Key Maintenance Personnel; Qualifications of Employees Sample Clauses

Key Maintenance Personnel; Qualifications of Employees. 5.4.1 On or before 60 Days after TxDOT issues Maintenance NTP1, Maintenance NTP2 and Maintenance NTP3, if applicable, Maintenance Contractor shall update and obtain TxDOT’s written approval of any changes to Key Maintenance Personnel as presented in the Proposal. 5.4.2 During the Maintenance Term, Maintenance Contractor shall promptly notify TxDOT in writing of any proposed changes in any Key Maintenance Personnel. Maintenance Contractor shall not change, or permit any change in, any Key Maintenance Personnel without the prior written consent of TxDOT. Before Maintenance Contractor replaces any Key Maintenance Personnel, TxDOT shall be given the opportunity to interview and approve the replacement candidate(s). Maintenance Contractor’s request to replace any Key Maintenance Personnel shall include a proposed replacement, with equivalent or better qualifications, who shall be available within 30 Days after TxDOT’s approval. 5.4.3 All individuals performing Maintenance Services shall have the skill and experience and any licenses or certifications required to perform the Maintenance Services assigned to them. If TxDOT determines, in its sole discretion, that any Person employed by Maintenance Contractor or any Subcontractor is not performing the Maintenance Services in a proper and skillful manner or is detrimental to the progress of the Maintenance Services and/or the Project, then, at the written request of TxDOT, Maintenance Contractor shall remove such Person from the Project and such Person shall not be reemployed on the Project without the prior written approval of TxDOT. 5.4.4 Maintenance Contractor shall designate in writing a field representative who shall have onsite field and office authority to represent and act for Maintenance Contractor. That representative shall be present at the job site at all times while Maintenance Services are actually in progress. Maintenance Contractor shall provide phone, e-mail addresses and pager numbers for all Key Maintenance Personnel. TxDOT requires the ability to contact the Key Maintenance Personnel 24 hours per Day, seven Days per week. 5.4.5 Maintenance Contractor acknowledges and agrees that the award of this Capital Maintenance Agreement by TxDOT to Maintenance Contractor was based, in large part, on the qualifications and experience of the personnel listed in the Proposal and Maintenance Contractor’s commitment that such individuals would be available to undertake and perform the Maintenance Services. Main...
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Key Maintenance Personnel; Qualifications of Employees. 5.4.1 On or before 60 Days after TxDOT issues Maintenance NTP1, Maintenance NTP2 and Maintenance NTP3, if applicable, Maintenance Contractor shall update and obtain TxDOT’s written approval of any changes to Key Maintenance Personnel as presented in the Proposal. 5.4.2 During the Maintenance Term, Maintenance Contractor shall promptly notify TxDOT in writing of any proposed changes in any Key Maintenance Personnel.
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Related to Key Maintenance Personnel; Qualifications of Employees

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • Scope of Services The specific scope of work for each job shall be determined in advance and in writing between TIPS Member, Member’s design professionals and Vendor. It is permitted for the TIPS Member to provide a general scope description, but the awarded vendor should provide a written scope of work, and if applicable, according to the TIPS Member’s design Professional as part of the proposal. Once the scope of the job is agreed to, the TIPS Member will issue a PO and/or an Agreement or Contract with the Job Order Contract Proposal referenced or as an attachment along with bond and any other special provisions agreed by the TIPS Member. If special terms and conditions other than those covered within this solicitation and awarded Agreements are required, they will be attached to the PO and/or an Agreement or Contract and shall take precedence over those in this base TIPS Vendor Agreement.

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