Guidelines for Evaluation Sample Clauses

Guidelines for Evaluation. The Bargaining unit member being evaluated shall meet with his/her evaluator to review Standards for their Profession on or before October 31st each year. The standards are outline in the California Standards for Teachers or Counselors or the adopted Ventura Unified Standards for Speech/Language Pathologist or School Nurse Profession listed below: • Teachers: California Standards for the Teaching Profession • School Counselors: California Standards for the School Counseling Profession • School Nurses: Ventura Unified Standards for the School Nurse Profession • Speech/Language Pathologist: VUSD Standards for the Speech/Language Pathologist Profession • Teacher/Librarian: California Standards for Teacher/Librarian Profession These six (6) standards for each group shall provide the goals/framework for Certificated Employee Evaluations for (Teachers, School Counselors, Speech/Language Pathologist, School Nurses, and Teacher/Librarian).
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
Guidelines for Evaluation. The following guidelines will be used by the Evaluation Committee in determining recommendations for promotion to academic ranks. a. When a promotion is being considered, a history of sustained professional achievements of the types listed in 6.1, or comparable achievements, will be expected. Faculty applying for promotion to any rank must demonstrate activity in all three judgmental criteria (Teaching and Other Assigned Responsibilities, Scholarship and/or Professional Development, and Professional Service). All applicants for promotion shall demonstrate effectiveness in Teaching and Other Assigned Responsibilities. The relative importance of Scholarship and/or Professional Development and Service shall be specified in the annual evaluation procedure, as specified in the Agreement. If the Evaluation Committee or Department Head believes the faculty member or the Department would be better served by placing the emphasis differently, they will consult with the faculty member. The ultimate ranking of Scholarship and/or Professional Development and Service will be as specified by the Agreement. b. The demonstration of effectiveness and contributions is understood to be cumulative during the evaluative period.
Sample 1
Guidelines for Evaluation. With the assistance of the faculty supervisor and the organization contact, prepare a proposal with clear learning objectives for: • The work experience – 10-20% • Assessment from the faculty supervisor and organization contact of the work achieved – 30-40% • Reflection on the work using one or more of the following forms – 10-20% o Short essays o Journal entries o Blogs o Online discussion o Public presentation • Final assignment submitted upon completion constitutes – 30-40% Course evaluation and feedback must include assignment values, due dates, any other feedback strategies, and the frequency with which the student, project supervisor, and/or organization contact will meet. The student must receive some feedback prior to the term’s withdrawal deadline. Please see the Guidelines for Evaluation (below) for more information.
Sample 1
Guidelines for Evaluation. Prepared by: GUIDELINES FOR EVALUATION The Langara Mission statement provides direction for the type of education provided for students and the ways that this education is provided at Langara.
Sample 1
Guidelines for Evaluation. Prepared by: between LANGARA COLLEGE
Sample 1
Guidelines for Evaluation. We established general guidelines for evaluators assessing an individual researcher’s YUFE Academic Assessment Portfolio. • Assessment should align with the requirements of the specific assessment case. For example, when recruiting a project researcher for a research project, the required skillset may be well-defined, while in the case of recruiting a professor, the requirements might be less detailed. • Assessment should be holistic and consider different areas of academic work. • Assessment should consider disciplinary differences by acknowledging what type of OS outputs and activities are relevant and possible in a specific research field (with specific traditions and methodologies). For example, all data cannot be opened (e.g., sensitive data, or data gathered in collaboration with industry partners involving proprietary information), and in such cases, closing one’s data should not be used against the researcher. • Assessment should consider that researchers have different opportunities to engage in OS. For example, researchers from non-western countries or researchers without formal job contracts may have had limited access to institutional support structures that are important for practicing OS. • Assessment should consider the evidence provided by the researcher. Does the researcher give concrete examples of his/her achievements? How reliable are the sources of evidence, and can the evidence be verified? The descriptions of researchers may be prone to mistakes or inaccuracies.8 • Assessment should consider how the researcher’s work has benefitted the scholarly community and/or the wider society and whom it has benefitted (while acknowledging the career stage of the researcher). • Assessment should consider the career stage of the researcher. Researchers with fewer years of experience can, on average, be expected to have fewer merits than researchers with more years of experience. In addition, 8 If the YUFE Academic Assessment Portfolio is developed further, the YUFE community should think of ways to verify the descriptions of the researchers in the portfolio, for example, by encouraging them to link the examples they provide in the portfolio to databases or webpages. This project has received funding from the European Union’s Horizon 2020 research and innovation programme under the grant agreement No. 101016967 early career researchers may not be fully aware of the principles, practices, and benefits of OS, and they may have had limited access to t...
Sample 1
Guidelines for Evaluation. The Bargaining unit member being evaluated shall meet with his/her evaluator to review the Pupil Personnel Services Standards for counselors on or before October 31st each year. These six (6) standards shall provide the goals/framework for VUSD counselor evaluation. There is no need to write goals and objectives. (1) Providing educational, career and social/emotional support to all students. (2) Creating and maintaining effective programs to promote positive and safe school climate. (3) Interpreting student information to assist appropriate student placement, intervention, and referral. (4) Problem solving through collaboration and consultation to maximize student performance. (5) Advocating for student health and well-being to support student developmental needs. (6) Developing as a professional counselor.
Sample 1
Guidelines for Evaluation. The Bargaining unit member being evaluated shall meet with his/her evaluator to review the Speech/Language Pathologist Standards on or before October 31st each year. These six (6) standards shall provide the goals/framework for VUSD Speech Pathologist evaluation. There is no need to write goals and objectives. (1) Engaging and supporting all students in learning. (2) Creating and maintaining effective environments for student learning. (3) Understanding and organizing objectives/lessons for student learning. (4) Planning instruction and designing learning experiences for all students. (5) Assessing student learning. (6) Developing as a professional Speech/Language Pathologist.
Sample 1

Related to Guidelines for Evaluation

  • GUIDELINES FOR REVIEWS We may provide you areas on the Site to leave reviews or ratings. When posting a review, you must comply with the following criteria: (1) you should have firsthand experience with the person/entity being reviewed; (2) your reviews should not contain offensive profanity, or abusive, racist, offensive, or hate language; (3) your reviews should not contain discriminatory references based on religion, race, gender, national origin, age, marital status, sexual orientation, or disability; (4) your reviews should not contain references to illegal activity; (5) you should not be affiliated with competitors if posting negative reviews; (6) you should not make any conclusions as to the legality of conduct; (7) you may not post any false or misleading statements; and (8) you may not organize a campaign encouraging others to post reviews, whether positive or negative. We may accept, reject, or remove reviews in our sole discretion. We have absolutely no obligation to screen reviews or to delete reviews, even if anyone considers reviews objectionable or inaccurate. Reviews are not endorsed by us, and do not necessarily represent our opinions or the views of any of our affiliates or partners. We do not assume liability for any review or for any claims, liabilities, or losses resulting from any review. By posting a review, you hereby grant to us a perpetual, non-exclusive, worldwide, royalty-free, fully-paid, assignable, and sublicensable right and license to reproduce, modify, translate, transmit by any means, display, perform, and/or distribute all content relating to reviews.

  • Responsibility for Evaluation Within each school the Principal will be responsible for the evaluation of employees assigned to that school. Evaluation will be made by the Principal or a qualified administrator. An employee assigned to more than one school will be evaluated by the Principal of the school in which the employee is assigned for the greater amount of time, with input provided by the Principal of the other school. Any Principal or person charged with the responsibility of evaluation of employees may involve other staff and students in the process if acceptable to the certificated teacher being evaluated.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

  • Requirements for E- Bidders 3.1. For Individual/ Joint E-Bidders, the following documents shall be uploaded during online registration; 3.1.1. Copy of Identification Documents (both sides) 3.1.2. Evidence of deposit payment 3.2. For Agent acting for Individual/ Joint Online Bidders, the following documents shall be uploaded during online registration; 3.2.1. Copy of Identification Documents (both sides) of Individual/ Joint Online Bidder 3.2.2. Copy of Identification Documents (both sides) of Agent 3.2.3. Copy of letter of authorization to bid 3.2.4. Evidence of deposit payment 3.3. For Company, the following documents shall be uploaded during online registration: 3.3.1. Copy of Identification Documents (both sides) of the representative. 3.3.2. Copy of letter of authorization to bid under the Company’s Letter Head 3.3.3. Form 24; Form 44; Form 49 (or their equivalent forms under the Companies Act 2016)

  • Guidelines The Office of State Procurement adheres to all guidelines set forth by the State and Federal Government concerning The Americans with Disabilities Act (ADA) as well as all mandated fire codes.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Monitoring and Evaluation a. The AGENCY shall expeditiously provide to the COUNTY upon request, all data needed for the purpose of monitoring, evaluating and/or auditing the program(s). This data shall include, but not be limited to, clients served, services provided, outcomes achieved, information on materials and services delivered, and any other data required, in the sole discretion of the COUNTY, that may be required to adequately monitor and evaluate the services provided under this Contract. Monitoring shall be performed in accordance with COUNTY’S established Noncompliance Standards, a copy of which is attached hereto and incorporated by reference as Attachment “C”. b. The AGENCY agrees to permit persons duly authorized by the COUNTY to interview any clients and all current and/or former employees of the AGENCY to be assured of the AGENCY’S satisfactory performance of the terms of this Contract. c. Following such evaluation, monitoring, and/or audit, the COUNTY will deliver a report of its findings and recommendations with regard to the AGENCY’S conformance with this Contract’s terms and conditions to the AGENCY and/or Board of Directors’ President, and members, whenever applicable. If deficiencies are noted, a written notice of corrective action will be issued to the AGENCY which will specify deficiencies and provide a timeline for correction of those deficiencies. Within the designated timeframe in the written notice of corrective action, the AGENCY shall submit to the COUNTY’S CCC manager (“Manager”), or their designee, a corrective action plan to rectify all deficiencies identified by the COUNTY. d. Failure by the AGENCY to correct noted deficiencies, as outlined in the written notice of corrective action, may result in the AGENCY being deemed in breach of the Contract terms. e. The AGENCY shall cooperate with the COUNTY on all reviews to ensure compliance with all applicable COUNTY guidelines and requirements for general fund recipients.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!