Evaluation Tool Clause Samples

An Evaluation Tool clause defines the specific methods, criteria, or instruments that will be used to assess the performance, quality, or compliance of goods, services, or deliverables under a contract. In practice, this clause may specify standardized tests, checklists, scoring systems, or software platforms that both parties agree to use for evaluation purposes. By clearly outlining how evaluations will be conducted, the clause ensures transparency and consistency in performance measurement, reducing disputes and misunderstandings about whether contractual obligations have been met.
Evaluation Tool. The evaluation tool agreed to by the District and the Association shall be used to evaluate Bargaining Unit employees. Direct supervisors will prepare annual formal evaluations. The employee's supervisor has the responsibility of informing each employee in advance of the criteria. To help maintain high-quality performance, the employee will be evaluated by the respective supervisor and/or building leader. Each employee will have no more than two (2) supervisors who provide documentation on evaluations.
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Evaluation Tool. The performance evaluation system shall be negotiated and include a rigorous, transparent, and fair performance evaluation system that includes: a. specific performance goals identified by the teacher to improve their effectiveness in the upcoming school year. b. an evaluation of the teacher’s job performance with timely and constructive feedback. c. clear approaches to measuring student growth with relevant data on student growth. d. multiple rating categories that take into account student growth and assessment data that have been negotiated with the Association. e. the use of student growth and assessment data as 20% of the year-end evaluation determination, 10% of which will be based on State assessments where applicable and 10% will be based on learning objective metrics and/or measurement tools selected by the teacher (e.g. essential standards, pre- and post- tests, student portfolios, NWEA, etc.). i. If the teacher selects to NOT use pre- and post-tests- as a measurement tool, the teacher shall collaborate with the administrator to identify the measurement tool to be used no later than September 30. ii. The teacher, in collaboration with the administrator, may be allowed to eliminate data attributable to students who have excessive absences, are partial year transfers into/out of the teacher’s classroom, or who have other anomalous circumstances that warrant eliminating that data. f. the use of the evaluation tool rubric as 65% of the year-end evaluation determination. g. the use of professional responsibilities as negotiated (e.g. attendance, professionalism, preparedness, meeting deadlines, etc.) as 15% of the year-end evaluation determination. h. assigns a rating of “effective,” “developing,” and “needing support.”
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Evaluation Tool. Evaluators will use the Summative Evaluation form developed by the Teacher Evaluation Plan committee, which is comprised of School District administrators and Association representatives. The Summative Evaluation form is attached as Appendix D. In the event that the form is revised by the committee, Appendix D will be automatically updated with the new form without further action of the parties.
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Evaluation Tool. The District uses the 2013 version of the Framework for Teaching (“FFT”) developed by ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ as the evaluation tool to evaluate its teachers.
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Evaluation Tool. Upon the ratification of this contract, Administration and the Union shall convene to develop an equitable evaluation tool that is tied to the essential functions of the job descriptions and fosters professional growth and development. All evaluations shall be completed by administration.
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Evaluation Tool. The Board will determine the evaluation tool. A copy of the evaluation tool will be provided to the Association prior to its use.
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Evaluation Tool. The evaluation tool agreed to by the District and the Association shall be used to evaluate Bargaining Unit employees. Supervisors will prepare annual formal evaluations. The employee's supervisor has the responsibility of informing each employee in advance of the criteria. The Leadership of the Health Services Department will evaluate PSN employees annually. The Leadership of the Health Services Department will have input from the school principal for the evaluation. PSN employees may be evaluated at other times as deemed necessary by the Leadership of the Health Services Department.
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Evaluation Tool. The evaluation tools attached hereto as Exhibits “C” and “D” shall be used for this performance review.
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Evaluation Tool. Upon the ratification of this contract, Administration and the Union shall convene to develop an equitable evaluation tool that is tied to the essential functions of the job descriptions and fosters professional growth and development. All evaluations shall be completed by administration.
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Related to Evaluation Tool

  • 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 Cycle Goal Setting and Development of the Educator Plan A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans. B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below. C) Educator Plan Development Meetings shall be conducted as follows: i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus. ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals. D) The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • Evaluation Software If the Software is an evaluation version or is provided to You for evaluation purposes, then, unless otherwise approved in writing by an authorized representative of Licensor, Your license to use the Software is limited solely for internal evaluation purposes in non-production use and in accordance with the terms of the evaluation offering under which You received the Software, and expires 90 days from installation (or such other period as may be indicated within the Software). Upon expiration of the evaluation period, You must discontinue use of the Software, return to an original state any actions performed by the Software, and delete the Software entirely from Your system and You may not download the Software again unless approved in writing by an authorized representative of Licensor. The Software may contain an automatic disabling mechanism that prevents its use after a certain period of time. RESTRICTIONS