Evaluation System. The parties agree that the purpose of an evaluation system is to ensure the quality of job performance and to inform decisions regarding reappointment and promotion in rank.
Evaluation System. If the applicable Order specifies that an Evaluation System is made available to Customer then, subject to Customer’s compliance with this Agreement and Exasol’s Evaluation System Terms and Conditions, and payment of any applicable Fees as set forth in the Order, Exasol grants to Customer a revocable non-exclusive, non-sublicensable and non-transferable license, limited by a specified time and place as set forth in the Order, to use the Evaluation System within the Licensed Capacity solely for evaluating whether Customer wishes to purchase a commercial license for the Software. The Evaluation System Terms and Conditions are available at xxxxx://xxx.xxxxxx.xxx/portal/display/EXA/Terms+and+Conditions and are hereby incorporated by reference and made a part of this Agreement.
Evaluation System a. The Director may implement a performance evaluation system. The Guild shall be provided notice and an opportunity to bargain changes to the system impacting a mandatory subject of bargaining.
b. The performance evaluation system should be based on standards related to an employee's individual work assignments. The employee, at the time of hiring and with any subsequent revisions, will sign an acknowledgement of the standards to be used in the evaluation process.
c. The performance evaluation system provides the employee with an opportunity to submit a written response to the contents of his/her evaluation.
Evaluation System. The Board and the W.E.A. agree that the primary purpose of an employee evaluation system is to improve instruction and facilitate the professional growth of the individual.
Evaluation System. The State Board of Education recognizes the importance of evaluating teachers for the purposes of rewarding excellence; improving the quality of instruction students receive; improving student learning; strengthening professional proficiency, including identifying and correcting deficiencies; and informing employment decisions. Each teacher will be evaluated according to Ohio Revised Code and the Evaluation Framework, which is aligned with the Standards for the Teaching Profession adopted under state law (ORC 3319.111 and 3319.112). Each teacher will be evaluated using the multiple factors set forth in the State Board of Education’s teacher- evaluation framework. The evaluation factors are weighted as 50 percent for student growth measures and 50 percent for teacher performance. Student academic growth will be measured through multiple measures that must include value-added scores on evaluations for teachers, where value-added scores are available. The board of directors may administer assessments chosen from the ODE’s assessment list for teachers of subjects where value-added scores are not available and/or local measures of student growth using state- designed criteria and guidance. Using a rubric—a guide for criteria—teachers will be rated as either accomplished, proficient, developing, or ineffective. The teacher’s performance rating will be combined with the results of student growth measures to produce a summative evaluation rating. Teachers with above- expected levels of student growth will develop a professional-growth plan and may choose their credentialed evaluator for the evaluation cycle. Teachers with expected levels of student growth will develop a professional-growth plan collaboratively with the credentialed evaluator and will have input on their credentialed evaluator for the evaluation cycle. Teachers with below-expected levels of student growth will develop an improvement plan with their credentialed evaluator. The administration will assign the credentialed evaluator for the evaluation cycle and approve the improvement plan. Additionally, the board of directors will include in its evaluation policy procedures for using the evaluation results for retention and promotion decisions and for removal of poorly performing teachers. Seniority will not be the basis for teacher-retention decisions, except when deciding between teachers who have comparable evaluations. The board will also provide for the allocation of financial resources to suppor...
Evaluation System. 11.7.1 A four (4) point scale, which parallels the CCSNH grading system, shall be used to evaluate each of the five criteria established within the “General Qualifications for Promotion.” Scoring shall be as follows: Criteria Point Scale Cumulative 0-.99 = Below average or do not recommend 1-1.99 = Average or recommend with reservation 2-2.99 = Good or recommend with confidence 3-4 = Excellent or strongly recommend
11.7.2 Candidates must receive a minimum of a 3.0 rating in Teaching Effectiveness to be considered for promotion. If the minimum score of 3.0 for Teaching Effectiveness is not achieved, candidates will be denied promotion.
11.7.3 Candidates must meet the following cumulative scores for promotion to the designated faculty level. Instructor to Assistant Professor 2.7 Assistant Professor to Associate Professor 3.0 Associate Professor to Professor 3.4
11.8.1 An appeal of a denial for promotion may be processed through the grievance process outlined in Article VII of this Agreement.
Evaluation System. Purpose: The purpose of evaluation is to ensure optimal student learning through the improvement of instruction, to help individuals achieve greater effectiveness in contractual duties, to support ongoing professional growth, and to provide a systematic, transparent and fair evaluation of performance. A determination of the efficiency and effectiveness of the teaching staff is a critical factor in the overall operations of the District. The Board evaluates teachers in accordance with State law and the standards-based statewide teacher evaluation framework adopted by the State Board of Education. The Board evaluates counselors in accordance with State law and the Ohio School Counselor Evaluation System.
Evaluation System. The City and MMEA agree to utilize the Hay Group job evaluation system for placing a position within the Pay Range Assignments section of this Agreement.
a. The City will submit the new or revised job descriptions, along with any other required forms to the Hay Group for evaluation. The evaluation results as determined by the Hay Group will be discussed between the MMEA and the City prior to being implemented.
b. It is understood that the consultant’s job evaluation system is proprietary, and as such the City and MMEA will not see the individual point factor analysis. Only the final recommendation of the position ranking will be released to the City and MMEA. The City continues the sole right to fill or not fill the newly evaluated position.
c. In the event the Hay Group discontinues providing job evaluation services or if the cost becomes unreasonable in the future, the City may select another job evaluation consulting firm. The City will seek input and opinion from the MMEA prior to any such change in job evaluation consultants including the option of instituting a new job evaluation process.
Evaluation System. The evaluation system for administrators is incorporated as Appendix G and H in this agreement. An evaluation committee comprised of Unit A, Unit B, and District members will be established to review the evaluation tool and process in accordance with the Department of Elementary and Secondary Education regulations.
Evaluation System. The evaluation system is spelled out in Appendix 1, including a timeline flow chart, observation forms, and final evaluation rating form. In addition, the following structures will be used:
A. Goal-Setting Meeting: Each year the building administrator and teacher will meet by September 30th to discuss goals for the upcoming year.
B. Informal Observations: Informal evaluations (or walk throughs) can occur during the school day any time of year but no more than once a week. If, during such observations, anything is observed that may lead to a rating of "ineffective" that will be shared with the teacher within five (5) school days. Informal observation reports will be kept on file and available for teachers to review.
