibility to engage in pursuits that enable them to expand their knowledge base and remain current in their respective disciplines. Such activities include, but are not limited to, advanced course work taken in pursuit of a higher academic degree in the Employee’s discipline or area of specialization. Participation in any such activity, however, is not considered evidence of professional development; rather, it is how the Employee applies the knowledge gained to his/her classroom instruction or professional performance that shall be assessed by the department. 224 For evaluation and for the purposes of determining an Employee’s eligibility for promotion, only work completed since the last evaluation, or the date of the Employee’s first term appointment, whichever is later, shall be evaluated. This limitation shall not apply to graduate level coursework that an Employee may have accumulated over a longer period of time in order to meet academic criteria minima. 225 Evaluations conducted under this agreement can have the following outcomes: 226 Exceeds expectations Meets expectations 227 B. Types of Evaluations 228 There are...
EVALUATION AND PROMOTION. House Staff Member’s performance shall be evaluated consistent with the Policy for Evaluation, which can be found in the House Staff Manual. House staff members (except for participants in a one-year program) may be promoted to the next Post Graduate Year (PGY) level; provided that at minimum, House Staff Member successfully completes the academic requirements for promotion and meets all other responsibilities and requirements as set forth in the Policy for Promotion. Upon promotion, a new Agreement shall be executed. If the Hospital decides not to promote the House Staff Member to the next year of training, this Agreement will not be renewed.
EVALUATION AND PROMOTION. Formative and summative evaluations will be conducted per the residency manual with the intent to document progress for reappointment, promotion to a subsequent PGY level, and competence to practice independently. Promotion is based in milestone achievement as determined by the Program Director with input from the Clinical Competence Committee.
EVALUATION AND PROMOTION. House Staff Member’s performance shall be evaluated consistent with the Policy for Promotion, Appointment Renewal and Dismissal, which can be found in the GME Institutional Policies/House Staff Manual. House staff members (except for participants in a one-year program) may be promoted to the next Post Graduate Year (PGY) level; provided that at minimum, House Staff Member successfully completes the academic requirements for promotion and meets all other responsibilities and requirements as set forth in the Policy for Promotion, Appointment Renewal and Dismissal. Upon promotion, a new Agreement shall be executed. If the Hospital decides not to promote the House Staff Member to the next year of training, this Agreement will not be renewed.
EVALUATION AND PROMOTION