Personnel Decisions. Operator is responsible for all personnel and human resources aspects of the School’s operation, including without limitation all personnel decisions in the School, and shall not be bound by any contract entered into by IPS under IC 20-29.
Personnel Decisions. 1. The Board shall adhere to the terms and procedures set forth in the collective bargaining agreement for use by district administrators in making retention and promotion decisions based on evaluation results.
2. Seniority shall not be the basis for making retention decisions, except when choosing between “teachers” who have comparable evaluations as set forth in the collective bargaining agreement.
3. The evaluation procedure contained in this agreement shall not be used in any decision concerning the retention, promotion, removal, reduction or recall of any teacher until three years of data have been collected and three evaluation cycles have been completed. Value-added and other student growth measure data derived from assessments taken in one school year shall be combined with performance ratings that are assigned in the next school year to assign a summative evaluation rating.
4. Until three years of data have been collected and three evaluations cycles have been completed, all decisions concerning the retention, promotion, removal, reduction or recall of any teacher shall continue to be governed by the terms set forth in this agreement.
5. Whenever there is an involuntary transfer causing a change in a teacher’s teaching assignment (e.g., building, grade level and/or subject matter), the three-year data period for evaluation usage resets.
Personnel Decisions. 1. In the event that a teacher has two (2) consecutive ineffective observations or is in jeopardy of being non-renewed due to performance with regards to the teaching standards, the teacher has the right to request a third observation to be included in the evaluation for that evaluation cycle. The teacher may request this third observation to be conducted by a different evaluator. This observation may take place as quickly as possible in order to be included in the final summative evaluation. This clause in no way limits the language that exists in Article IV of the negotiated agreement.
Personnel Decisions. Operator shall have the sole authority to promote, discharge, and supervise all Casino Employees.
Personnel Decisions. The Board shall adhere to the terms and procedures set forth in the collective bargaining agreement for use by district administrators in making retention and promotion decisions based on evaluation results.
Personnel Decisions. (a) Provider will consult with Recipient in each instance prior to transferring, reassigning, terminating, hiring or making other changes in any of the human resources allocated by Provider as of the Effective Date to the performance and delivery of the Services, or, with respect to Ad Hoc Projects, assigned to the performance of an Ad Hoc Project pursuant to Addendum IV hereto. Provider will use commercially reasonable efforts to maintain continuity of the persons performing Services under this Agreement.
(b) If Recipient reasonably and in good faith determines that it is not in Recipient's best interests for any Provider or subcontractor employee to be appointed to perform or to continue performing any of the Services, Recipient shall give Provider written notice specifying the reason for its position and requesting that such employee not be appointed or be removed from the Provider group servicing Recipient and be replaced with another Provider employee. Promptly after its receipt of such a notice, Provider shall investigate the matters set forth in the notice, discuss with Recipient the results of the investigation, and the Parties will use commercially reasonable efforts to resolve the matter on a mutually acceptable basis. Since the Provider is ultimately accountable for delivery of service to Recipient, Provider shall be the party ultimately responsible for deciding the resolution of such issues.
Personnel Decisions. (a) Provider will consult with Recipient in each instance prior to transferring, reassigning, terminating, hiring or making other changes in any of the human resources allocated by Provider as of the Effective Date to the performance and delivery of the Services. Provider will use commercially reasonable efforts to maintain continuity of the persons performing Services under this Agreement.
(b) If Recipient reasonably and in good faith determines that it is not in Recipient's best interests for any Provider or subcontractor employee to be appointed to perform or to continue performing any of the Services, Recipient shall give Provider written notice specifying the reason for its position and requesting that such employee not be appointed or be removed from the Provider group servicing Recipient and be replaced with another Provider employee. Promptly after its receipt of such a notice, Provider shall investigate the matters set forth in the notice, discuss with Recipient the results of the investigation, and the Parties will use commercially reasonable efforts to resolve the matter on a mutually acceptable basis.
Personnel Decisions. 1. The Board shall adhere to the terms and procedures set forth in the collective bargaining agreement for use by district administrators in making retention and promotion decisions based on evaluation results.
2. Seniority shall not be the basis for making retention decisions, except when choosing between “teachers” who have comparable evaluations as set forth in the collective bargaining agreement. Comparable evaluations should be derived from multiple summative ratings. Starting in the 2013/14 school year, a teacher will receive a point total of 4 for accomplished, 3 for skilled, 2 for developing and 1 for ineffective. In a three-year period of time, a teacher will have a rating of 3 thru 12. Any teacher with a score of 9 thru 12 over three years would be in group one, teachers with a score of 4 thru 8 would be in group two, and teachers with a score of 3 would be in group three. Each separate group would be considered “comparable”, with group one being the highest rated. Total scores would always be considered as consisting of the most recent three years’ worth of evaluation data.
3. The evaluation procedure contained in this agreement shall not be used in the retention, promotion, removal, reduction or recall of a newly-hired teacher until three years of data have been collected and three evaluation cycles have been completed. Value-added and other student growth measure data derived from assessments taken in one school year shall be combined with performance ratings that are assigned in the next school year to assign a summative evaluation rating. Nothing in this provision limits the right of the Board to non-renew a limited contract teacher as permitted by Ohio Revised Code.
4. Whenever there is a transfer causing a change in a teacher’s teaching assignment (e.g., building, grade level and/or subject matter), the first year in the new assignment will not be included in the three-year data period.
Personnel Decisions. Seller and Investor shall mutually select the Chief Financial Officer and legal counsel of the Company so long as the Seller and the Investor or their respective assignees are shareholders/members of the Company.
Personnel Decisions. Teacher’s effectiveness is monitored with the building administration and the district administration. Data collected by building administrators is used for assurance that all buildings have equally effective teachers. Procedures for supporting the ineffective teachers are as follows:
