Performance Evaluation & Monitoring Sample Clauses

Performance Evaluation & Monitoring.  The Program Manager will participate in monthly review meetings with the City of Durham’s Adult Program Coordinator. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Program Manager. The program manager will participate in weekly Center Staff meetings in order to report results, and program information as well as further the achievement of the Center towards the success indicators.  The Program Manager will participate in weekly Career Center Staff meetings in order to report results and further enhance the achievement of Career Center Success Indicators.  The Program Manager will compile and analyze Performance Reports on a quarterly basis and discuss results in one-on-one quarterly meetings with each Case Manager. The entire GMSI team will meet once a month to review and discuss Performance Reports and strategies to ensure favorable results, and to review current caseloads and ensure that adults and dislocated worker are on track to meet the goals in their individual service strategies.  GMSI Program Manager will work in direct collaboration with the OEWD Adult and Dislocated Worker Program Coordinator and the Career Center Manager to provide an ongoing assessment (monthly) of the project/customer flow and the alignment and/or clear delineation of the assigned roles/responsibilities of each GMSI case manager in order to provide an ongoing evaluation of program performance and the ability of the program to meet and/or exceed state negotiated goals.
Sample 1Sample 2Sample 3See All (7)
AutoNDA by SimpleDocs
Performance Evaluation & Monitoring. The YES Program Manager and agency staff will participate in monthly review meetings with the agency’s Executive Team. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Program Manager. The YES Program Manager will compile and analyze Performance Reports on a weekly basis and discusses results in one-on-one weekly meetings with each Youth Specialist. The entire YES team will meet twice a month to review and discuss Performance Reports and develop strategies to ensure favorable results, and to review current caseloads and ensure that youth are on track to meet the goals in their individual service strategies. Youth enrolled in the program will also be required to participate in semi-annual ISS reviews with their Youth Specialist to ensure that they are on track to achieve identified goals. These formal reviews are separate from the ongoing revisions that may be needed to a participant’s ISS throughout the year. In addition, the YES Program Manager conducts an annual ISS review with the participant and his/her Youth Specialist. The Durham YES program will also provide monthly reports to the Durham Workforce Development Board, which will detail enrollment, program element participation, and attainment of negotiated performance outcomes. The YES program will also attend monthly meetings with the Durham Local Area Youth Program Coordinator to discuss program improvement and professional development of staff.
Sample 1Sample 2See All (6)
Performance Evaluation & Monitoring.  The Program Manager will participate in monthly review meetings with the City of Durham’s Adult Program Coordinator. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Program Manager. The Program Manager will participate in weekly NCWorks Career Center Staff meetings in order to report results, and program information as well as further the achievement of the NCWorks Career Center towards the success indicators.  The Program Manager will compile and analyze performance reports on a monthly basis and discuss results in one-on-one meetings with each Case Manager. The entire EDSI team will meet once a month to review and discuss Performance Reports and strategies to ensure favorable results, and to review current caseloads and ensure that adults and dislocated worker are on track to meet the goals in their individual service strategies.  EDSI’s Program Manager will work in direct collaboration with the OEWD Adult and Dislocated Worker Program Coordinator and the NCWorks Career Center Manager to provide an ongoing assessment (monthly) of the project/customer flow and the alignment and/or clear delineation of the assigned roles/responsibilities of each EDSI Case Manager in order to provide an ongoing evaluation of program performance and the ability of the program to meet and/or exceed state negotiated goals.
Sample 1Sample 2See All (4)
Performance Evaluation & Monitoring. The Project Manager will participate in monthly review meetings with the City of Durham’s Office of Economic and Workforce Development. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Project Manager. The Project Manager will compile and analyze Performance Reports on a monthly basis and discuss results in one-on-one quarterly meetings with each NCIMED staff member. The entire NCIMED team will meet once a month to review and discuss Performance Reports and strategies to ensure favorable results, and to review current caseloads and ensure that program participants are on track to meet the goals in their individual service strategies. NCIMED Project Manager will work in direct collaboration with OEWD to provide an ongoing assessment (monthly) of the project/customer flow and the alignment and/or clear delineation of the assigned roles/responsibilities in order to provide an ongoing evaluation of program performance and the ability of the program to meet and/or exceed state negotiated goals.
Sample 1Sample 2Sample 3
Performance Evaluation & Monitoring.  The Program Manager will participate in monthly review meetings with the City of Durham’s Adult Program Coordinator. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Program Manager.  The Program Manager will participate in weekly Career Center Staff meetings in order to report results and further enhance the achievement of Career Center Success Indicators.  The Program Manager will compile and analyze Performance Reports on a monthly basis and discuss results in one-on-one weekly meetings with each Case Manager.  EDSI Program Manager will work in direct collaboration with the OEWD Adult and Dislocated Worker Program Coordinator and the Career Center Manager to provide an ongoing assessment (monthly) of the project/customer flow and the alignment and/or clear delineation of the assigned roles/responsibilities of each EDSI case manager in order to provide an ongoing evaluation of program performance and the ability of the program to meet and/or exceed state negotiated goals.
Sample 1Sample 2
Performance Evaluation & Monitoring.  The Program Manager will participate in monthly review meetings with the City of Durham’s Adult Program Coordinator. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Program Manager.  The Program Manager will compile and analyze Performance Reports on a quarterly basis and discuss results in one-on-one quarterly meetings with each Case Manager. The entire GMSI team will meet once a month to review and discuss Performance Reports and strategies to ensure favorable results, and to review current caseloads and ensure that adults and dislocated worker are on track to meet the goals in their individual service strategies.  GMSI Program Manager will work in direct collaboration with the OEWD Adult and Dislocated Worker Program Coordinator to provide an ongoing assessment (monthly) of the project/customer flow and the alignment and/or clear delineation of the assigned roles/responsibilities of each GMSI case manager in order to provide an ongoing evaluation of program performance and the ability of the program to meet and/or exceed state negotiated goals.
Sample 1Sample 2
Performance Evaluation & Monitoring. The Program Manager and agency staff will participate in monthly review meetings with WIOA partners and city staff. Program performance and progress toward anticipated outcomes will be reviewed and analyzed at these meetings and strategies to ensure favorable outcome results will be developed and implemented. AAD will also provide monthly reports to the City of Durham staff, which will detail enrollment, program element participation, and attainment of negotiated performance outcomes.
Sample 1Sample 2
AutoNDA by SimpleDocs
Performance Evaluation & Monitoring.  The Program Manager will participate in monthly review meetings with the City of Durham’s Adult Program Coordinator. Program performance and progress toward anticipated outcomes are reviewed and analyzed at these meetings and strategies to ensure favorable outcome results are developed and implemented by the Program Manager.  The Program Manager will participate in weekly Career Center Staff meetings in order to report results and further enhance the achievement of Career Center Success Indicators.  The Program Manager will compile and analyze Performance Reports on a monthly basis and discuss results in one-on-one weekly meetings with each Case Manager. The entire GMSI team will meet once a week to review and discuss Performance Reports and strategies to ensure favorable results, and to review current caseloads and ensure that dislocated workers in need of the training are placed with the appropriate provider or Work Experience.  GMSI Program Manager will work in direct collaboration with the OEWD Adult and Dislocated Worker Program Coordinator and the Career Center Manager to provide an ongoing assessment (monthly) of the project/customer flow and the alignment and/or clear delineation of the assigned roles/responsibilities of each GMSI case manager in order to provide an ongoing evaluation of program performance and the ability of the program to meet and/or exceed state negotiated goals.
Sample 1Sample 2
Performance Evaluation & Monitoring 
Sample 1

Related to Performance Evaluation & Monitoring

  • 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.

  • 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 Monitoring ‌ A. Performance Monitoring of Subrecipient by County, State of California and/or HUD shall consist of requested and/or required written reporting, as well as onsite monitoring by County, State of California or HUD representatives. B. County shall periodically evaluate Subrecipient’s progress in complying with the terms of this Contract. Subrecipient shall cooperate fully during such monitoring. County shall report the findings of each monitoring to Subrecipient. C. County shall monitor the performance of Subrecipient against the goals, outcomes, milestones and performance standards required herein. Substandard performance, as determined by County, will constitute non-compliance with this Contract for which County may immediately terminate the Contract. If action to correct such substandard performance is not taken by Subrecipient within the time period specified by County, payment(s) will be denied in accordance with the provisions contained in this Paragraph 47 of this Contract. D. HUD in accordance with 24 CFR Part 570 Subpart O, 570.902, will annually review the performance of County to determine whether County has carried out its Community Development Block Grant (CDBG) assisted activities in a timely manner and has significantly disbursed CDBG funds and met the mandated “1.5 ratio” threshold. Subrecipient is responsible to ensure timely drawdown of funds.

  • PERFORMANCE MANAGEMENT SYSTEM 6.1 The Performance Plan (Annexure A) to this Agreement sets out – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 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 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 – 6.12 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 and with due regard to ad-hoc tasks that had to be performed under the KPI, and the score of the employer will be given to and explained to the Employee during the assessment interview. 6.6.2 A rating on the five-point scale 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.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Program Monitoring and Evaluation The Recipient shall prepare, or cause to be prepared, and furnish to the Association not later than six months after the Closing Date, a report of such scope and in such detail as the Association shall reasonably request, on the execution of the Program, the performance by the Recipient and the Association of their respective obligations under the Legal Agreements and the accomplishment of the purposes of the Financing.”

  • Performance Review Where a performance review of an employee’s performance is carried out, the employee shall be given sufficient opportunity after the interview to read and review the performance review. Provision shall be made on the performance review form for an employee to sign it. The form shall provide for the employee’s signature in two (2) places, one (1) indicating that the employee has read and accepts the performance review, and the other indicating that the employee disagrees with the performance review. The employee shall sign in only one (1) of the places provided. No employee may initiate a grievance regarding the contents of a performance review unless the signature indicates disagreement. An employee shall, upon request, receive a copy of this performance review at the time of signing. An employee’s performance review shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this Agreement. The employee may respond, in writing, to the performance review. Such response will be attached to the performance review.

  • Performance Management 17.1 The Contractor will appoint a suitable Account Manager to liaise with the Authority’s Strategic Contract Manager. Any/all changes to the terms and conditions of the Agreement will be agreed in writing between the Authority’s Strategic Contract Manager and the Contractor’s appointed representative. 17.2 The Contractor will ensure that there will be dedicated resources to enable the smooth running of the Framework Agreement and a clear plan of contacts at various levels within the Contractor's organisation. Framework Public Bodies may look to migrate to this Framework Agreement as and when their current contractual arrangements expire. The Contractor will where necessary assign additional personnel to this Framework Agreement to ensure agreed service levels are maintained and to ensure a consistent level of service is delivered to all Framework Public Bodies. 17.3 In addition to annual meetings with the Authority's Strategic Contract Manager, the Contractor is expected to develop relationships with nominated individuals within each of the Framework Public Bodies to ensure that the level of service provided on a local basis is satisfactory. Where specific problems are identified locally, the Contractor will attempt to resolve such problems with the nominated individual within that organisation. The Authority's Strategic Contract Manager will liaise (or meet as appropriate) regularly with the Framework Public Bodies' Contract Manager, and where common problems are identified, it will be the responsibility of the Contractor to liaise with the Authority's Strategic Contract Manager to agree a satisfactory course of action. Where the Contractor becomes aware of a trend that would have a negative effect on one or more of the Framework Public Bodies, they should immediately notify the Authority's Strategic Contract Manager to discuss corrective action. 17.4 Regular meetings, frequency to be advised by Framework Public Body, will be held between the Framework Public Bodies' Contract Manager and the Contractor's representative to review the performance of their Call-Off Contract(s) under this Framework Agreement against the agreed service levels as measured through Key Performance Indicators (KPIs). Reports will be provided by the Contractor to the Framework Public Bodies' Contract Manager at least 14 days prior to the these meetings. 17.5 Performance review meetings will also be held annually, between the Authority's Strategic Contract Manager and the Contractor's representative to review the performance of the Framework Agreement against the agreed service levels as measured through Key Performance Indicators. A summary of the quarterly reports will be provided by the Contractor at least 14 days prior to these meetings. 17.6 The Authority will gather the outputs from contract management to review under the areas detailed in the table below. Provision of management reports 90% to be submitted within 10 working days of the month end Report any incident affecting the delivery of the Service(s) to the Framework Public Body 100% to be reported in writing to FPB within 24 hours of the incident being reported by telephone/email Prompt payment of sub-contractors and/or consortia members (if applicable). Maximum of 30 from receipt of payment from Framework Public Bodies, 10 days target 100% within 30 days

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!