Subjective Factors Sample Clauses

Subjective Factors. The maximum bonus or liquidated damages capable of being earned by or assessed against Operator in the Subjective Factors category of the AFAA in any Project Year shall be Thirty-One Thousand Two Hundred Fifty and 00/100 Dollars ($31,250.00). The Subjective Factors category of the AFAA depends solely upon Owner's subjective evaluation of Operator's overall performance of its obligations and services rendered hereunder. Subject to Owner's sole and complete discretion, Owner shall evaluate Operator's performance with respect to various qualitative factors, which, for illustrative purposes only and not by way of limitation, may include: frequency of insurance claims and increases in related insurance costs, community and public relations, compliance with permits and easements, safety and environmental records, turn-over of personnel, development of apprentice programs, personnel management relevant to Urban Enterprise Zone criteria, timeliness of response to and handling of events of Force Majeure, working relationship with Owner and Lender, professionalism, profitability of the Facility and overall handling and care of the Facility. Periodically but no more often than every three (3) months during each Project Year, Owner shall deliver to Operator a list of the various qualitative factors to be used by Owner in its subjective evaluation of Operator's performance for the remainder of such Project Year. Based on Owner's subjective evaluation of Operator's performance during a Project Year, Owner shall, in Owner's sole and complete discretion, either award Operator a bonus of up to Thirty-One Thousand Two Hundred Fifty and 00/100 Dollars ($31,250.00) or assess Operator liquidated damages of up to Thirty-One Thousand Two Hundred Fifty and 00/100 Dollars ($31,250.00) under the Subjective Factors category of the AFAA for such Project Year.
Sample 1
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Subjective Factors. The Subjective Factors shall include: (a) resident/family satisfaction; (b) program director retention; (c) succession planning; (d) regulatory compliance; (e) innovation in services, products and procedures and such other factors as Executive and the President and Chief Executive Officer shall agree upon. Specific goals for the year-end assessment of these factors ("STANDARDS OF PERFORMANCE") will be proposed by Executive not later than January 10, 2001, for review and appraisal of the President and Chief Executive Officer. Executive's monthly management report shall highlight progress or problems encountered in their pursuit. The determination of Executive's achievement of the Subjective Factors shall be made at the discretion of the President and Chief Executive Officer based upon his assessment of Executive's accomplishments regarding these Factors. In performing this review, the President and Chief Executive Officer will include Executive's self-appraisal of Executive's performance as communicated in the regular monthly management reports and a year-end report which shall be due by January 30, 2002. Exhibit 10.23 EXHIBIT "B" FORM OF SEPARATION AGREEMENT AND RELEASE This Separation Agreement and Release ("AGREEMENT") is made and entered into as of this _____ day of ______________, ______, by and between Assisted Living Concepts, Inc. and one or more of its Affiliates (collectively, "COMPANY"), and ______________________ ("EMPLOYEE") in order to provide the terms and conditions of Employee's termination of employment, to fully and completely resolve any and all issues that Employee may have in connection with Employee's employment with Company or the termination of that employment, and to promote an amicable long-term relationship between Company and Employee. In consideration of the mutual promises and conditions contained herein, the parties agree as follows:
Sample 1
Subjective Factors. The factors which have direct impact to air travelers and can be decided by air travelers are categorized as subjective factors. The segmentation of subjective factors is listed below: Air travelers’ characteristics: Air travelers’ gender, age, education background, occupation and income can directly influence the air travelers’ behavior. For example, high income groups are less elastic to ticket fare, instead, income in relatively low groups are more elastic to ticket fare. Travel purpose: Air travelers may have different travel behavior depend on different travel purpose. Even same air traveler’ can have different travel behavior for different travel purposes. Psychological factors of air travelers: Since different air travelers have different psychological characteristics, air travelers may have different travel behavior. Economist travelers prefer to low cost aviation products, for the travelers who have showing off personal psychology, they may choose well-known airline or first class cabins to denote status.
Sample 1

Related to Subjective Factors

  • Performance Factors (a) Each party will notify the other party of the existence of a Performance Factor, as soon as reasonably possible after the party becomes aware of the Performance Factor. The Notice will: describe the Performance Factor and its actual or anticipated impact; include a description of any action the party is undertaking, or plans to undertake, to remedy or mitigate the Performance Factor; indicate whether the party is requesting a meeting to discuss the Performance Factor; and address any other issue or matter the party wishes to raise with the other party. (b) The recipient party will provide a written acknowledgment of receipt of the Notice within 7 Days of the date on which the Notice was received (“Date of the Notice”). (c) Where a meeting has been requested under paragraph 7.2(a)(3), the parties agree to meet and discuss the Performance Factors within 14 Days of the Date of the Notice, in accordance with the provisions of section 7.3.

  • Performance Measure Grantee will adhere to the performance measures requirements documented in

  • Performance Criteria The Performance Criteria are set forth in Exhibit A to this Agreement.

  • Performance Measures The System Agency will monitor the Grantee’s performance of the requirements in Attachment A and compliance with the Contract’s terms and conditions.

  • Project Goals The schedule, budget, physical, technical and other objectives for the Project shall be defined.

  • Ongoing Performance Measures The Department intends to use performance-reporting tools in order to measure the performance of Contractor(s). These tools will include the Contractor Performance Survey (Exhibit H), to be completed by Customers on a quarterly basis. Such measures will allow the Department to better track Vendor performance through the term of the Contract(s) and ensure that Contractor(s) consistently provide quality services to the State and its Customers. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MFMP or on the Department's website).

  • ADJUSTMENT FACTORS The Contractor will perform any or all Tasks in the Construction Task Catalog for the Unit Price appearing therein multiplied by the following Adjustment Factors. See the General Terms and Conditions for additional information.

  • Performance Measurement The Uniform Guidance requires completion of OMB-approved standard information collection forms (the PPR). The form focuses on outcomes, as related to the Federal Award Performance Goals that awarding Federal agencies are required to detail in the Awards.

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • PERFORMANCE OBJECTIVES 4.1 The Performance Plan (Annexure A) sets out- 4.1.1 the performance objectives and targets that must be met by the Employee; and 4.1.2 the time frames within which those performance objectives and targets must be met. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include key objectives; key performance indicators; target dates and weightings. 4.2.1 The key objectives describe the main tasks that need to be done. 4.2.2 The key performance indicators provide the details of the evidence that must be provided to show that a key objective has been achieved. 4.2.3 The target dates describe the timeframe in which the work must be achieved. 4.2.4 The weightings show the relative importance of the key objectives to each other. 4.3 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

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