Supervisor’s Evaluation. The immediate supervisor shall prepare an evaluation of the employee’s job performance and work habits. The immediate supervisor shall identify the positive attributes displayed by the employee. “
Supervisor’s Evaluation. The score of the employee’s last supervisor evaluation immediately preceding the creation of the promotion eligibility list shall be considered in accordance with section 11.2. Only those supervisor evaluations which have been validated by the outside testing firm may be used in the promotional process.
Supervisor’s Evaluation. Performance evaluation by the Board (in relation to the CEO) or by the CEO (in relation to all other Executive Officers who report to the CEO and are not members of the Board). The evaluation may address criteria that are not financial, including the long-term contribution of the Executive Officer and his or her long-term performance and other non-measurable criteria. Non-measurable criteria that may be considered include, among others: contribution to the Company’s business; profitability and stability; the need to attract or retain an Executive Officer with skills, know-how or unique expertise; the responsibility imposed on an Executive Officer; changes that occurred in the responsibility imposed on an Executive Officer during the year; performance satisfaction, including assessing the degree of involvement of an Executive Officer and devotion of efforts in the performance of his or her duties; assessment of the ability of an Executive Officer to work in coordination and cooperation with other employees; and contribution to an appropriate control environment and ethical environment. For the CEO, the scope of this discretionary component may be up to three (3) months’ salary. For other Executive Officers, the scope of this component may be up to 100% of the total target Annual Bonus, if so determined by the Compensation Committee and the Board. 2 For the purpose of the above, operating income/loss may be measured on a non-GAAP basis, for example after neutralizing depreciation and amortization, changes in allocations for lost and doubtful accounts, expenses with respect to equity-based compensation, and the effect of one-time events. DocuSign Envelope ID: 22BDBD4C-7EA9-4655-9425-2C39E2311B34
Supervisor’s Evaluation. As the immediate supervisor, you will be asked to evaluate the student in several categories. The specific evaluation form will be mailed to you approximately one month prior to the end of the semester. Please take the time to discuss your evaluation with the student before the work period is complete.
Supervisor’s Evaluation. Read each of the performance criteria and definitions carefully. Understand the general scope, principle and detail of each category before an attempt is made to make your evaluation. Circle the appropriate rating and make the necessary comments that most accurately reflect and support your evaluation. Any rating in the lowest or the highest item of any category must be justified in the appropriate comment section. Use an attachment if more space is needed. Your evaluation must be objective in that it eliminates personal prejudices, bias, or favoritism. Disregard all general impressions when evaluating specific factors. All evaluations must be based on demonstrated performance and observed characteristics - not on anticipated or assumed performance. Use factual records, including performance standards, whenever possible. Evaluate the employee on performance throughout the entire evaluation period. Do not evaluate on single accomplishments or failures or most recent performance. Do not confuse performance with seniority. An employee with a short service record may be doing a more effective job than an employee with longer service. Rating Terms: Unsatisfactory(US) Needs Improvement (NT) Satisfactory (SA) Exceeds Expectations (EE) Outstanding (OS)
Supervisor’s Evaluation. After each annual or triennial evaluation meeting, the xxxx or supervising administrator will provide a written summary providing formative feedback on what the faculty member is doing well and any suggestions for improvement. A draft of this summary will be provided to the faculty member for review before being included with other documentation collected under Article 800. The summary may be adjusted by mutual agreement, or the faculty member may attach a separate written response. Both the xxxx or supervising administrator and the faculty member will sign the final summary to acknowledge completion of this process. 808 ADDITIONAL EVALUATIONS Either the academic employee or the appropriate supervising administrator may request evaluative input from advisory committees, employers and other members of the community.
Supervisor’s Evaluation. The supervisor will review the multiple sources of data listed in Section 9.2.4 of this Article and complete the Supervisor’s Evaluation Form (Form 2) (See Appendix C) for all annual contract faculty.
Supervisor’s Evaluation. All research activity will be recorded in a hardcover bound lab book using a format for the entries that will be provided and demonstrated in the first 2 weeks. A draft of the final report should be submitted for feedback at or before 10 weeks of work has been completed with the final version due no later than 1 week after the 12 weeks of work has been completed. The format for the report is given in the Bioc 3620 prospectus. See the supervisor’s evaluation form for the aspects of the student’s performance to be considered in the final evaluation.
Supervisor’s Evaluation. The Supervisor will prepare a written performance evaluation of the employee, including, but not limited to, the following criteria:
Supervisor’s Evaluation. Performance evaluation by the Board (in relation to the CEO) or by the CEO (in relation to all other Executive Officers who report to the CEO and are not members of the Board). The evaluation may address criteria that are not financial, including the long-term contribution of the Executive Officer and his or her long-term performance and other non-measurable criteria. Non-measurable criteria that may be considered include, among others: contribution to the Company’s business; profitability and stability; the need to attract or retain an Executive Officer with skills, know-how or unique expertise; the responsibility imposed on an Executive Officer; changes that occurred in the responsibility imposed on an Executive Officer during the year; performance satisfaction, including assessing the degree of involvement of an Executive 2 For the purpose of the above, operating income/loss may be measured on a non-GAAP basis, for example after neutralizing depreciation and amortization, changes in allocations for lost and doubtful accounts, expenses with respect to equity-based compensation, and the effect of one-time events. DocuSign Envelope ID: 17DEE07E-A5D1-4BBD-BAE5-76CF0EB7DF5D
