Performance Evaluation System. The Charter School shall utilize the performance evaluation system adopted by the State Board pursuant to O.C.G.A. § 20-2-210 for all personnel for which it is required by rule or law, including personnel employed by an educational management organization or other educational service provider. At least two individuals employed by the Charter School shall be credentialed to administer the teacher evaluation system. At least two (2) individuals employed by the Charter School or on the Charter School Governing Board shall be credentialed to administer the leader evaluation system. The Charter School may not delegate the evaluation of its School Leader to any individual or entity who is not a member of the Charter School Governing Board.
Performance Evaluation System. The Chief shall establish a program for the implementation of a performance evaluation system for Weston Clerk- dispatcher. In the development of this performance evaluation, the Chief shall, in conjunction with the Union, determine form, method and general criteria. The evaluation shall, to the extent possible, evaluate on the basis of objective criteria, the job performance of each such employee, and the results of such evaluations may be utilized by the department or the appointing authority in future personnel determinations. The Performance Evaluation Program shall encompass, but not be limited to, the following purposes and objectives:
1) To enable all clerk-dispatchers to have a clear understanding of their role and what is expected of them in attaining department goals as enumerated in the department's Rules and Regulations and departmental orders and policies
2) To enable all clerk-dispatchers to receive recognition for their accomplishments and to obtain direction and guidance for enhancing their skills and capabilities
3) To give all clerk-dispatchers the opportunity to meet with the Chief in order to discuss their work performance, the areas where improvement is needed and how that improvement may be achieved
4) To enable clerk-dispatchers to prepare themselves for accepting positions of greater responsibility
5) To assist in determining personnel potential for promotion and advancement
6) To assist in measuring departmental progress toward the achievement of its objectives
7) To acquire information for stimulating and guiding administrative planning within the department
8) To provide a guide for the assignment of personnel
9) To identify future training needs and requirements 10) To assess recruitment and selection procedures.
Performance Evaluation System. 12.1 The parties acknowledge the importance of performance reviews as a formal mechanism by which the Council and individual employees can review performance, convey work expectations, set goals and discuss career development and progression.
12.2 The employees agree to participate in a performance review, pursuant to the Performance Evaluation System, at least once per financial year. The review will typically be held around the employee’s anniversary date.
12.3 It is acknowledged that discussion and consultation will occur, on an ad hoc basis, between reviews.
Performance Evaluation System. Effective October 1, 2003, the parties agree to implement the following revised system. The parties need to discuss the implementation date of the new system and the mechanics of the changeover. In addition, the parties will jointly petition the Department of Personnel for the appropriate regulations to implement this procedure.
Performance Evaluation System. 6 13. RECLASSIFICATION .................................................................................................. 7 14.
Performance Evaluation System. The Charter School shall utilize the performance evaluation system adopted by the State Board pursuant to O.C.G.A. § 20-2-210 for all personnel for which it is required by rule or law, including personnel employed by an educational management organization or other educational service provider. At least two individuals employed by the Charter School shall be credentialed to administer the teacher evaluation system. At least two
Performance Evaluation System. 11.1 A Performance Evaluation System (PES) shall be established as one of the management systems for planning, developing and evaluating staff performance. The purpose of the PES will be to establish a culture in which managers, individuals and groups take responsibility for continuous improvement. Through performance management, IFAD will seek to:
(a) provide greater clarity of job/role requirements to holders;
(b) encourage dialogue through self-evaluation and by offering regular feedback to individuals for their encouragement, improvement and personal recognition;
(c) identify competency-development needs;
(d) establish a proper basis for making promotion and performance-based salary increase decisions;
(e) strengthen managerial capabilities;
(f) continuously improve the working culture of IFAD; and
(g) ensure that supervisors are accountable for their decisions.
Performance Evaluation System. A. Effective January 1, 2008 through December 31, 2009, performance evaluations shall be done on a pass/fail system. All employees who were at the top of their pay scale as of December 31, 2007 shall receive a 2% wage increase upon obtaining a rating of pass, for completion of the performance evaluation period ending in Calendar year 2008.
B. Employees hired prior to execution of this agreement who are not at the “over 24 months” pay step level shall move to the next higher level in accordance with the Table 2 2008 wage scale.
C. New employees hired subsequent to execution of this agreement shall be hired at the minimum of the wage scale for their appropriate job grade. A probationary employee’s supervisor shall complete an evaluation for such employee 2 weeks prior to completion of the six month probationary period. When such employee receives a rating of “meet expectations” with two exceeds or more, such employee shall receive a 3% wage adjustment. This process shall be repeated for the second six months of employment. Thereafter, performance evaluation based increases will be in accordance with procedures for employees with more than one year of service.
D. Effective January 1, 2010 and annually thereafter: • Any employee who receives an average of “meet expectations” shall receive a 1% pay increase. • Any employee who receives an average of “meets expectations” and receives at least two (2) “exceed expectations” shall receive a 2% pay increase. • Any employee who receives an average of “meets expectations” and receives at least four (4) “exceed expectations” shall receive a 3% pay increase.
Performance Evaluation System. Both the Fruitport Administrators Association and the Fruitport Board of Education agree to open the contract and negotiate language that pertains to Revised School Code Act 451 Section 380.1249 (Performance Evaluation System) and Section 380.1250 (Compensation including job performance and accomplishments as factors) once clarity on this issue has been established by the Department of Education, Michigan Association of School Boards, Michigan Association of School Administrators, Michigan Education Association, and Fruitport Education Association.
Performance Evaluation System. Employees will receive an annual evaluation by their supervisor. The parties agree to negotiate the evaluation procedures as required by law. (Amended October 6, 2003). The parties will implement and follow the attached evaluation system. Bargaining unit members who are employed by the City upon the execution of this Agreement will receive a stipend payment of $750.00 (not added to base compensation and less all ordinary and regular withholdings) on January 1, 2017 and January 1, 2018, provided that they remain Bargaining Uniot members on January 1, 2017 and January 1, 2018. The evaluation system is attached hereto as Exhibit 2.
