Self-Evaluations Sample Clauses

Self-Evaluations. When an Adjunct/Associate Professor teaches at least once per year, they may be asked to complete a self-evaluation.
Sample 1Sample 2Sample 3See All (7)
AutoNDA by SimpleDocs
Self-Evaluations. At least once per academic year, all non-tenured faculty members shall prepare individual self-evaluations. The individual self-evaluations shall address the following eight areas:
Sample 1Sample 2Sample 3See All (5)
Self-Evaluations. The faculty will write self-evaluations in response to student assessments every other year and submit the self-evaluations to the Division Xxxx’x office by the end of the quarter in which the faculty receives the assessment results.
Sample 1
Self-Evaluations. Tenured faculty members shall submit a self-evaluation to their supervising administrator no later than the last contractual workday in May. Such self-evaluation shall report on professional activities outlined in the Self-Evaluation Form. The self-evaluation may be submitted once every three academic years for faculty members at rank of Distinguished Professor. In years when a Distinguished Professor does not submit a self-evaluation, the Administrative Evaluation outlined in Section 9.3.A. is optional.
Sample 1
Self-Evaluations. Suppliers may periodically be asked to complete a self-evaluation form (i.e. Supplier Self- Assessment Survey). Exceptions to this requirement are those Suppliers that are managed through performance meetings. The performance meetings may be held on a month, semi-annual or annual basis.
Sample 1
Self-Evaluations. Probationers will evaluate themselves once per year. First (1st) year probationers will complete and submit a self-evaluation in either quarter two or quarter three of the tenure process, as agreed upon by their Tenure Review Committees. Second (2nd) year probationers will complete and submit a self-evaluation prior to the quarter four meeting of the Tenure Review Committee. Third (3rd) year probationers will complete and submit a self-evaluation prior to the quarter seven meeting of the Tenure Review Committee. Probationers are encouraged to contact the office of Planning and Effectiveness to identify and obtain data that will be useful in the self-evaluation process.
Sample 1

Related to Self-Evaluations

  • TEACHER EVALUATIONS The School Board and the Association recognize that evaluation of the staff is a vital function of the District. A Teacher Evaluation Review Committee consisting of six teachers, including two elementary, two middle school, and two high school teachers appointed by the Twin Falls Education Association; an elementary administrator, a middle school administrator, and an high school administrator appointed by the Twin Falls School District Administration; and three district office administrators to include the Elementary Director, the Secondary Director and the Director of Support Services. The appointment of the members of the committee will be made on or before October 1st of each year. An administrator from the district and a member appointed by the Association will co-chair the committee. The committee will meet at the call of the co-chairs. The Professional Practice portion of the evaluation will be conducted by a member of the building administrative team. The building administrator will meet individually with the teacher before the end of first quarter to discuss goals and the evaluation tool. The evaluation shall include a minimum of two (2) documented observations annually, with at least one (1) observation being completed by January 1 of each year. Teachers on the professional/advanced professional rung of the career ladder will have at least one

  • Re-evaluation a) When a job has moved to a higher group as a result of re-evaluation, the resulting rate shall be retroactive from the date that Management or the employee has applied to the Plant Job Review Committee for re-evaluation.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and xxxx them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. No response TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Yes - No Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • Focused Evaluation The Focused Evaluation is used when a teacher is not evaluated using the Comprehensive Evaluation process, and will include evaluation of one of the eight state criteria (student growth impact required). If a non-provisional teacher has scored at Proficient or higher the previous year, they may be moved to Focused Evaluation. The teacher may remain on the Focused Evaluation for five (5) years before returning to the Comprehensive Evaluation. The teacher or the evaluator can initiate a move from the Focused to the Comprehensive Evaluation. A decision to move a teacher from a Focused to a Comprehensive Evaluation must occur by December 15.

  • Formal Evaluations The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.

  • 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.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!