Evaluation of Coaches Sample Clauses

Evaluation of Coaches. Coaches shall be evaluated in writing by the Athletic Director, Superintendent, or other administrator at the conclusion of the coaching season or school year, whichever is earlier. The coach may submit in writing any response desired which shall be attached to the evaluation and become a part thereof. Prior to making said evaluation the evaluator will observe at least one (1) scheduled competitive event and one (1) practice session for at least one (1) hour which may be a combination of practice session and competitive event. Evaluations of coaching positions will be subject to the Grievance Procedure (Article XII) but only up to Level Two.
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Evaluation of Coaches. 8.9.1 All monitoring or observation of the work of coaches and other extracurricular activity advisors shall be done by persons holding the appropriate supervisory or administrative certification. 8.9.2 Coaches and advisors will be given a final copy of all written observation and/or evaluation reports at least two (2) full days before the scheduling of any conference to discuss such report. No such report will be submitted to any administrator, placed in any permanent file or acted upon without the completion of a conference with the evaluator. A written response submitted by the evaluatee within ten (10) working days of receipt of the conference shall be attached to the report without comment. 8.9.3 Each coach and advisor will be observed at least one time and receive a written report of that observation before any final evaluation is completed. If the report of such observation contains notation of an unsatisfactory rating, specific written recommendations for correction will be made by the evaluator.
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Evaluation of Coaches. Each secondary coach will be evaluated in his/her first year in the position. Subsequently, head coaches will be evaluated more frequently upon the request of the coach or if the administrator determines it to be necessary. Evaluations will be completed within thirty school days after the close of the season. Appendix B (Evaluation of coaches) will be the new form Terms and Conditions of Employment Appointment to coaching or other positions included within the bargaining unit are on a continuing basis except as provided below. In the first three continuous years in a position covered by this agreement, an employee who is not advised within sixty (60) days of the end of an activity of WIAA defined sports season including playoffs his or her contract will not be renewed for the ensuing year shall have the right of contract renewal for the same position, if it is filled and the sport or activity offered, for the ensuing year. The District’s determinations during this 30-day period are within its sole discretion and are not subject to review in the grievance process. Any District determination beyond the 60-day period not to renew a contract for the ensuing year shall be for just cause. After initial three years, positions included within the bargaining unit are on a continuing basis as long as it is filled, and the sport or activity is offered.
Sample 1
Evaluation of Coaches. 1. Director of Athletics will evaluate coaches and assistant coaches based on the following criteria: PYCSD Athletic Participation Philosophy Statement PYCSD Guidelines for Coaches Job Descriptions for Coaches Evaluation Procedure for all Coaches all sections of Article XVII applicable to Teaching Assistants
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Evaluation of Coaches. Coaches shall be evaluated in accordance with the “District 99 Athletic Standards of Professional Practice and the Coaches Standards and Assessment” document. The evaluation of coaches shall be maintained with the Athletic Director.
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Evaluation of Coaches. 31 3.16.1. An observation will be conducted during the term of the coaching contract. 1 3.16.2. Input will be solicited as deemed appropriate from athletes, officials, parents, 2 district coaches, opposing coaches, community members, and others. 3 3.16.3. At the conclusion of the term of the contract, the coach will be formally 4 evaluated regarding coaching performance. This evaluation will be conducted 5 by the athletic director and the principal or designee. 6 3.16.4. At the conclusion of the season, a recommendation will be made to the 7 principal to either employ or not employ the coach for the next season.
Sample 1
Evaluation of Coaches. 1. All coaches will be evaluated by the Athletic Director at least once during the sport being coached, based upon the job description. 2. The Athletic Director shall prepare the written evaluation of the coach not later than thirty (30) days after the conclusion of the respective sport, except in the cases of spring sports, when evaluations will be prepared prior to the close of the school year.
Sample 1
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Related to Evaluation of Coaches

  • Evaluation of Students Acknowledging the District’s adopted grading system, the teacher shall maintain the right and responsibility to determine grades and other evaluation of a student. No grade or evaluation shall be changed except by the teacher with the approval of the building administrator.

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  • Completion of Concrete Pours and Emergency Work (a) Except as provided in this sub-clause an Employee shall nor work or be required to work in the rain. (b) Employees shall not be required to start a concrete pour in Inclement Weather. (c) Where a concrete pour has been commenced prior to the commencement of a period of Inclement Weather Employees may be required to complete such concrete pour to a practical stage and for such work shall be paid at the rate of double time calculated to the next hour, and in the case of wet weather shall be provided with adequate wet weather gear. (d) If an Employee’s clothes become wet as a result of working in the rain during a concrete pour the Employee shall, unless the Employee has a change of dry working clothes available, be allowed to go home without loss of pay. (e) The provisions of clauses 32.7(c) and 32.7(d) hereof shall also apply in the case of emergency work where the Employees concerned and their delegates agree that the work is of an emergency nature and can start and/or proceed.

  • Evaluations A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

  • 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.

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  • Presentation of Potential Target Businesses The Company shall cause each of the Initial Shareholders to agree that, in order to minimize potential conflicts of interest which may arise from multiple affiliations, the Initial Shareholders will present to the Company for its consideration, prior to presentation to any other person or company, any suitable opportunity to acquire an operating business, until the earlier of the consummation by the Company of a Business Combination or the liquidation of the Company, subject to any pre-existing fiduciary obligations the Initial Shareholders might have.

  • Evaluation of Proposals All proposals received shall be reviewed to determine whether they meet the format requirements and the standards specified in the request for sealed proposals. The district shall evaluate the qualifications of the proposers based solely upon the criteria and evaluation methodology set forth in the request for sealed proposals, and shall assign a best value score to each proposal. Once the evaluation is complete, all responsive proposals shall be ranked from the highest best value to the lowest best value to the district.

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