Professional Goals Sample Clauses

Professional Goals. Goals may be set by the Faculty Member, supervisor, and/or committee. Short-term goals will be monitored by the evaluation committee over the subsequent semester and reviewed with the Faculty Member at the next tenure-track initial meeting. Long-term goals will be reviewed with the Faculty Member at the next formal evaluation process. Long term goals accomplished with documentation prior to the next evaluation will not be reviewed at the next formal evaluation. Evaluation Summary Report goals must be specific and measurable and relate directly to evidence from peer observation, student evaluations, or the portfolio. Professional Qualities section goals must be specific and measurable. Failure to meet short-term goals may lead to an unsatisfactory evaluation and a Positive Assistance Plan.
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Professional Goals. The comprehensive evaluation also will include an opportunity for the evaluatee to develop and assess one to three professional goals each evaluation cycle that will enhance the probationary faculty member’s ability to serve students and the campus- wide community.
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Professional Goals. These goals are related to activities which increase the skill and knowledge of the employee, including participation in workshops, in-services, committees, courses, observations of other employees, and programs in and out of district, and independent research. These goals should be consistent with school/department and District goals and be designed to promote an individual's professional growth, improve instruction and/or improve delivery of services. The employee should have in mind the goals, the areas to be investigated, resources needed, colleagues to be involved, methods for collecting data, and the methods for evaluating growth towards goals. The administrator shall act as an advisor in order to clarify, refine, and mutually agree to the goals. They shall assist in developing data collection methods and ways to evaluate. They shall discuss resources requested, mutually complete the PGO resource form and allocate such resources as will be made available. PGO resources shall be collaboratively determined between the evaluator and the employee subject to budget limitations and approval by the Curriculum Coordinator.
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Professional Goals. Teachers on a comprehensive evaluation will develop professional goals and timelines, will monitor their progress, and make adaptations as needed. The plan will be guided by the teacher’s self-assessment or the prior year’s comprehensive evaluation and must include the three (3) student growth goals (3.1, 6.1, and 8.1) and one (1) instructional goal. The evaluator and teacher shall mutually agree on the professional growth and development plan and goals for the year.
Sample 1
Professional Goals. Licensed Personnel shall have a maximum of two (2) professional goals each year established through the annual performance evaluation process as set forth in MCPS Policy 5-4.5. Teachers will have the autonomy to choose one professional goal that is applicable to their teaching assignment. The second goal shall be established jointly by the teacher and their Administrator.
Sample 1
Professional Goals. The writing of goals is an integral part of teaching. Goals should be viewed as part of the annual planning process by the unit member. Goals should be written with the current assignment/class in mind in such a manner as to enhance the instructional program, desired areas of student progress, or improved instruction in the classroom.
Sample 1
Professional Goals. Establish four professional goals yearly from the CSTP which must include three mutually agreed upon goals selected from Standards One through Five, plus, one goal from Standard Six. These will support the narrative on the Summative Evaluation. In a non-evaluation year the teacher will self-evaluate progress toward goals. Adjustment of goals may be made midyear if necessary. Establish four professional goals yearly from the CSTP which must include three mutually agreed upon goals selected from Standards One through Five, plus, one goal from Standard Six. These will support the narrative on the Summative Evaluation. In a non-evaluation year the teacher will self-evaluate progress toward goals. Adjustment of goals may be made midyear if necessary.
Sample 1
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Professional Goals. Goals written by a teacher and approved by the administrator in each of the four domains of the Xxxxxxxxx Framework that include current (baseline) practices.
Sample 1

Related to Professional Goals

  • Goals Goals define availability, performance and other objectives of Service provisioning and delivery. Goals do not include remedies and failure to meet any Service Goal does not entitle Customer to a Service credit.

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • Performance Criteria The Performance Criteria are set forth in Exhibit A to this Agreement.

  • Performance Targets Threshold, target and maximum performance levels for each performance measure of the performance period are contained in Appendix B.

  • Goals & Objectives The purpose of this Agreement is to ensure that the proper elements and commitments are in place to provide consistent IT service support and delivery to the Customer by Centre. The goal of this Agreement is to obtain mutual agreement for IT service provision between Centre and Customer. The objectives of this Agreement are to:  Provide clear reference to service ownership, accountability, roles and/or responsibilities.  Present a clear, concise and measurable description of service provision to the Customer.  Match perceptions of expected service provision with actual service support & delivery.

  • Objectives The Parties conclude this Agreement, among others, for purposes of: (a) Encouraging expansion and diversification of trade between the Parties; (b) Eliminating the barriers to trade in, and facilitate the cross-border movement of goods and services between the Parties; (c) Promoting fair competition in the Parties' markets; (d) Creating new employment opportunities; (e) Creating framework for furthering bilateral, regional and multilateral cooperation to expand and enhance the benefits of this Agreement; and (f) Providing forum and approach for resolution of disputes amiably.

  • Metrics Institutional Metrics System-Wide Metrics

  • Program Goals CalHFA MAC envisions that these monies would be used to complement other federal or lender programs designed specifically to stabilize communities by providing assistance to homeowners who have suffered a financial hardship and as a result are no longer financially able to afford their first-lien mortgage loan payments or their Property Expenses when associated with a Federal Housing Administration (“FHA”) Home Equity Conversion Mortgages (“HECM”) loan, only.

  • Performance Metrics The “Performance Metrics” for the Performance Period are: (i) the JD Power Residential National Large Segment Survey for investor-owned utilities; (ii) the System Average Interruption Frequency Index (Major Events Excluded) (“XXXXX”); (iii) Arizona Public Service Company’s customer to employee improvement ratio; (iv) the OSHA rate (All Incident Injury Rate); (v) nuclear capacity factor; and (vi) coal capacity factor. (1) With respect to the Performance Metric described in clause (i) of this Subsection 6(a), the JD Power Residential National Large Segment Survey will provide data on an annual basis reflecting the Company’s percentile ranking, relative to other participating companies. (2) With respect to the Performance Metric described in clause (ii) of this Subsection 6(a), the Edison Electric Institute (“EEI”) will provide data on an annual basis regarding the XXXXX result of the participating companies; the Company will calculate its XXXXX result for the year in question and determine its percentile ranking based on the information provided by EEI. (3) With respect to the Performance Metric described in clause (iii) of this Subsection 6(a), SNL, an independent third party data system, will provide data on an annual basis regarding the customer and employee counts; the Company will use its customer and employee counts for the year in question and determine its percentile ranking based on the information provided by SNL. Only those companies whose customers and employees were included in the data provided by SNL in each of the years of the Performance Period will be considered. (4) With respect to the Performance Metric described in clause (iv) of this Subsection 6(a), EEI will provide data on an annual basis regarding the OSHA rate of the participating companies; the Company will calculate its OSHA rate for the year in question and determine its percentile ranking based on the information provided by EEI. (5) With respect to the Performance Metric described in clause (v) of this Subsection 6(a), SNL will provide data on an annual basis regarding the nuclear capacity factors of the participating nuclear plants; the Company will calculate its nuclear capacity factor for the year in question and determine its percentile ranking based on the information provided by SNL. Only those plants that were included in the data provided by SNL in each of the years of the Performance Period will be considered. (6) With respect to the Performance Metric described in clause (vi) of this Subsection 6(a), SNL will provide data on an annual basis regarding the coal capacity factors of the participating coal plants; the Company will calculate its coal capacity factor for the year in question and determine its percentile ranking based on the information provided by SNL. Only those plants that were included in the data provided by SNL in each of the years of the Performance Period will be considered. (7) The Company’s percentile ranking during the Performance Period for each Performance Metric will be the average of the Company’s percentile ranking for each Performance Metric during each of the three years of the Performance Period (each, an “Average Performance Metric”); provided, however, that if the third year of a Performance Metric is not calculable by December 15 of the following year, the Performance Metric shall consist of the three most recent years for which such Performance Metric is calculable. The Company’s “Average Performance,” for purposes of determining any Base Grant adjustments pursuant to Subsection 5(b) above will be the average of the Average Performance Metrics. If only quartile, rather than percentile, rankings are available for a particular Performance Metric, the Average Performance Metric for any such Performance Metric shall be expressed as a percentile. For example, if the Performance Metric was in the top quartile for two Performance Periods and in the lowest quartile in the other Performance Period, the average of these quartiles would be 3 (the average of 4, 4, and 1) and the Average Performance Metric would be the 75th percentile (3 /4). The calculations in this Subsection 6(a)(7) will be verified by the Company’s internal auditors. (8) If either EEI or SNL discontinues providing the data specified above, the Committee shall select a data source that, in the Committee’s judgment, will provide data most comparable to the data provided by EEI or SNL, as the case may be. If the JD Power Residential National Large Segment Survey for investor-owned utilities (or a successor JD Power survey) is not available during each of the years of the Performance Period, the Performance Metric associated with the JD Power Residential Survey (Subsection 6(a)(1)) will be disregarded and not included in the Company’s Average Performance for purposes of determining any Base Grant adjustments pursuant to Subsection 5(b).

  • Performance Factors (a) Each party will notify the other party of the existence of a Performance Factor, as soon as reasonably possible after the party becomes aware of the Performance Factor. The Notice will: describe the Performance Factor and its actual or anticipated impact; include a description of any action the party is undertaking, or plans to undertake, to remedy or mitigate the Performance Factor; indicate whether the party is requesting a meeting to discuss the Performance Factor; and address any other issue or matter the party wishes to raise with the other party. (b) The recipient party will provide a written acknowledgment of receipt of the Notice within 7 Days of the date on which the Notice was received (“Date of the Notice”). (c) Where a meeting has been requested under paragraph 7.2(a)(3), the parties agree to meet and discuss the Performance Factors within 14 Days of the Date of the Notice, in accordance with the provisions of section 7.3.

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