Scoring. The number of routes each company operates (Route # 0001-2999, 8000-8199) will be multiplied by 2 to determine the daily number of trips. (Only accidents, breakdowns and service reports related to routes falling in this range will be used for the evaluation). The daily number of trips will be multiplied by 175 to arrive at the annual number of trips. The number of accidents, breakdowns and service complaints will be divided by the total number of trips to calculate a percent figure. Each company’s percentage will be compared to the total average. See below for a sample. BUS COMPANY NUMBER OF TOTAL BKDN PERCENT ACCIDENTS PERCENT2 SERVICE PERCENT3 ROUTES TRIPS BKDN ACCIDENTS REPORTS COMPLAINTS TO TRIPS TO TRIPS TO TRIPS A 360 58680 3 0.01% 27 0.05% 46 0.08% B 48 7824 3 0.04% 4 0.05% 39 0.50% C 123 20049 11 0.05% 9 0.04% 27 0.13% D 91 14833 0.00% 10 0.07% 11 0.07% E 124 20212 20 0.10% 19 0.09% 18 0.09% TOTALS 746 121598 37 0.03% 69 0.06% 141 0.12% To score, if a company’s percentage is less than or equal to the total percentage for that category, the company will be awarded 6 points per category. Percentages greater than the total percentage for each distinct category (Accident, Breakdown, Service Complaints) will be scored according to the following scale: Vendor Category Percent Points Less than-Equal to Ave. 6 points 0-3% above average 5 points 4-7% above average 4 points 5-8% above average 3 points 9-12% above average 2 points 13-16% 1 points Greater than 17% 0 points Example: Company A had a lower percent of breakdowns than the average total, and would receive 6 points for breakdowns. If a company has a higher percentage than the average total, 0 point will be added to their score. Company B would not receive 6 points for breakdowns. The same calculation would be performed for accidents and service complaints. Any circumstance whereby a Breakdown or Accident is found by PTS to be ‘Non Reported’ by vendor within the required timeframe (see G-36) will count as (20) ‘Reported’ instances for the purpose of this Contractor Evaluation Scoring.
Scoring. (a) Subject to the terms and conditions of this Agreement, the Performance Shares shall have a three-year performance period, consisting of the Company’s fiscal years 2016, 2017 and 2018 (the “Performance Period”), after which the number of Performance Shares earned (the “Earned Number”) will be determined as provided below, and when vested, will be paid in Shares.
Scoring. For promotional examinations only, the Personnel Officer shall establish the minimum passing score for all parts of the examination. The final score of an applicant shall be based upon the scores of all the tests and evaluations included in the examinations. Failure of the applicant to pass one part of the examination shall be grounds for declaring such applicant as failing in the entire examination or as disqualified for subsequent parts of an examination. The Personnel Officer may, at his/her discretion, include as part of the examination, tests which are qualifying only.
Scoring. Scoring is only implemented in the context of the anti-money laundering and combating the financing of terrorism and the fight against fraud.
Scoring. 1. The scoring of the promotional process shall be based on a maximum of one hundred (100) points.
Scoring. Tournament standings, contingency awards and final winners shall be determined by the decimal pounds weight of each competitor’s catch during the competition days of the tournament. Only Largemouth, Smallmouth, Spotted, Redeye or Shoal bass will be weighed. The Boater limit shall be five
Scoring. If applicable after the Assessment Center or Technical Skills Evaluation scoring has been completed for the rank of Sergeant, Lieutenant, and Commander the eligibility list shall be calculated as follows:
Scoring. Each member of the interview panel will assign a score to the interview. This score is not to exceed 25 points. Each member of the panel will arrive at his/her assessment independently and when all three assessments are completed, will forward such to the Director of Human Resources or designate. The Director of Human Resources or designate will add together the scores and divide by the number of panel members to arrive at an average score. INTERVIEW PROCESS Three interview panel members will reduce interviewer bias. The interview panel shall meet prior to the interview to discuss the interview questions and what constitutes positive versus negative responses. These responses should be documented for each question prior to beginning an interview. A scoring system for each question will be developed prior to commencing the interview. The same questions shall be asked in the same manner to each candidate. The same interview panel shall be utilized in a competition for each candidate. There should be no discussion until all the applicants have been interviewed and independently scored. The Director of Human Resources or designate will facilitate the interview. It shall be determined prior to the interview the responsibility of each panel member.
Scoring. 3.10.1 Examiner conclusions and opinions shall be based on validated scoring methods and decision rules.
Scoring. Each applicant shall receive a final score for placement on eligibility lists, which score shall be based on:
