Principles of Evaluation Sample Clauses

Principles of Evaluation. 7.2.1 Evaluations shall be conducted according to the following criteria: 1. Performance of instructional assignments 2. Professional expertise 3. Interaction with students 4. Working relationship with colleagues 5. Contribution to department and College-wide activities 7.2.2 Evaluation criteria and procedures shall be applied in the same manner to all employees.
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Principles of Evaluation. (a) ability in applicable area. (b) professional development and competence. (c) attitude towards students. (d) attitude towards colleagues. (e) participation in College activities and College development. (f) contribution to the communities served by the College.
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Principles of Evaluation. ‌ 7.2.1 Depending on the employee category, evaluations conducted under Article 7 may include some or all of the following criteria: (a) Performance of instructional assignments 21 NIC/NICFA Collective Agreement (b) Professional expertise (c) Interaction with students (d) Working relationship with colleagues (e) Contribution to department and College-wide activities
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Principles of Evaluation. Employees' immediate supervisors have the responsibility to evaluate assigned personnel based upon supervisors' direct observation and/or knowledge. The evaluation shall cover the major areas of employees' responsibilities and duties. Unsatisfactory evaluations require a prior conference followed by a written summary of the unsatisfactory performance, and specific suggestions for improvement.
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Principles of Evaluation. The performance evaluation should generally be a positive experience for both employee and evaluator. The strong and weak points of the employee's performance should be identified so that recognition can be granted where warranted and assistance can be provided when needed. Typically, areas where improvement is needed should be identified and discussed with the employee prior to the evaluation. Dates of all less than satisfactory performance shall be noted on the evaluation. The performance evaluation should be a summation of the employee's total performance.
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Principles of Evaluation. 8.3.1 Recognizing that the University is predominantly an undergraduate teaching institution, the EC shall consider teaching performance as the primary criterion in the evaluation of Members for seniority purposes. 8.3.2 The EC shall seek student opinion on the teaching ability and performance of Members using the questionnaire and procedures established by Senate. 8.3.3 In evaluating members, the EC shall a) consider all aspects of their teaching performance;
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Principles of Evaluation.  The performance standards shall be measurable.  The performance standards shall reflect and allow for significant differences in assignments and responsibilities. These differences shall be described in evaluation reports.  The performance standards and the purpose of evaluation shall be shared in writing with the person being evaluated, in advance of the evaluation process.  The evaluation process shall be free of racial, sexual, sexual orientation, religious and any other discrimination and biases, as defined in state and federal laws.  The person being evaluated shall be allowed and encouraged to gather and provide additional information on his/her performance. Such information must be provided in a timely manner and must be considered by the evaluator.  The person being evaluated shall have an opportunity to respond to the evaluation reports in writing.
Sample 1
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Principles of Evaluation. 9.2.1 Those responsible for personnel evaluation are expected to follow continuous, orderly methods of identifying strengths and deficiencies, to extend assistance for remediation of deficiencies, and to maintain accurate and impartial objective records. 9.2.2 Each unit member evaluated shall have the opportunity to participate in the planning of his/her Initial Plan for Growth (“Plan”) based on CSTP guidelines by which he/she will be assessed. “Plan” documents are included in Appendix E. 9.2.3 In the event that the evaluator and the evaluatee cannot mutually agree on the Plan, the final decision on the Plan shall remain with the Superintendent or their Designee. Evaluation and assessment of the performance of certificated unit members under these procedures shall include, but not be limited to, consideration of: 9.2.3.1 Engaging and supporting all students in learning 9.2.3.2 Creating and maintaining effective environments for all students 9.2.3.3 Understanding and organizing subject matter for student learning 9.2.3.4 Planning instruction and designing learning experiences for all students 9.2.3.5 Assessing student learning 9.2.3.6 Developing as a professional educator 9.2.4 Appropriate forms shall be used for the implementation of this Article (See Appendix E) 9.2.5 The following scale will be used in the evaluation – E/Emerging equals 1; EX/Exploring equals 2; A/Applying equals 3; I/Integrating equals 4; and IN/Innovating equals 5 for a total of 30 possible points. The “Continuum of Teaching Practice” rubric (Appendix E) will be used by the evaluator to further define expectations within the levels of California Standard for the Teaching Profession (CSTP) in the evaluation form. 9.2.6 Data to facilitate such evaluations shall be secured through a number of procedures, including but not limited to: observations, projects, judgments, responsibilities assigned, appropriate tests, and anecdotal records. The systematic and effective collection of these data will provide the basis for objective evaluation and assessment. The principal or his/her designee shall be the evaluator. One or more observations of a unit member may be delegated to second administrator with the consent of the unit member.
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Related to Principles of Evaluation

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order. (b) The technical evaluation committee may call the responsive bidders for discussion or presentation to facilitate and assess their understanding of the scope of work and its execution. However, the committee shall have sole discretion to call for discussion / presentation. (c) Financial bids of only those bidders who qualify the technical criteria will be opened provided all other requirements are fulfilled. (d) AIIMS Jodhpur shall have right to accept or reject any or all tenders without assigning any reasons thereof.

  • MANAGEMENT OF EVALUATION OUTCOMES 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; 12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; 12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and 12.4 In the case of unacceptable performance, the Employer shall – 12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and 12.4.2 After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.

  • Purpose of Evaluation 10.1.1 It is recognized that a system of evaluation is essential to assist Unit Members in developing competency and realizing their potential. It is further recognized that information gathered through such a system will enable decisions that measure a Unit Member’s performance in a just and equitable manner. 10.1.2 The evaluation procedure is a cooperative process designed to: a. Promote the achievement of goals and objectives of the County Office and its programs through the assessment and evaluation of the staff that perform within that program; b. Provide a formal method of recognizing staff achievement and growth; c. Identify abilities and specific indicators most critical to support job performance; d. Develop suggestions and direction regarding desired performance and improvement based on standards for like positions; e. Increase the employee’s understanding of performance from the supervisor’s viewpoint; and f. Provide a process of two-way communication to evaluate job performance.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Statements of Reconciliation after Change in Accounting Principles If, as a result of any change in accounting principles and policies from those used in the preparation of the Historical Financial Statements, the consolidated financial statements of Holdings and its Subsidiaries delivered pursuant to Section 5.1(b) or 5.1(c) will differ in any material respect from the consolidated financial statements that would have been delivered pursuant to such subdivisions had no such change in accounting principles and policies been made, then, together with the first delivery of such financial statements after such change, one or more statements of reconciliation for all such prior financial statements in form and substance satisfactory to Administrative Agent;

  • 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?

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • Accounting Policies There has been no material change in accounting policies or practices of the Corporation or its Subsidiaries since December 31, 2019;

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