Staffing and Human Resources Recruitment, Selection, and Evaluation Sample Clauses

Staffing and Human Resources Recruitment, Selection, and Evaluation. Building principals will attend job fairs through local universities in order to identify and make connections with education departments and possible future teachers. Instructional staff are state licensed or are working on obtaining alternative licensure. There is a mix of experienced and new staff members, which allows the new staff to draw on the experiences and wisdom of the older staff. As new leadership and/or operations positions become available, SCS looks internally at qualified staff members who could efficiently and effectively perform within the required parameters of the position. The instructional staff members are evaluated by the supervising principal yearly. Other informal evaluation “walk-throughs” are done throughout the time the contract is in place. The staff members are evaluated in the following four areas: organization, creating an environment for student learning, teaching for student learning, and teaching professionalism. After completion of each formal evaluation, the principal will review the evaluation and discuss it with the teacher. The teacher-evaluation policy aligns with the Standards for the Teaching Profession, as set forth in state law. SCS currently participates in the Ohio Teacher Evaluation System to evaluate teachers and follows the procedures as set forth in law. Each evaluation will result in an effectiveness rating of accomplished, proficient, developing, or ineffective. An effectiveness rating is based on the following two categories: (1) teacher performance and (2) student-growth measures. Of the evaluation, 50 percent will be attributed to teacher performance and 50 percent will be attributed to multiple measures of student growth. Ratings of teacher performance and student-growth measures shall be combined to reach the summative teacher-effectiveness rating. The board shall annually submit to the Ohio Department of Education, in accordance with Ohio Department of Education guidelines, the number of teachers assigned an effectiveness rating, aggregated by the teacher-preparation programs from which and the years in which the teachers graduated. Calculating Teacher Performance Teacher performance is evaluated during the two cycles of formal observations and periodic classroom walk-throughs. Of the effectiveness rating, 50 percent will be attributed to teacher performance through a holistic process based upon the Ohio Standards for the Teaching Profession and training for credentialed evaluators. Teachers who ...
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Related to Staffing and Human Resources Recruitment, Selection, and Evaluation

  • Program Monitoring and Evaluation (c) 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.”

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  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T.

  • Monitoring and Evaluation a. The AGENCY shall expeditiously provide to the COUNTY upon request, all data needed for the purpose of monitoring, evaluating and/or auditing the program(s). This data shall include, but not be limited to, clients served, services provided, outcomes achieved, information on materials and services delivered, and any other data required, in the sole discretion of the COUNTY, that may be required to adequately monitor and evaluate the services provided under this Contract. Monitoring shall be performed in accordance with COUNTY’S established Noncompliance Standards, a copy of which is attached hereto and incorporated by reference as Attachment “C”.

  • COUNTY’S QUALITY ASSURANCE PLAN The County or its agent will evaluate the Contractor’s performance under this Contract on not less than an annual basis. Such evaluation will include assessing the Contractor’s compliance with all Contract terms and conditions and performance standards. Contractor deficiencies which the County determines are severe or continuing and that may place performance of the Contract in jeopardy if not corrected will be reported to the Board of Supervisors. The report will include improvement/corrective action measures taken by the County and the Contractor. If improvement does not occur consistent with the corrective action measures, the County may terminate this Contract or impose other penalties as specified in this Contract.

  • Supervision and Evaluation The Dutch educational institution and the internship employer will both appoint internship supervisors who will be responsible for supervising the intern. If problems arise, the two internship supervisors will contact each other. There will be an interim evaluation and a final evaluation. The parties will agree on what shape these evaluations will take. At the end of the internship, the Dutch educational institution will require a report from the intern. The requirements of the report will be known by the student before the internship begins. The internship employer will be presented with a copy of this report. The internship employer will present the intern with an evaluation of his/her internship.

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

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  • Labour Management Relations Committee 20.01 The parties recognize that a forum for ongoing discussions during the term of the Agreement can promote more harmonious labour relations between them.

  • Evaluation and Comparison of Tenders 2.24.1 The Procuring entity will evaluate and compare the tenders which have been determined to be substantially responsive, pursuant to paragraph 2.22

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