Performance and Evaluation. CHFS may complete a Performance Evaluation (PE) once a year to document contract performance. PE documents will be entered into the Commonwealth’s electronic financial system (eMARS). Performance documented by PE may be considered when making future awards. To obtain a copy of the PE documents completed for this Contract, contact the Contract Specialist identified on the Title Page.
Performance and Evaluation. Insert your program procedures in which members will be evaluated during the project year and the importance of achieving satisfactory results. A list of the requirements to achieve a satisfactory evaluation should be also entered here. The evaluation requirements must align with the duties and responsibilities listed in the position description. The grantee must conduct and keep a record of at least a midterm and an end-of-term written evaluation of each member’s performance for Full and Half-Time members and an end-of-term written evaluation for less than Half-time members. The end-of-term evaluation will address, at a minimum, the following factors: Whether the member has completed the required number of hours; Whether the member has satisfactorily completed assignments; and Whether the member has met other performance criteria that were clearly communicated at the beginning of the term of service.
Performance and Evaluation. The Parties agree to confer on the interpretation and application of this Memorandum and The Redevelopment Plan as necessary. The Parties further agree to set regular periodic meetings for addressing issues as they arise and to inform all Parties as to the status of The Redevelopment Plan. Meetings will be held on a quarterly basis and more frequently as needed.
Performance and Evaluation. The performance of the Administrator is paramount to the success of not only the full and part time staff, but to the success and standing of the town as a whole. The Board’s expectation of professional conduct and skill are defined by a list of competencies that include the following: Effective Communication, Effective Leadership, Mediation Skills, Team Forming and Building, Demonstrated Knowledge, Professional Maturity, Writing Ability, Professional Development, Property and Contract Management, and Research Ability. These competencies form the basis of an annual review and may be further reviewed by the Board at any time. The list of competencies is in keeping with professional, experiential, and effective execution of duties of a chief executive; it is further meant to act as deciding factors in matters of performance or the judgement thereof. A demonstrated strength in any of these competencies may be evidence used for incentive compensation or other increases of benefits; conversely, a demonstrated weakness in these areas could trigger discipline per this employment agreement. Annual in the month of April, the Board, in accordance with specific criteria identified in the aforementioned competencies and any additional criteria developed in accordance with current Select Board Policies and in conformance with generally accepted management practices, shall review the performance of the Administrator for the preceding time period. Such reviews shall allow the Administrator an adequate opportunity to discuss the evaluation by the Board with the Board and allow the response of the Administrator to be incorporated with the evaluation of the Board prior to inclusion in the personnel record of the Administrator.
Performance and Evaluation. 1. The performance appraisal system will incorporate all requirements of 5 USC 4302.
2. a. The development of performance standards and identification of critical elements will be a joint effort between the employee and his/her supervisor. These elements must be fair and equitable and consistent with the position description and classification standards of the job. Employees and their supervisors will meet at least once a year to discuss the performance standards and critical elements to be applicable for the coming rating year.
Performance and Evaluation. The District shall review the performance of the Contractor on a quarterly basis using a evaluation process mutually acceptable to both parties. Upon any such performance review or portion thereof receiving a negative or “needs improvement” evaluation, the Contractor shall submit to the District an action plan for improvement.
Performance and Evaluation. The Council shall review the performance of the Manager at least annually and the first such review hereunder shall be 6 months from the date of the execution hereof and thereafter pursuant to City’s regular performance review in March, starting March 2020. At each such time Council shall make a formal determination as to whether or not Manager’s performance of his job is “Satisfactory” or “Unsatisfactory.”
Performance and Evaluation. 11.1. The Authorised Officer shall lead the evaluation of the impact of the Service, working with the Provider and partner agencies.
11.2. The Provider shall give full support to the Authorised Officer on the evaluation of the impact of the Service and shall record in their case management system details of assessments, contact points and an overview of support provided as required by Appendix 2 (Data Collection Requirements). The Provider shall routinely provide to the City Council evidence of attainment of payment triggers.
11.3. A quarterly performance report will be produced between the Provider and the City Council. A quarterly monitoring board will take place between the lead commissioners of the Tri-borough and the Provider.
11.4. Any publication of the evaluation of the impact of the Service will be agreed with the Provider and will be communicated by the Authorised Officer.
11.5. There will be two interim evaluations, with performance reviews in each quarter of the Contract Year and one final evaluation in two parts (outcome evaluation and impact evaluation). Appendix 1 provides an overview of the evaluation timetable.
11.6. The interim evaluation in quarter 3 of the service will include a review of the payment structure with the Provider in order to mutually agree changes to targets. (The overall payment amounts will stay the same.) The defined activities for SSP case management and support and interim outcomes will be reviewed as will any need for a margin of error, once there is a greater understanding of the SSP cohort across the Tri-borough.
11.7. The Provider’s performance will be reported to and discussed at the Tri-borough programme management board, the Tri-borough reducing reoffending board and each Tri-borough’s crime and disorder reduction partnerships.
11.8. The Provider shall provide the City Council with access to inspect the Providers’ premises and data systems, and have access to, and be provided with copies of any information (including, without limitation, personal and sensitive data).
Performance and Evaluation. The Superintendent shall fulfill all aspects of this Contract. Any exceptions thereto shall be by mutual agreement between the Committee and the Superintendent in writing. The Committee shall annually evaluate the performance of the Superintendent in accordance with the terms of a written evaluation instrument and process which terms are agreeable to both parties. For the life of this contract the Committee and Superintendent agree to use the Department of Elementary and Secondary Education Superintendent Evaluation Tool as required by the state. The Committee shall evaluate the performance of the Superintendent in writing. Such instrument shall be considered as part of and incorporated by reference in this document. A summary or composite of the individual evaluations compiled by Committee members shall be prepared by the Committee chair or evaluation writing subcommittee, signed by the Superintendent and placed in her personnel file. Such signature shall not necessarily indicate agreement with the content thereof but rather acknowledgment of receipt of the document. The Superintendent may respond to the evaluation in writing and may attach her response to the evaluation in her file.
Performance and Evaluation. A. The Superintendent and Committee shall fulfill all of the terms of this Contract. Any exceptions thereto shall be by mutual agreement between the Committee and the Superintendent, in writing.
B. The Committee shall evaluate the performance of the Superintendent in accordance with the regulations of the Department of Elementary and Secondary Education 603 CMR 35.04.
C. The evaluation shall be used for the following purposes:
1. To strengthen the working relationship between the District and Superintendent and to clarify for the Superintendent and individual members of the School Committee the responsibilities the Committee relies on Superintendent to fulfill.
2. To discuss and establish goals for the ensuing year, including statewide Performance Standards and the District’s Strategic Plan.
3. To form the basis for personnel decisions, including but not limited to, annual salary or other compensation adjustments.
D. The Committee, individually and collectively, shall promptly and discreetly refer to the Superintendent, in writing for her study, review and response of any and all criticism, complaints, suggestions, narrative or comments regarding the administration of the schools or her performance.
G. The Superintendent shall furnish and maintain throughout the term of this Agreement a valid and appropriate Massachusetts Department of Elementary and Secondary Education certificate (professional license) or waiver qualifying her to act as Superintendent of Schools in the Commonwealth of Massachusetts.
