Final ITRC Meeting Sample Clauses

Final ITRC Meeting. During the last 4 weeks of the semester the ITRC will meet, without the candidate being present, to review all of the following materials: 6 observations, professional duties evaluation, any materials or records submitted by the faculty member, and student evaluations. Together, the members of the ITRC should discuss and decide on their employment recommendation, completing the ITRC Evaluation and Recommendation form (form B). If the ITRC determines that the candidate’s performance was truly exceptional, they may choose to recommend the candidate be granted immediate tenure. If the ITRC determines the candidate’s performance was exceptional or satisfactory they may choose to recommend employing the faculty member for a second one-year contract as probationary and continue with the tenure review process. If the ITRC determines that the candidate’s performance was adequate or unsatisfactory but needs improvement they must discuss and prepare the Remediation Form (form Q) and may choose to recommend employing the faculty member for a second one-year contract as probationary and continue with the tenure review process. If the ITRC determines that the candidate’s performance was unsatisfactory and that remediation would not likely raise the performance to a satisfactory level, they may choose to recommend that the candidate not be re-employed for a second contract.
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Final ITRC Meeting. During the last 4 weeks of the semester the ITRC will meet, without the candidate being present, to review all of the following materials: 6 observations, professional duties evaluation, any materials or records submitted by the faculty member, candidate’s self-assessment, and student evaluations. Together, the members of the ITRC should discuss and decide on their employment recommendation, completing the ITRC Evaluation and Recommendation form (form B). If the ITRC determines the candidate’s performance was satisfactory or better they may choose to recommend employing the faculty member as a tenured faculty member for all subsequent academic years. If the ITRC determines that the candidate’s performance was unsatisfactory and that all efforts toward remediation have failed, they may choose to recommend that the candidate not be re-employed as a tenured faculty member.
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Final ITRC Meeting. During the last 4 weeks of the semester the ITRC will meet, without the candidate being present, to review all of the following materials: 3 classroom evaluations, professional duties evaluation, course syllabi, assignments, exams submitted by the faculty member, candidate’s self- assessment, and student evaluations (if available). Together, the members of the ITRC should discuss the progress of the candidate’s tenure review and be focusing on the goals and objectives for the fourth year. There is no employment recommendation in the third year since the contract under which the probationary employee is working is for two years, covering the third and fourth years of the tenure review process.
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Final ITRC Meeting. During the last 4 weeks of the semester the ITRC will meet without the candidate being present to review all of the following materials from the electronic portfolio: 6 observations, professional duties evaluation, any materials or records submitted by the faculty member, candidate’s self-assessment, and student evaluations. Together, the members of the ITRC should discuss and decide on their employment recommendation, completing the ITRC Evaluation and Recommendation form (form B). Year Two Only: If the ITRC determines that the candidate’s performance was truly exceptional, they may choose to recommend the candidate be granted tenure and employment as a regular employee at the beginning of the next academic year. If the ITRC determines the candidate’s performance was exceptional or satisfactory they may choose to recommend employing the faculty member for a third two-year contract of two years as probationary and continue with the tenure review process. If the ITRC determines that the candidate’s performance was adequate or unsatisfactory but needs improvement they must discuss and prepare the Remediation Form (form Q) and may choose to recommend employing the faculty member for a third contract of two years as probationary and continue with the tenure review process. If the ITRC determines that the candidate’s performance was unsatisfactory and that remediation would not likely raise the performance to a satisfactory level, they may choose to recommend that the candidate not be re- employed for a third contract. Year Three Only: There is no recommendation for renewal or non-renewal in the third year, since the contract under which the probationary employee is working is for two years covering the third and fourth years of the tenure review process. Year Four Only: If the ITRC determines the candidate’s performance was satisfactory or better, they may choose to recommend employing the faculty member as a tenured faculty member for all subsequent academic years. If the ITRC determines that the candidate’s performance was unsatisfactory, they may choose to recommend that the candidate not be reemployed as a tenured faculty member.
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Final ITRC Meeting. During the last 4 weeks of the semester the ITRC will meet, without the candidate being present, to review all of the following materials from the electronic portfolio: 3 classroom evaluations, professional duties evaluation, course syllabi, candidate’s self- assessment, and student evaluations (if available). Together, the members of the ITRC must discuss and decide on their employment recommendation, completing the ITRC Evaluation and Recommendation form (form B).
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Related to Final ITRC Meeting

  • TAC Meetings The goal of this subtask is for the TAC to provide strategic guidance for the project by participating in regular meetings, which may be held via teleconference. • Discuss the TAC meeting schedule with the CAM at the Kick-off meeting. Determine the number and location of meetings (in-person and via teleconference) in consultation with the CAM. • Prepare a TAC Meeting Schedule that will be presented to the TAC members during recruiting. Revise the schedule after the first TAC meeting to incorporate meeting comments. • Prepare a TAC Meeting Agenda and TAC Meeting Back-up Materials for each TAC meeting. • Organize and lead TAC meetings in accordance with the TAC Meeting Schedule. Changes to the schedule must be pre-approved in writing by the CAM. • Prepare TAC Meeting Summaries that include any recommended resolutions of major TAC issues. • Help set the project team's goals and contribute to the development and evaluation of its statement of proposed objectives as the project evolves. • Provide a credible and objective sounding board on the wide range of technical and financial barriers and opportunities. • Help identify key areas where the project has a competitive advantage, value proposition, or strength upon which to build. • Advocate on behalf of the project in its effort to build partnerships, governmental support and relationships with a national spectrum of influential leaders. • Ask probing questions that insure a long-term perspective on decision-making and progress toward the project’s strategic goals. • Review and provide comments to proposed project performance metrics. • Review and provide comments to proposed project Draft Technology Transfer Plan. • TAC Meeting Schedule (draft and final) • TAC Meeting Agendas (draft and final) • TAC Meeting Back-up Materials • TAC Meeting Summaries

  • Initial Meeting (a) The parties must meet within 10 Business Days after the date of delivery of the dispute notice and attempt to resolve the dispute. (b) Each party must use its best endeavors to resolve the dispute and act in good faith.