Purpose of the Evaluation. 1. To provide opportunity for the teacher and administrator to objectively analyze the teacher’s strengths and weaknesses so as to improve in effectiveness as a teacher.
2. To provide a sound basis for promoting professional growth of the staff.
3. To provide objective information so as to guide administrative decisions concerning the assignment, transfer, continued employment, and promotion of staff members
4. To encourage teachers to self-evaluate their teaching effectiveness.
5. To clarify the performance expectations of the individual and make duties and responsibilities more clear.
6. Keep evaluation a continuous process, assess its effectiveness periodically, and revise it as necessary.
Purpose of the Evaluation. The performance evaluation is of prime importance to the school District, the supervisor, and the employee. Its importance is demonstrated by it serving the following purposes: • To let the employee know the expected standards of job performance. • To let the employee know how well his/her work performance meets the expected job standards. • To provide the employee an opportunity to express his attitude and approach regarding his job assignment. • To provide the employee with specific job areas which require improvement. • To assist the school District in determining training needs. • To assist the school District in measuring the efficiency of its human resources.
Purpose of the Evaluation. To provide opportunity for the teacher and administrator to objectively analyze the teacher’s strengths and weaknesses so as to improve objectively analyze the teacher’s strengths and weaknesses so as to improve in effectiveness as a teacher.
Purpose of the Evaluation. The performance evaluation process gives the Unit member and their supervisor an opportunity to formally review the Unit member’s job performance. It is designed to assess accomplishments, communicate standards and expectations, and to set
Purpose of the Evaluation. The purpose of this thesis project will be to conduct an evaluation of the GHBS system. The evaluation project will determine if key components of the GHBS project are in place to yield results that will provide information to assess risk for HIV infection amongst IDU’s and to plan better HIV prevention and treatment programs in their respective communities. This evaluation has been designed to collect information on the logistics of the GHBS project, to address relevant evaluation questions, and to conduct a thorough assessment of the performance of the GHBS project. The evaluation will be used in three strategic ways. First, the evaluation will determine the projects ability to provide information that can be used to accomplish its goals and objectives. Secondly, the evaluation will determine the level of performance of the GHBS project. Lastly, the evaluation will assess the usefulness of the data collected. Questions for this evaluation are concerned with the GHBS project’s inputs, activities, outputs, and outcomes. More specifically, evaluation questions will address key components of the project.
Purpose of the Evaluation. Employees shall have an annual evaluation beginning March 1 and completed by May 1st. Exceptions to the schedule can be made by PEI in consultation with the Guild based on team requests and needs. The performance evaluation shall serve as an opportunity for each employee to receive an evaluation from their supervisor as well as provide an evaluation of their supervisor. The creation and content of any evaluation form will be the subject of bargaining and not unilaterally imposed. During said review, employees shall have the opportunity to discuss workload management, and the accuracy of their job description, as pursuant to Article 15 (Hiring, Transfers and Promotions). This will also be the formal opportunity to discuss a professional development plan and an anticipated work plan for the coming year, as well as any PTO timelines. The formal performance evaluation will include a written self-evaluation by the employee, a written evaluation by the supervisor, feedback from relevant mutually agreed upon peers, and a meeting between the supervisor and employee to review and discuss the feedback. The results of the performance evaluation will be included in the employee's personnel file. In addition, at least once annually employees will have the opportunity to complete a skip-level review of their supervisor with the appropriate national or state operations manager. Those reviews are then anonymized and shared back with the People, Equity, and Inclusion team for feedback and review. The People, Equity, and Inclusion team will share recurring themes and lessons learned from the skip-level review conversations, not attributable to any individual employee or specific to any people manager, with the Labor Management Committee. Skip-level feedback from a unit employee will not be shared with a supervisor until after the unit employee’s review is complete.
