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: 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 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.
(b) If the Company fails to pay to its shareholders cumulative dividends of at least $5.04 per Share (the “Dividend Threshold”) for the Performance Period (which would exclude the dividend paid on January 4, 2016, but would include the dividend paid on January 2, 2019), then the Target Number shall be reduced by an amount equal to three times the percentage of the dividend underpayment for the Performance Period, up to a maximum Target Number reduction of 50% (the “Revised Target Number”), provided that, if the Performance Shares are Assumed in connection with a Change of Control, the Dividend Threshold (and the reduction under this sentence based on the Dividend Threshold) shall not apply. NAI-1502143967v3
(c) At the end of the Performance Period, after determining if the Dividend Threshold has been met, the Earned Number shall be determined by multiplying the Target Number, or Revised Target Number if the Dividend Threshold has not been met, by the average score for the Company under the Xxxxxxxx American Inc. Annual Incentive Award Program (such program, and any successor plan or program thereto, “AIAP”) for fiscal years 2016, 2017 and 2018; provided, however, that such three-year average score shall in no event be greater than 150%; and provided, further, that the value of the Earned Number of Performance Shares that vest as provided in Section 4 of this Agreement, and are paid as provided in Section 5 of this Agreement, shall not exceed any maximum limits set by the Board of Directors pursuant to its resolutions adopted on [February 4, 2016], or otherwise contained in the Plan.
(d) Notwithstanding anything in Section 3 of this Agreement to the contrary, in the event of a Change of Control prior to the end of the Performance Period, the “Change of Control Earned Number” shall be equal to the product of (i) the Target Number and (ii) the average of the following: (x) the score for the Company under the AIAP for each fiscal year of the Performance Period ending prior to the date of such Change of Control, and (y) a score of 100% for each fiscal year of the Performance Period ending after the d...
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. 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. 1. The scoring of the promotional process shall be based on a maximum of one hundred (100) points.
a. Written Exam 40 points b. Oral/Assessment 40 points c. Length of Service 10 points
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. 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. Each applicant shall receive a final score for placement on eligibility lists, which score shall be based on:
(1) The written examination phase, which phase shall constitute fifty percent (50%) of the final score; and
(2) Workshop phase, which phase shall constitute fifty percent (50%) of the final score; An applicant shall be shown his or her scores upon written request.
Scoring. For the rank of Corporal/Detective the eligibility list shall be calculated as follows:
