Procedures for Formal Reviews Sample Clauses

Procedures for Formal Reviews. (a) The VPAR will advise the probationary faculty in writing of the formal review requirements by August 15th of the academic year following the first preliminary review. All candidates wishing a formal probationary review will submit a letter of intent to the VPAR by September 30th with a copy to the Academic Xxxx and the Chair of their respective DPRC. Any candidate not submitting a letter of intent will be deemed not to be seeking renewal and will not be considered for renewal. Their probationary contract will terminate on June 30th of the successive year. (b) The candidate is responsible for providing the following information to the office of the Xxxx by November 1st for consideration by the DPRC: (i) A copy of the candidate’s current curriculum vitae using the stipulated format; (ii) the member’s Annual Reports; (iii) the member’s teaching evaluations for the period under consideration; (iv) the member’s teaching dossier (including a statement of teaching philosophy, sample course outline(s), and a sample lesson plan); (v) a research plan and evidence of scholarly work including publications; (vi) A copy of those materials the candidate wishes to use as evidence of fulfillment of her/his research responsibilities and scholarly activities, including copies of publications if available; (vii) evidence of service to the University and community; (viii) Any other information which the candidate deems appropriate (c) The Divisional PRC shall solicit all other relevant information which it deems necessary for its deliberations. This will include (i) The candidate’s letter of appointment expectations; (ii) The candidate’s letter of evaluation from the Preliminary Review conducted by the previous year’s DPRC, with any letter of commentary from the candidate that might be attached; (iii) Copies of her/his course evaluations, including statistical analysis for each course taught during the probationary period; (iv) Signed letters of reference from other faculty members as appropriate; (v) Written and signed testimony from all relevant parties, including faculty, students, administrative personnel, support staff and parties external to the University; (vi) A written evaluation prepared by the Academic Xxxx; (vii) Any material placed in the member’s personnel file relating to any matters of discipline arising out of the member’s teaching, service or other performance; (viii) Any other information the Committee considers relevant. (d) When a Professional Libraria...
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Procedures for Formal Reviews. (a) The Academic Xxxx will advise the probationary faculty of the formal review requirements by July 1st or January 1st of the third year of hire, whichever date is closest to the 24-month xxxx of employment with the University. All candidates wishing a formal probationary review will submit a letter of intent to the Academic Xxxx by the next August 15th or March 15, respectively. Any candidate not submitting a letter of intent will be deemed not to be seeking renewal and will not be considered for renewal. Their probationary contract will terminate on June 30 of the successive year. (b) It is the candidate’s responsibility to provide the Peer Review Committee with information for it to make a reasoned evaluation with respect to the criteria. By September 1st or April 1st of their third year of employment, the candidate shall supply the Peer Review Committee with (i) A copy of his/her current curriculum vitae using the stipulated format; (ii) The member’s Annual Reports; (iii) A copy of those materials the candidate wishes to use as evidence of fulfillment of his/her teaching responsibilities, including a teaching dossier if available; (iv) A copy of those materials the candidate wishes to use as evidence of fulfillment of his/her research responsibilities and scholarly and community activities, including copies of publications if available; (v) Any other information which the candidate feels would aid his/her case.
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Related to Procedures for Formal Reviews

  • GUIDELINES FOR REVIEWS We may provide you areas on the Site to leave reviews or ratings. When posting a review, you must comply with the following criteria: (1) you should have firsthand experience with the person/entity being reviewed; (2) your reviews should not contain offensive profanity, or abusive, racist, offensive, or hate language; (3) your reviews should not contain discriminatory references based on religion, race, gender, national origin, age, marital status, sexual orientation, or disability; (4) your reviews should not contain references to illegal activity; (5) you should not be affiliated with competitors if posting negative reviews; (6) you should not make any conclusions as to the legality of conduct; (7) you may not post any false or misleading statements; and (8) you may not organize a campaign encouraging others to post reviews, whether positive or negative. We may accept, reject, or remove reviews in our sole discretion. We have absolutely no obligation to screen reviews or to delete reviews, even if anyone considers reviews objectionable or inaccurate. Reviews are not endorsed by us, and do not necessarily represent our opinions or the views of any of our affiliates or partners. We do not assume liability for any review or for any claims, liabilities, or losses resulting from any review. By posting a review, you hereby grant to us a perpetual, non-exclusive, worldwide, royalty-free, fully-paid, assignable, and sublicensable right and license to reproduce, modify, translate, transmit by any means, display, perform, and/or distribute all content relating to reviews.

  • Annual Reviews Within thirty (30) days after each annual anniversary of the Effective Date of this Agreement, the Company shall review Employee’s performance of his duties pursuant to this Agreement and advise Employee of the results of that review; provided, however, that Company may elect to conduct a partial-year performance review in order to synchronize Employee’s annual review date with that of the Company’s other executives. In connection with each such review, the Company shall evaluate whether any increase in Employee’s compensation under Section 2, below, is appropriate.

  • Procedures for LNP Request The Parties shall provide for the requesting of End Office LNP capability on a reciprocal basis through a written request. The Parties acknowledge that Verizon has deployed LNP throughout its network in compliance with FCC 96-286 and other applicable FCC Regulations. 15.4.1 If Party B desires to have LNP capability deployed in an End Office of Party A, which is not currently capable, Party B shall issue a LNP request to Party A. Party A will respond to the Party B, within ten (10) days of receipt of the request, with a date for which LNP will be available in the requested End Office. Party A shall proceed to provide for LNP in compliance with the procedures and timelines set forth in FCC 00-000, Xxxxxxxxx 80, and FCC 97-74, Paragraphs 65 through 67. 15.4.2 The Parties acknowledge that each can determine the LNP-capable End Offices of the other through the Local Exchange Routing Guide (LERG). In addition, the Parties shall make information available upon request showing their respective LNP-capable End Offices, as set forth in this Section 15.4.

  • Annual Review The Board of Directors during the Contract Period shall review annually, or at more frequent intervals which the Board of Directors determines is appropriate, the Executive’s compensation and shall award the Executive additional compensation to reflect the Executive’s performance, the performance of the Company and competitive compensation levels, all as determined in the discretion of the Board of Directors.

  • Legal Review Upon the Executive’s submission of appropriate itemized proof and verification of reasonable and customary legal fees incurred by the Executive in obtaining legal advice associated with the review, preparation, approval, and execution of this Agreement, the Company shall pay for up to $10,000.00 of such legal fees subject to receipt of appropriate proof and verification of such legal fees no later than sixty (60) days of receipt of an invoice for legal services from the Executive and/or his attorneys. To be eligible for reimbursement, the invoice must be submitted no later than ninety (90) days after the legal fees are incurred.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • Procedures for Exercise The manner of exercising the Stock Option herein granted shall be by written notice to the Secretary of the Company at the time the Stock Option, or part thereof, is to be exercised, and in any event prior to the expiration of the Stock Option. Such notice shall state the election to exercise the Stock Option, the number of shares of Stock to be purchased upon exercise, the form of payment to be used, and shall be signed by the person so exercising the Stock Option.

  • Mechanisms for Cooperation Pursuant to Article 149 (Objectives), the Parties hereby establish a Committee on Cooperation comprising representatives of each Party.

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Internal Review The Borrower shall conduct internal reviews to determine the value of all Eligible Portfolio Investments at least once each calendar week which shall take into account any events of which the Borrower has knowledge that adversely affect the value of any Eligible Portfolio Investment (each such value, an “Internal Value”).

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