Performance Rating. Describes the Educator’s performance on each performance standard and overall. There shall be four performance ratings: Exemplary: the Educator’s performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient. Proficient: the Educator’s performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory.
Performance Rating. Describes the Educator's performance on each performance standard and overall. There shall be four performance ratings:
Performance Rating. The rating can be defined as the level of achievement of the targets set for a specific key performance area. The Xxxxxx Xxxxxxx Bay Municipality uses the five-point system for rating performance, as contained in the performance agreement (see Clause 7.6).
Performance Rating. Effective and Highly Effective performance – The measured performance of professional practice and student growth measures meets the expected performance of teachers in Colorado. Appropriate documentation will be made where deficiencies are observed. An employee’s performance is “satisfactory”) if all of the following occur:
A. The employee receives ratings of Partially Proficient, Proficient, Accomplished, or Exemplary (i) on each Quality Standard appearing on the Rubric; and (ii) on the Rubric as a whole; and
B. The employee receives an overall rating of either Effective or Highly Effective after combining the Professional Practice score and the Measures of Student Growth/Outcomes score. Ineffective or Partially Effective Performance - The measured performance of professional practice and student growth measures does not meet the expected performance of teachers in Colorado. The non-probationary teacher shall have an opportunity to appeal an ineffective or partially effective rating. An employee’s performance is “unsatisfactory” if any of the following occur:
A. The employee receives a rating of “Basic” on any one Quality Standard;
B. The employee receives a rating of “Basic” on the Rubric as a whole; or
C. The employee receives an overall rating of Ineffective or Partially Effective after combining the Professional Practice score and Measures of Student Growth/Outcomes score.
Performance Rating. Describes the Administrator's performance on each performance standard and overall. There shall be four performance ratings:
Performance Rating. Describes the Administrator’s performance on each performance standard and overall. There shall be four performance ratings: Exemplary: the Administrator’s performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district- wide. Proficient: the Administrator’s performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory. Needs Improvement: the Administrator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected. Unsatisfactory: the Administrator’s performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Administrator’s performance is consistently below the requirements of a standard or overall and is considered inadequate, or both. U) Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00. The parties may agree to limit standards and indicators to those set forth in 603 CMR 35.04.
Performance Rating. The accuracy of the information in (a) above is dependent upon that supplied by individual employees.
Performance Rating. The Employer agrees to submit to CUB for its input, any proposed changes in the Performance Evaluation System one (1) month prior to submission to the Office of Human Capital.
Performance Rating. Describes the Administrator’s performance on each performance standard and overall. There shall be four performance ratings: Exemplary: the Administrator’s performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district- wide. Proficient: the Administrator’s performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory. Needs Improvement: the Administrator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected. Unsatisfactory: the Administrator’s performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Administrator’s performance is consistently below the requirements of a standard or overall and is considered inadequate, or both.
Performance Rating. The Morningstar rating assigned to the Fund for the Performance Period shall be the Overall Rating reflecting Fund performance through December 31 of the Performance Period (the “Morningstar Rating”) as published by Morningstar on or about the third business day following the end of the Performance Period. Similarly, the Morningstar Risk Rating assigned to the Fund for the Performance Period shall be the 3-Year Risk Rating reflecting Fund performance through December 31 of the Performance Period (the “Morningstar Risk Rating”) as published by Morningstar on or about the third business day following the end of the Performance Period.
