PERFORMANCE EVALUATION AND PROBATIONARY PERIOD Sample Clauses

PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 2.3.1 All newly hired employees and all employees upon receiving a promotion shall receive two (2) written performance evaluations from the immediate supervisor. Probationary employees shall receive evaluations during the 2nd and 5th months of the probationary period. Upon completion of the probationary period provided for in Article 2.1, all employees shall receive one (1) annual performance evaluation from the immediate supervisor, not later than May 1 of each fiscal year. A permanent employee who accepts a promotion and fails to complete the probationary period for that promotional position shall be employed in the classification from which he/she was promoted, subject to the bumping provisions in Articles 13.4 and 13.5. 2.3.2 No evaluation of any employee shall be placed in any personnel file without an opportunity for discussion between the employee and the evaluator. No evaluation shall be based solely upon hearsay statements and shall be based primarily upon the direct observation and knowledge of the evaluator. Any negative evaluation shall include specific recommendations for improvement and provisions for assisting the employee in implementing any recommendations made. The employee shall have the right to review and respond to any derogatory evaluation in accordance with Section 2.2.2 above. 2.3.3 Permanent employees may request that their supervisor conduct two evaluations per year. Such a request shall be made to the Supervisor no later than September 15th each school year. This evaluation shall be completed by December 31st and shall be supplementary to the annual evaluation.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 8.1 Performance Evaluation Purpose and Frequency The performance of each UAF Local 1324 Unit Member will be evaluated annually and written evaluations will be used as a basis for personnel actions. Performance evaluations will include discussions of the position duties, responsibilities and purpose as defined by the Fire Chief, performance and conduct, review of progress, and as appropriate, planning for more effective performance. The review will include an opportunity for the UAF Local 1324 Unit Member to ask questions concerning work assignments and performance expectations. Written performance evaluations will be communicated to the UAF Local 1324 Unit Member and will be placed in the UAF Local 1324 Unit Member’s official personnel file. 8.2 Goals and Objectives Written evaluations will be sufficiently specific to inform and guide the UAF Local 1324 Unit Member toward achieving major goals and objectives for the position as determined by the Fire Chief.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 7.1 Performance Evaluation Purpose and Frequency The performance of each UAF Local 1324 bargaining unit member will be evaluated annually and written evaluations will be used as a basis for personnel actions. Performance evaluations will include discussions of the position duties, responsibilities and purpose as defined by the Fire Chief, performance and conduct, review of progress, and as appropriate, planning for more effective performance. The review will include an opportunity for the UAF Local 1324 bargaining unit member to ask questions concerning work assignments and performance expectations. Written performance evaluations will be communicated to the UAF Local 1324 bargaining unit member and will be placed in the UAF Local 1324 bargaining unit member’s official personnel file. 7.2 Goals and Objectives Written evaluations will be sufficiently specific to inform and guide the UAF Local 1324 bargaining unit member toward achieving major goals and objectives for the position as determined by the Fire Chief. 7.3 UAF Local 1324 Bargaining Unit Member’s Ability to Respond The UAF Local 1324 bargaining unit member will have an opportunity to respond to the performance evaluation in writing. 7.4 New Hire Probation Period The standard probation period for new hires is twelve (12) months, but may be extended by the Fire Chief for up to six (6) additional months.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. 17.2.1 All newly hired probationary unit members shall be evaluated by their immediate supervisor on the district approved evaluation form quarterly during their probationary period. All permanent unit members who receive a promotion to a new classification will be evaluated in that new position by their immediate supervisor on the District approved form at least twice during their six (6) month probationary period, the first evaluation approximately half way through the six (6) month period. Upon completion of the probationary period (the first twelve (12) months of service) or six (6) months for unit members receiving a promotion to a new classification) all bargaining unit employees shall be evaluated a minimum of once annually prior to June 30 by their immediate supervisors. The District retains the right to observe and/or evaluate as often as it deems necessary. 17.2.2 No evaluation of any employee shall be placed in any personnel file without an opportunity for discussion between the employee and the evaluator. Any negative evaluation shall contain specific recommendations for improvements and provisions for assisting the employee in implementing any recommendation made. The employee shall have the right to review and respond to any derogatory evaluation in accordance with
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD. Section 1 A performance evaluation procedure shall be maintained which is reasonably related to the employee’s job duties and/or performance. Section 2 The evaluation period shall be September 1 to August 31. Employees in the first two years of employment will be evaluated at least annually. Evaluations will be done every two years for secretaries after the second full year of employment. Interim evaluations may be performed at the discretion of the evaluator. Section 3 The evaluator will be the Principal or Head Administrator of the Department. Section 4 No later than forty-five (45) workdays after the start of the school year, the evaluator shall meet with the evaluatee for the purpose of explaining the procedure and answering questions regarding the procedure. During the probationary period, the immediate supervisor will meet with the employee for the purpose of reviewing the employee’s performance and to explain and answer questions regarding the evaluation procedure. Section 5 The evaluatee will receive a copy of each evaluation for his/her signature. The employee’s signature does not constitute affirmation of the contents of the evaluation, but only that the appropriate process has been followed. The evaluatee shall be allowed to submit written comment to the evaluation within ten (10) days of receipt of the evaluation. Section 6 An allegation that an unsatisfactory evaluation is arbitrary or without foundation may be raised through the grievance procedure, but in no event beyond the level of Superintendent. Individual categories of an evaluation are not grievable. Should the evaluatee fail to meet the required standard of performance, remedial action may occur consistent with Article 26. Section 7 A new employee must serve a probationary period of ninety (90) workdays. Discharge during the probationary period is not subject to the grievance and arbitration procedure. Section 8 A copy of the performance evaluation instrument for Unit D is included as an addendum to the contract. Section 9 A new evaluation instrument will be developed by a Joint Committee comprised of three secretaries selected by the NEA (one from each level) and three administrators.
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PERFORMANCE EVALUATION AND PROBATIONARY PERIOD 
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Related to PERFORMANCE EVALUATION AND PROBATIONARY PERIOD

  • Performance Evaluations The Contractor is subject to an annual performance evaluation to be conducted by NYCDOT pursuant to the PPB Rules.

  • 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.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • CONTRACTOR PERFORMANCE AUDIT The Contractor shall allow the Authorized User to assess Contractor’s performance by providing any materials requested in the Authorized User Agreement (e.g., page load times, response times, uptime, and fail over time). The Authorized User may perform this Contractor performance audit with a third party at its discretion, at the Authorized User’s expense. The Contractor shall perform an independent audit of its Data Centers, at least annually, at Contractor expense. The Contractor will provide a data owner facing audit report upon request by the Authorized User. The Contractor shall identify any confidential, trade secret, or proprietary information in accordance with Appendix B, Section 9(a), Confidential/Trade Secret Materials.

  • 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.

  • 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 H), 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).

  • 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.

  • Performance Assessment 6.1 The Performance Plan (Annexure A) to this Agreement sets out key performance indicators and competencies that needs to be evaluated in terms of – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 During the intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will also be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.13 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met (qualitative and quantitative) and with due regard to ad-hoc tasks that had to be performed under the KPI; 6.6.2 A rating on the five-point scale described in 6.9 below shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Quarterly Contractor Performance Reporting Customers shall complete a Contractor Performance Survey (Exhibit I) for each Contractor on a Quarterly basis. Customers will electronically submit the completed Contractor Performance Survey(s) to the Department Contract Manager no later than the due date indicated in Contract Exhibit D, Section 17, Additional Special Contract Conditions. The completed Contractor Performance Survey(s) will be used by the Department as a performance-reporting tool to measure the performance of Contractors. 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 MyFloridaMarketPlace or on the Department's website).

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

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