PROFESSIONAL STAFF EVALUATION POLICY Sample Clauses

PROFESSIONAL STAFF EVALUATION POLICY. Elk Point-Jefferson School District 61-7 1. The evaluation process will be positive in nature. 2. The evaluation will be made to maintain quality education for the students. 3. The evaluation will identify and support the characteristics and qualities of excellent leaders. 4. The evaluation will formalize a communication between the staff and the principal. 5. The evaluation will be a tool for self-improvement to both staff and the principal. 6. The evaluation will pertain to job duties as defined in the teacher’s job description. 7. The evaluation will allow a teacher to develop meaningful goals. (Revised May 2019) Walkthroughs (informal observations) will be conducted throughout the year and will be used to complete the Elk Point-Jefferson School District Classroom Teacher Summative Evaluation Report for a teacher in their non-evaluation year. (Added May 2020) At the conclusion of the evaluation process for the school year, the teacher and direct supervisor shall sign the approved form acknowledging receipt of a copy and that they have reviewed the contents. The principal shall file a copy of the signed written evaluation form with the superintendent and the teacher will also receive a copy. Such copy will become a part of the teacher’s file. Observation of the teacher is the responsibility of the direct supervisor. Certified personnel shall have the right to examine their personnel files at a mutually agreed upon time not to exceed 24 hours, to be accompanied by an association representative in such examination, and to make copies of any material in the file. No material entered into an employee’s file may be used in any proceeding unless the employee has had the opportunity to review and initial it. Elk Point-Jefferson School District Classroom Teacher Summative Evaluation Report The following Summative Evaluation Report is based on administrative observations, feedback to the teacher, conferences, and related professional interactions. It is understood that activities occurring prior to this evaluation are considered part of the formative supervisory process, while this document serves as the summative report.
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PROFESSIONAL STAFF EVALUATION POLICY. The purpose of evaluation of professional staff is to improve the quality of the educational program by assisting staff to become more effective. Information gained during the teacher evaluation process shall be used to enhance individual identified needs. The formal evaluation for all teachers recognized in this agreement, with the exception of district or building instructional coaches and middle or high school technology integrationists, will be performed through the Frontline xxx.xxxxxxxxxxxxxx.xxx website. If an evaluation is recorded, the recording will be uploaded on the Frontline xxx.xxxxxxxxxxxxxx.xxx as an artifact. No recording will take place during the evaluation process. A. GOALS 1. The evaluation process will be positive in nature. 2. The evaluation will further pursue educational excellence. 3. The evaluation will identify and support the characteristics and qualities of excellent leaders. 4. The evaluation will formalize a communication between the staff and administrator. 5. The evaluation will be a tool for self- improvement.
PROFESSIONAL STAFF EVALUATION POLICY. Walkthroughs (informal observations) will be conducted throughout the year and will be used to complete the Elk Point-Jefferson School District Classroom Teacher Summative Evaluation Report for a teacher in their non-evaluation year. *The articles of this agreement had their numbering adjusted (May 2020) to accommodate the addition of a new article. , EPJEA Co-President Date: , EPJEA Co-President Date: 1) The Elk Point-Jefferson Board of Education, hereinafter referred to as the “board”, recognizes the Elk Point-Jefferson Education Association, hereinafter referred to as the “association”, as the exclusive bargaining agent for all full-time and part-time certified staff, exclusive of the superintendent, principals and business manager. 2) As in the past, the board shall have a designated spokesperson and the teacher association will have two spokespersons. Other representatives may speak at the table for purposes of clarification if so directed by the chief negotiator. All other conversation by undesignated representatives shall be considered incidental. 3) Negotiations shall begin no later than the second full week of April 4) Negotiation meetings shall last no longer than 1½ hours, with time extension by mutual consent. 5) New agenda items shall not be introduced after the fourth meeting unless they are money issues tied to a South Dakota legislative session. 6) Each party shall have the right to caucus. 7) Tape recorders shall be allowed for in house use for the purpose of accurate accounting of proposals and both committees shall use the same tape and transcript. Tapes and transcripts will be destroyed after review. 8) Each party shall have the right to inform its respective groups. 9) Tentative Agreements: When tentative agreement is reached on an agenda item, the chief negotiators shall place their signature on these items with each party retaining one copy.
PROFESSIONAL STAFF EVALUATION POLICY. The purpose of eValuation of professional staff is to improVe the quality of the educational program by assisting staff to become more effectiVe. Information gained during the teacher eValuation process shall be used to enhance indiVidual identified needs. The formal eValuation for all teachers recognized in this agreement, with the exception of district or building instructional coaches and middle or high school technology integrationists, will be performed through the Frontline xxx.xxxxxxxxxxxxxx.xxx website. If an evaluation is recorded, the recording will be uploaded on the Frontline xxx.xxxxxxxxxxxxxx.xxx as an artifact. No recording will take place during the evaluation process.
PROFESSIONAL STAFF EVALUATION POLICY 

Related to PROFESSIONAL STAFF EVALUATION POLICY

  • Professional Standards The Contractor agrees to maintain the professional standards applicable to its profession and to Contractors doing business in the United States Virgin Islands.

  • 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.

  • Ethical Standards ‌ 7.8.1 Within ninety (90) days after the Effective Date, Developer shall adopt written policies establishing ethical standards of conduct for all Developer-Related Entities, including Developer’s supervisory and management personnel, in dealing with (a) IFA and the Department and (b) employment relations. Such policy shall be subject to review and comment by IFA prior to adoption. Such policy shall include standards of ethical conduct concerning the following: 7.8.1.1 Restrictions on gifts and contributions to, and lobbying of, IFA, the Department and any of their respective members, commissioners, directors, officers and employees, and elected State officials; 7.8.1.2 Protection of employees from unethical practices in selection, use, hiring, compensation or other terms and conditions of employment, or in firing, promotion and termination of employees; 7.8.1.3 Protection of employees from retaliatory actions (including discharge, demotion, suspension, threat, harassment, pay reduction or other discrimination in the terms and conditions of employment) in response to reporting of illegal (including the making of a false claim), unethical or unsafe actions or failures to act by any Developer-Related Entity; 7.8.1.4 Restrictions on directors, members, officers or supervisory or management personnel of any Developer-Related Entity engaging in any transaction or activity, including receiving or offering a financial incentive, benefit, loan or other financial interest, that is, or to a reasonable person appears to be, in conflict with or incompatible with the proper discharge of duties or independence of judgment or action in the performance of duties, or adverse to the interests of the Project or employees; 7.8.1.5 Restrictions on use of office or job position for a purpose that is, or would to a reasonable person appear to be, primarily for the private benefit of a director, member, officer or supervisory or management person, rather than primarily for the benefit of Developer or the Project, or primarily to achieve a private gain or an exemption from duty or responsibility for a director, member, officer or supervisory or management person; and 7.8.1.6 Restrictions on directors, members, officers or employees of any Developer-Related Entity performing any of the Work if the performance of such services would be prohibited under IFA’s conflict of interest rules and policies. 7.8.2 Developer shall cause its directors, members, officers and supervisory and management personnel, and require those of all other Developer-Related Entities, to adhere to and enforce the adopted policy on ethical standards of conduct. Developer shall establish reasonable systems and procedures to promote and monitor compliance with the policy. 7.8.3 Notwithstanding the foregoing in this Section 7.8, Developer has an affirmative obligation under this Agreement to disclose to IFA and to the Indiana State Ethics Commission when an interested party is or becomes an employee of IFA or the State. This obligation extends only to those facts that Developer knows or reasonably could know. For purposes of this Section 7.8.3, “interested party” means (a) the individual executing this Agreement, (b) an individual who has an interest of three percent (3%) or more of Developer, (c) any member of the immediate family of an individual specified in clause (a) or (b). For purposes of the preceding sentence, “immediate family” means the spouse and the unemancipated children of an individual.‌

  • Service Level Standards In addition to all other requirements in this Agreement, and in accordance with the Best Claims Practices & Estimating Guidelines, Vendor shall use reasonable and good faith efforts to meet the Service Level Standards set forth below.

  • Sub-Advisor Compliance Policies and Procedures The Sub-Advisor shall promptly provide the Trust CCO with copies of: (i) the Sub-Advisor’s policies and procedures for compliance by the Sub-Advisor with the Federal Securities Laws (together, the “Sub-Advisor Compliance Procedures”), and (ii) any material changes to the Sub-Advisor Compliance Procedures. The Sub-Advisor shall cooperate fully with the Trust CCO so as to facilitate the Trust CCO’s performance of the Trust CCO’s responsibilities under Rule 38a-1 to review, evaluate and report to the Trust’s Board of Trustees on the operation of the Sub-Advisor Compliance Procedures, and shall promptly report to the Trust CCO any Material Compliance Matter arising under the Sub-Advisor Compliance Procedures involving the Sub-Advisor Assets. The Sub-Advisor shall provide to the Trust CCO: (i) quarterly reports confirming the Sub-Advisor’s compliance with the Sub-Advisor Compliance Procedures in managing the Sub-Advisor Assets, and (ii) certifications that there were no Material Compliance Matters involving the Sub-Advisor that arose under the Sub-Advisor Compliance Procedures that affected the Sub-Advisor Assets. At least annually, the Sub-Advisor shall provide a certification to the Trust CCO to the effect that the Sub-Advisor has in place and has implemented policies and procedures that are reasonably designed to ensure compliance by the Sub-Advisor with the Federal Securities Laws.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • General Standards An Assistant Professor will be competent to teach in a particular field, will be current in the literature of that field, and will seek to meet student needs in both the classroom and in non-classroom environments. However, an Assistant may be a junior member of the academic community, with little professional and/or teaching experience. Furthermore, an Assistant may have little experience in curriculum development, committee work, governance, professional and/or community service, etc. In short, an Assistant Professor generally will be new to tenure-track college teaching. For eligibility for promotion from Assistant to Associate Professor, the candidate must have served a minimum of four (4) years at the rank of Assistant Professor, and must show evidence that he/she has grown professionally and consistently has sought to meet student needs, in both the classroom and in non-classroom environments. A successful candidate for the rank of Associate Professor will have remained current in the field, and will have improved his/her teaching in some demonstrable way. He/she also will have demonstrated professional growth in one or more of the following ways: completion of additional appropriate course work (if applicable), attendance at professional conferences, service on campus and/or District committees, professional and/or community service, or, the production of some creative work. Evidence of professional growth will be drawn from a careful analysis of student evaluations and peer evaluations over a period of time, and from a critical reading of materials submitted by the candidate. For promotion from Associate to Professor, the candidate must have served a minimum of four (4) years at the rank of Associate Professor, and must show evidence that he/she has grown professionally to a point where he/she has mastered both a particular field of knowledge and the teaching of that knowledge. A successful candidate must show evidence that he/she consistently has sought to meet student needs, in both the classroom and non-classroom environments. A Professor should be a senior member of the faculty, one who has such substantial experience, knowledge, and skill that he/she could mentor junior faculty in his/her area of expertise. A Professor will have demonstrated all the same kinds of achievements and attributes necessary for promotion to the Associate Professor rank, but in addition will demonstrate that he/she is a leader in some appropriate sense. Evidence of professional growth and leadership will be drawn from a careful analysis of student evaluations and peer evaluations over a period of time, and from a critical reading of materials submitted by the candidate.

  • General Standard Without prejudice to all other obligations of the parties under this contract, each party shall, in its dealings with the other for the purpose of, and in the course of performance of its obligations under, this contract, act with due efficiency and economy and in a timely manner with that degree of skill, diligence, prudence and foresight which should be exercised by a skilled and experienced: (a) network owner and operator (in the case of Network Rail); and (b) train operator (in the case of the Train Operator).

  • Program Monitoring and Evaluation The Recipient shall prepare, or cause to be prepared, and furnish to the Association not later than six months after the Closing Date, a report of such scope and in such detail as the Association shall reasonably request, on the execution of the Program, the performance by the Recipient and the Association of their respective obligations under the Legal Agreements and the accomplishment of the purposes of the Financing.”

  • Professional Status The Superintendent affirms that he is not under contract with any other board of education covering any part or all of the term provided in this contract. Throughout the contract term, he will hold a valid and appropriate certificate to act as a superintendent of schools in the State of Nebraska which he will register and maintain on file in the school district’s central administrative office. This contract shall not be valid and the Board will not compensate the Superintendent for any service performed prior to the date that he registers his certificate.

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