Performance Review Process. The College and the Faculty Association have co-developed the current Performance Review Process and agree to maintain a co-development approach to any revisions to that Process. A post-probationary employee shall participate in the Faculty Performance Review Process once every four (4) years. The Xxxx/Manager will initiate the review process at the beginning of the four (4) year cycle. At this meeting, the Xxxx/Manager and the employee will agree on the employee’s goals for the cycle and the sources of information and student feedback to be gathered. In the absence of an all-inclusive performance review in a given year, the employee's performance shall be deemed to be satisfactory.
Performance Review Process. 33.3.1 Immediate supervisors will meet with employees at the start of their review period to discuss performance expectations, and during the review period to discuss any modifications to those expectations. Performance evaluations will not be used as disciplinary tools. Performance problems will be brought to the attention of the employee before it is mentioned in an evaluation. At the conclusion of the review period, immediate supervisors will meet to review the final evaluation, plan for the forthcoming review period, and answer the employee’s questions.
Performance Review Process. 13.4.1. All ADs will be evaluated by the xxxx during the second (2nd) year of their three (3)-year term. The evaluation will address the faculty member’s performance of their AD duties, as outlined in the job description. The evaluation will consist of the following components, using forms and formats as agreed by the parties:
Performance Review Process. The University shall be responsible for the performance review process and shall ensure fair and reasonable treatment of any faculty members being reviewed. Student course evaluation forms shall be completed for each assigned credit course prior to the end of each academic semester, unless otherwise agreed between the University and the Faculty Association. At the conclusion of each semester, the University shall produce a summary of all numerical ratings along with a record of all written comments from every student course evaluation form. This documentation shall be sent to the faculty member as soon as practicable after the end of the semester, with a copy to the Vice-President Academic and a copy placed in each faculty member’s personnel file. All faculty members shall be notified when their summaries of course evaluations (for Teaching Faculty) or written administrative assessments (for Non-Teaching Faculty) are available for examination and shall be required annually to examine their own summary or assessment and to advise Human Resources, by written record, confirming that they have done so. For each Non-Teaching faculty member, an administrative assessment shall be completed annually by the Non-Teaching faculty member’s direct administrative supervisor and placed in the faculty member’s personnel file. The Developmental Review Committee shall review Probationary faculty members annually. Regular faculty members may be reviewed by the Developmental Review Committee annually, and no less than once within a three year period. The Xxxx, an Assistant Xxxx of the Faculty or equivalent and one faculty elected by the Regular faculty from the Faculty shall review Non-Regular faculty members annually within their program areas. Recommendations of this committee, regarding the eligibility for renewal of Non-Regular appointments, shall be provided to the faculty member, prior to being forwarded to the Sessional Hiring Committees. Where the performance review is deemed unsatisfactory and/or where the recommendation is not to re-hire, the non-regular faculty member shall be notified by the Xxxx and provided an opportunity to discuss the review/recommendation.
Performance Review Process. (a) The diversity of professional interests and expertise among employees requires that they have the freedom to pursue developments and opportunities in self-directed professional service and professional activity. In exercising this freedom the employee will take into account the value of these pursuits to their professional advancement, the Library and the broader library and research community.
Performance Review Process. Where employee deficiencies are identified, the following shall take place prior to implementation of the evaluation process:
Performance Review Process. The Institute shall be responsible for the performance review process and shall ensure fair and reasonable treatment of any Faculty Members being reviewed. Student course evaluation forms shall be completed for each assigned credit course prior to the end of each academic semester. At the conclusion of each semester, the Institute shall produce a summary of all numerical ratings along with a record of all written comments from every student course evaluation form. This documentation shall be placed in each Faculty Member’s personnel file, with a copy to the Vice President Academic. For each Non-Teaching Faculty Member, an administrative assessment shall be completed annually by the Non-Teaching Faculty Member’s direct administrative supervisor and placed in the Faculty Member’s personnel file. The Developmental Review Committee shall review Regular Faculty Members every three years, and shall review Probationary and Non-Regular Faculty Members annually.
Performance Review Process. Company and Supplier will participate in Performance Reviews on a quarterly basis, or as frequently as reasonably needed/requested by either Supplier or Company, for the purpose of reviewing the following information:
Performance Review Process. The College and the Faculty Association shall co-develop a Performance Review Process.
Performance Review Process. The management of under-performers shall be administered in accordance with the terms and rules of the Performance Review Process as outlined in Schedule I to this Agreement.
