PAST PERFORMANCE REFERENCES Sample Clauses

PAST PERFORMANCE REFERENCES. 4.2.14.1 Each Offeror is responsible for sending out the past performance survey questionnaire to at least five (5) past clients which is included as Attachment G – Reference Template. 4.2.14.2 All completed surveys will be submitted with RFP response. 4.2.14.3 Each respondent is responsible for making sure that their past clients receive the survey, complete the survey, and return to them in a timely manner to ensure continuation in the evaluation phase. 4.2.14.4 All returned surveys must be evaluated and signed by the past client. If a survey is not signed, it will not be counted. 4.2.14.5 The State may contact the reference for additional information or to clarify survey data. If the reference cannot be contacted, the survey will be deleted and no credit given for that reference. 4.2.14.6 The scores of the submitted surveys will be used to compile the average past performance rating for each respondent.
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PAST PERFORMANCE REFERENCES. Reference 1 Client & Date of supply provided: ___________________________________________________________________ 2. Reference 2 2. Reference 3
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PAST PERFORMANCE REFERENCES. The Offeror shall submit no more than two (2) past performance references from Contractor Performance Assessment Reporting System (CPARS) for itself as the prime contractor of relevant contracts in scope, magnitude of effort, and complexities with this requirement. References should be within the past three (3) years. The contracts may be past or current as long as the performance did not end more than 3 years prior to the due date for the submission of this request for proposal. If the contractor does not submit any contracts to reference, a review of CPARS will be conducted and the two (2) most recent Assessment Date entries will be reviewed. The Offeror shall list ongoing and previous Government contracts held during the past three years, which are relevant to the PWS, including: • Past performance utilizing a secure contractor-owned, -operated, and -hosted web-based electronic system that is capable of fully supporting a technical review process. • Past performance recruiting subject matter experts, to include scientists, clinicians, and consumer advocates, within timeline constraints. • Past performance in planning and executing large-scale and concurrent review meetings using various modalities. • Past performance in quality-control of high volume data and file processing and transfer to and from government systems. • Past performance with managed hosting of applications, servers and related activities including information assurance and security compliance. In addition, any and all contracts terminated for cause, in whole or in part, during the past five (5) years, to include those currently in the process of such termination are considered relevant and the Offeror shall provide past performance information for those contracts. The number of past performance references shall be limited to no more than five (5) for the prime contractor and no more than three (3) for each subcontractor. The Offeror shall provide a narrative, which explains the relevance of each of the previous efforts, with respect to the effort described in this RFP. L.4.4. VOLUME IV –SMALL BUSINESS PARTICIPATION PLAN, SMALL BUSINESS SUBCONTRACTING PLAN (if Applicable)
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PAST PERFORMANCE REFERENCES. On a continuation page, please provide a list of all U.S. Government and/or privately-funded contracts, grants, cooperative agreements, etc., for similar programs for the last three years and the name, address, and telephone number of the Contract/Agreement Officer or other contact person.
Sample 1
PAST PERFORMANCE REFERENCES a) Note and explain any occasion in which a contract to manage a facility has been canceled or not renewed. b) Describe any notable improvements or innovations that your firm has instituted at current managed sites, including but not limited to: profitability, facility use, operations and maintenance, client and community relations. c) Provide a complete list of accounts your firm has served in the United States during the past ten years. Identify the size of the stadium, location, length of service, number of successful contract renewals and whether the account is active or retired. d) If desired, provide copies of letters of recommendations your company has received in the last two (2) years from current accounts. e) Supply the address, telephone number, and primary point of contact for three to five clients for whom you have provided management/lease services. Clients who are most similar to the Frederick market are preferred.
Sample 1
PAST PERFORMANCE REFERENCES. On a continuation page, please provide past performance information requested in the RFA.
Sample 1

Related to PAST PERFORMANCE REFERENCES

  • Past Performance The Government will evaluate the contractor's performance on the NETCENTS-2 Orders provided in Exhibit B, CDRL B001. The PCO will determine the quality of the work performed based on an integrated assessment of data obtained in the Contractor Performance Assessment Reporting Systems (CPARS) and information obtained from Defense Contract Management Agency (DCMA) channels, interviews with customers, program managers and/or contracting officers for NETCENTS-2 task orders. Based on the contractor performance records above, the PCO will determine if there is an expectation that the contractor will successfully perform the required efforts under the unrestricted NetOps and Infrastructure Solutions contract.

  • Ongoing Performance Measures The Department intends to use performance-reporting tools in order to measure the performance of Contractor(s). These tools will include the Contractor Performance Survey (Exhibit G), to be completed by Customers on a quarterly basis. Such measures will allow the Department to better track Vendor performance through the term of the Contract(s) and ensure that Contractor(s) consistently provide quality services to the State and its Customers. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MFMP or on the Department's website).

  • Historical Performance Information To the extent agreed upon by the parties, the Sub-Advisor will provide the Trust with historical performance information on similarly managed investment companies or for other accounts to be included in the Prospectus or for any other uses permitted by applicable law.

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • Annual Performance Review The Employee’s performance of his duties under this Agreement shall be reviewed by the Board of Directors or a committee of the Board of Directors at least annually and finalized within thirty (30) days of the receipt of the annual audited financial statements. The Board of Directors or a committee of the Board of Directors shall additionally review the base salary, bonus and benefits provided to the Employee under this Agreement and may, in their discretion, adjust the same, as outlined in Addendum B of this Agreement, provided, however, that Employee’s annual base salary shall not be less than the base salary set forth in Section 4(A) hereof.

  • Covenants of Performance Measurement No interference. Registry Operator shall not interfere with measurement Probes, including any form of preferential treatment of the requests for the monitored services. Registry Operator shall respond to the measurement tests described in this Specification as it would to any other request from an Internet user (for DNS and RDDS) or registrar (for EPP). ICANN testing registrar. Registry Operator agrees that ICANN will have a testing registrar used for purposes of measuring the SLRs described above. Registry Operator agrees to not provide any differentiated treatment for the testing registrar other than no billing of the transactions. ICANN shall not use the registrar for registering domain names (or other registry objects) for itself or others, except for the purposes of verifying contractual compliance with the conditions described in this Agreement. PUBLIC INTEREST COMMITMENTS Registry Operator will use only ICANN accredited registrars that are party to the Registrar Accreditation Agreement approved by the ICANN Board of Directors on 27 June 2013 in registering domain names. A list of such registrars shall be maintained by ICANN on ICANN’s website. (Intentionally omitted. Registry Operator has not included commitments, statements of intent or business plans provided for in its application to ICANN for the TLD.) Registry Operator agrees to perform the following specific public interest commitments, which commitments shall be enforceable by ICANN and through the Public Interest Commitment Dispute Resolution Process established by ICANN (posted at xxxx://xxx.xxxxx.xxx/en/resources/registries/picdrp), which may be revised in immaterial respects by ICANN from time to time (the “PICDRP”). Registry Operator shall comply with the PICDRP. Registry Operator agrees to implement and adhere to any remedies ICANN imposes (which may include any reasonable remedy, including for the avoidance of doubt, the termination of the Registry Agreement pursuant to Section 4.3(e) of the Agreement) following a determination by any PICDRP panel and to be bound by any such determination. Registry Operator will include a provision in its Registry-Registrar Agreement that requires Registrars to include in their Registration Agreements a provision prohibiting Registered Name Holders from distributing malware, abusively operating botnets, phishing, piracy, trademark or copyright infringement, fraudulent or deceptive practices, counterfeiting or otherwise engaging in activity contrary to applicable law, and providing (consistent with applicable law and any related procedures) consequences for such activities including suspension of the domain name. Registry Operator will periodically conduct a technical analysis to assess whether domains in the TLD are being used to perpetrate security threats, such as pharming, phishing, malware, and botnets. Registry Operator will maintain statistical reports on the number of security threats identified and the actions taken as a result of the periodic security checks. Registry Operator will maintain these reports for the term of the Agreement unless a shorter period is required by law or approved by ICANN, and will provide them to ICANN upon request. Registry Operator will operate the TLD in a transparent manner consistent with general principles of openness and non-discrimination by establishing, publishing and adhering to clear registration policies.

  • SCHEDULE FOR PERFORMANCE REVIEWS 7.1 The performance of the Employee in relation to his performance agreement shall be reviewed for the following quarters with the understanding that the reviews in the first and the third quarter may be verbal if performance is satisfactory:

  • Performance Measurement The Uniform Guidance requires completion of OMB-approved standard information collection forms (the PPR). The form focuses on outcomes, as related to the Federal Award Performance Goals that awarding Federal agencies are required to detail in the Awards.

  • Annual Performance Bonus During the Employment Term, the Executive shall be entitled to participate in the STIP, with such opportunities as may be determined by the Chief Executive Officer in his sole discretion (“Target Bonuses”), and as may be increased (but not decreased, except for across-the-board reductions generally applicable to the Company’s senior executives) from time to time, and the Executive shall be entitled to receive full payment of any award under the STIP, determined pursuant to the STIP (a “Bonus Award”).

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.