Goals and Expectations Sample Clauses

Goals and Expectations. The tenured faculty of each academic unit shall establish goals and expectations for all tenured Members, including teaching, scholarly and creative productivity, and contributions to the service and outreach functions of the program, the collegiate unit, the campus, and the University. The factors to be considered will parallel those used by the program in the granting of tenure (see departmental 7.12 Statements and collegiate unit documents
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Goals and Expectations. The District will distribute Chromebook computers to all students in grades 1-4 as part of the 1:1 technology initiative. These devices will create meaningful learning experiences and increase productivity by providing access to 21st century tools both in school and at home. With the ever-changing world of technology and the current need for remote and hybrid learning, cloud connectivity has given teachers and students greater access to information and the ability to collaborate with one another. Cloud-based solutions such as Google workspace offer a paperless classroom environment that allows for both independent and collaborative assignments, projects, and activities. • To facilitate electronic textbooks • To provide “always” available technology to the students • Each student grades 1-4 will receive a Chromebook with an AC adapter and protective case. • Parents/guardians must complete the ‘Parent/Guardian Laptop Agreement Form’ found here xxxxx://xxx.xx/3C31f8n. • Devices will be labeled with the students name as well as an inventory asset tag. Please do not alter, remove or cover the serial number, asset tag and student name tags located on the device. An inventory of issued devices with serial numbers and district asset tag along with the students’ name will be kept and maintained by the district information technology department. • The device and district issued accounts are the property of the District and may be subject to inspection at any time. The student should have no expectation of privacy of materials found on the device or a school supplied and supported service. • Although the District does not actively monitor computer usage, the District retains the right to monitor, access, and review all information created, received, sent over, or stored on District technology. • The District will employ a device management system program and reserves the right to filter and monitor device activity, both on and off premise. Students are members of the xxxxxxx.x00.xx.xx Google domain. This domain is only accessible by students and staff of the Mt. Sinai School District. Each student has a unique Google login account to login to the Chromebook. The username convention is: first two initials of the first name followed by the last name followed by @xxxxxxx.x00.xx.xx (example: Xxxx Xxxxx is XxXxxxx@xxxxxxx.x00.xx.xx). Password convention is Mssd followed by the student’s ID number (example: Mssd55555). This ID number can be found by logging into Powerschoo...
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Goals and Expectations. The District will distribute laptop and chromebook computers to all students in grades 1-12 as part of the 1:1 technology initiative. These devices will create meaningful learning experiences and increase productivity by providing access to 21st century tools both in school and at home. With the ever-changing world of technology and the current need for remote and hybrid learning, cloud connectivity has given teachers and students greater access to information and the ability to collaborate with one another. Cloud-based solutions such as Google workspace and Office 365 offer a paperless classroom environment that allows for both independent and collaborative assignments, projects, and activities. • To facilitate electronic textbooks • To provide “always” available technology to the students • Devices will be kept through the student’s career at each of the three school buildings. At the end of the student’s tenure here at Mt. Sinai, the device shall be returned to the district – this includes, graduating or moving out of district.
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Goals and Expectations. Touchstone IQ Consulting and Touchstone staff are responsible for management and maintenance of all systems, the Help Center, and the Resource Hub. Anytime adjustments are made to these resources, the City will be notified ahead of time. The City will be kept up to date with happenings in the Help Center and issues with the system. Anytime an issue arises the City will be notified of the problem as well as the ETA for resolving the issue. • The City will see all changes made to public facing systems (Energize Denver Map, Building Owner Portal, Resource Hub website etc.) in a test environment before changes are pushed to the production environment. • Touchstone IQ will send all changes for public facing systems to the City for approval before implementation. • Touchstone IQ will fix system errors in a 24-48-hour window. • The City will be provided reports of Uptime vs Downtown of systems and websites each month. • Touchstone IQ will ensure accurate data is obtained from Building Owners and that accurate information is always displayed publicly (i.e., scorecards and Energize Denver Map).
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Goals and Expectations. 1. What are the advisor’s expectations for the advisee? a. Examples of expectations: attendance at specific meetings, familiarity with literature or lab techniques, lab hours, amount of data, presenting at group meeting, specific skills, etc. 2. What are the advisee’s goals and expectations for the rotation? a. Discuss your class schedule and other responsibilities (parenting, caring for a family member, etc.) that may impact your time in lab b. Under what types of mentorship does the advisee work well? c. How does the advisee prefer to receive feedback about their work (in person, by email, etc.)?
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Goals and Expectations. A student leaving Holy Cross should be able to demonstrate: 1. Knowledge of the principles of the Catholic faith. 2. Knowledge of subjects necessary to fulfill and/or exceed scholastic requirements. 3. Service through generosity and self-sacrifice in the school or community. 4. Leadership by using positive talents in school or community activities. 5. Xxxxxxxx conduct by respecting oneself and others. 1. Instruction in the basic principles and doctrine of the Catholic faith. 2. Opportunities and encouragement to participate in prayer, worship, programs, retreats and service. 3. The experience of Christian community which emphasizes respect and concern for the student as an individual. 4. A curriculum with proven educational value. 5. A disciplined atmosphere conducive to learning. 6. Educational guidance, as well as, college, career and personal counseling.
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Goals and Expectations. The goal of this transition project is for ISSC to assume the responsibilities, listed above, which are currently being performed by Comdata. Support and operational services provided by the ISSC will range from technical activities such as software support and operational monitoring to the implementation and management of the SMC disciplines in the DSM Environment.
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Goals and Expectations o The Mentor and Mentee will establish clear research goals and expectations at the outset of the mentorship. These goals may include securing grants, publishing in peer-reviewed journals, presenting findings at conferences, etc. o Regular progress assessments will be conducted to evaluate the achievement of these goals and adjust as necessary.
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Goals and Expectations 
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Related to Goals and Expectations

  • Goals and Objectives The purpose of this Agreement is to ensure that the proper elements and commitments are in place to provide consistent service support and delivery to the customers by the Service Providers. The goal of this Agreement is to obtain mutual agreement for the provision of information and communication between the Service Provider and customer. The objective of this Agreement is to: • Provide clear reference to service ownership, accountability, roles and responsibilities. • Present clear, concise and measurable description of service provision to the customer. • Match perceptions of the expected service provision with actual service support and delivery.

  • Disclosure Controls and Procedures The Company maintains effective “disclosure controls and procedures” (as defined under Rule 13a-15(e) under the Exchange Act to the extent required by such rule).

  • Internal Controls and Procedures The Company has established and maintains disclosure controls and procedures and internal control over financial reporting (as such terms are defined in paragraphs (e) and (f), respectively, of Rule 13a-15 under the Exchange Act) as required by Rule 13a-15 under the Exchange Act. The Company’s disclosure controls and procedures are reasonably designed to ensure that all material information required to be disclosed by the Company in the reports that it files or furnishes under the Exchange Act is recorded, processed, summarized and reported within the time periods specified in the rules and forms of the SEC, and that all such material information is accumulated and communicated to the Company’s management as appropriate to allow timely decisions regarding required disclosure and to make the certifications required pursuant to Sections 302 and 906 of the Xxxxxxxx-Xxxxx Act of 2002 (the “Xxxxxxxx-Xxxxx Act”). The Company’s management has completed an assessment of the effectiveness of the Company’s internal controls over financial reporting in compliance with the requirements of Section 404 of the Xxxxxxxx-Xxxxx Act for the year ended December 31, 2010 and such assessment concluded that such controls were effective. Based on its most recent evaluation of internal controls over financial reporting prior to the date hereof, management of the Company has disclosed to the Company’s auditors and the audit committee of the Company Board (i) any significant deficiencies and material weaknesses in the design or operation of internal controls over financial reporting that are reasonably likely to adversely affect in any material respect the Company’s ability to report financial information and (ii) any fraud, whether or not material, that involves management or other employees who have a significant role in the Company’s internal control over financial reporting, and each such deficiency, weakness and fraud so disclosed to auditors, if any, has been disclosed to Parent prior to the date hereof.

  • 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.

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