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).
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Guidelines for Evaluation. Prepared by: The Joint Steering Committee - established by agreement of the LFA and VCC during the 1992 Contract Negotiations [September 1997] 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.
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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 Information, Evaluation, and Feedback 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.
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Guidelines for Evaluation. The following guidelines will be used by the Evaluation Committee in determining recommendations for promotion to academic ranks.
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Guidelines for Evaluation. The following guidelines will be used by the Evaluation Committee in determining recommendations for promotion to academic ranks. 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. The demonstration of effectiveness and contributions is understood to be cumulative during the evaluative period.
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Guidelines for Evaluation. Prepared by: The Joint Steering Committee - established by agreement of the LFA and VCC during the 1992 Contract Negotiations [September 1997] LETTER OF UNDERSTANDING between LANGARA COLLEGE and LANGARA FACULTY ASSOCIATION
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Guidelines for Evaluation. The Bargaining unit member being evaluated shall meet with his/her evaluator to review the California Standards for the Teaching Profession on or before October 31st each year. These six (6) standards shall provide the goals/framework for VUSD teacher evaluation. There is no need to write goals and objectives.
Sample 1
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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.
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.
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Related to Guidelines for Evaluation

  • 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.

  • 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.

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