Times for Evaluation Sample Clauses

Times for Evaluation. (a) Type B Teaching Faculty employees will be evaluated every three (3) years after completion of their probationary period. Type B Non-Teaching Faculty and Type A Staff employees will be evaluated every two years after completion of their probationary period. When two consecutive evaluations (including the final probationary evaluation) have been satisfactorily completed, the employee may request to waive the next regularly scheduled evaluation; such a request will not be unreasonably denied. When warranted by circumstances and with notification to the FSA, the Employer may evaluate on an annual basis. An employee can request an evaluation sooner than the next regularly scheduled evaluation. It is the Employer’s responsibility to ensure that evaluations are carried out. (b) All new appointees to Type A Staff positions will be evaluated twice during their probationary period. The first of such evaluations will occur no later than six (6) months after the initial appointment. (c) All Type A and Type C Staff Employee will be evaluated prior to the date on which any notice is due under the reappointment provisions of Articles 12.1 (Type A Staff Appointments), 12.2 (Type C Staff Appointments), and 12.12 (Transfers, Promotions or Bumping to a Different Position). (d) All Type B Faculty will be evaluated prior to the date on which any notice is due under the reappointment provisions of Article 12.6. (e) Limited Term and Sessional Instructors shall be evaluated in each semester during the probationary period. Non-probationary Limited Term and Sessional Instructors shall be evaluated every three years for courses for which there is a successful evaluation on file and will be evaluated in each new course to which they have been appointed. (f) Type C and Type D Staff employees shall be evaluated in all positions in each of the two probationary years. Non-probationary Type C and Type D employees will be evaluated every two years in positions for which there is a successful evaluation on file; and will be evaluated in each new position to which they have been appointed. The evaluation as a whole will be handled by the appropriate exempt supervisor.
Sample 1Sample 2Sample 3See All (13)
AutoNDA by SimpleDocs
Times for Evaluation. (1) Employees will be evaluated every two years after completion of their probationary period. The employer reserves the right to evaluate on an annual basis and an employee can request an evaluation sooner than the two-year period. It is the Employer’s responsibility to ensure that evaluations are carried out. (2) All new appointees to staff positions will be evaluated twice during their probationary period. The first of such evaluations will occur no later than six (6) months after the initial appointment. (3) An employee will be evaluated at least one (1) month prior to the date on which any notice is due under the reappointment provisions of Articles 14.2, 14.3, and 14.4 (Staff Appointments, Faculty and Director Appointments and Reappointments, Transfers, Promotions or Bumping to a Different Position). All teaching faculty on probation, trial periods, or the last year of a continuing appointment with term will be evaluated by the end of March. (4) An employee may request evaluation at any time, and that request shall be granted by the employer. However, such requests may not occur more than twice (2 times) in any one (1) contract year. (5) Regular Part-time Faculty shall be evaluated in at least two semesters during the probationary period.
Sample 1
Times for Evaluation. (a) Employees will be evaluated at least annually, except by mutual consent of both employee and employer. (b) All new appointees to staff positions will be evaluated twice during their probationary period. The first of such evaluations will occur no later than six (6) months after the initial appointment. (c) An employee will be evaluated at least one (1) month prior to the date on which any notice is due under the reappointment provisions of Articles 14.2, 14.3, and 14.4 (Staff Appointments, Faculty and Director Appointments and Reappointments, Transfers, Promotions or Bumping to a Different Position). All teaching faculty on probation, trial periods, or the last year of a continuing appointment with term will be evaluated at least two (2) months prior to the end of the classes for the teaching year. (d) An employee may request evaluation at any time, and that request shall be granted by the employer. However, such requests may not occur more than twice (2 times) in any one (1) contract year. (e) Regular Part-time Faculty shall be evaluated in at least two semesters during the probationary period.
Sample 1
Times for Evaluation. (a) Employees will be evaluated every two years after completion of their probationary period. The employer reserves the right to evaluate on an annual basis and an employee can request an evaluation sooner than the two-year period. It is the Employer’s responsibility to ensure that evaluations are carried out. (b) All new appointees to staff positions will be evaluated twice during their probationary period. The first of such evaluations will occur no later than six (6) months after the initial appointment. (c) An employee will be evaluated at least one (1) month prior to the date on which any notice is due under the reappointment provisions of Articles 12.1 (Type A Staff Appointments), 12.2 (Type C Staff Appointments) and 12.10 (Transfers, Promotions or Bumping to a Different Position). (d) All teaching faculty on probation, trial periods, or the last year of a continuing appointment with term will be evaluated by the end of March. (e) An employee may request evaluation at any time, and that request shall be granted by the employer. However, such requests may not occur more than twice (2 times) in any one (1) contract year. (f) Sessional Instructors shall be evaluated in at least two semesters during the probationary period.
Sample 1
Times for Evaluation. Employees will be evaluated every two years after completion of their probationary period. The employer reserves the right to evaluate on an annual basis and an employee can request an evaluation sooner than the two-year period. It is the Employer's responsibility to ensure that evaluations are carried out. All new appointees to staff positions will be evaluated twice during their probationary period. The first of such evaluations will occur no later than six (6) months after the initial appointment. An employee will be evaluated at least one (1) month prior to the date on which any notice is due under the reappointment provisions of Articles (Type A Staff Appointments), (Type C Staff Appointments) and (Transfers, Promotions or Bumping to a Different Position). All teaching faculty on probation, trial periods, or the last year of a continuing appointment with term will be evaluated by the end of March.
Sample 1

Related to Times for Evaluation

  • Responsibility for Evaluation Within each school the Principal will be responsible for the evaluation of employees assigned to that school. Evaluation will be made by the Principal or a qualified administrator. An employee assigned to more than one school will be evaluated by the Principal of the school in which the employee is assigned for the greater amount of time, with input provided by the Principal of the other school. Any Principal or person charged with the responsibility of evaluation of employees may involve other staff and students in the process if acceptable to the certificated teacher being evaluated.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Written Evaluation The Superintendent in consultation with the Board shall review and assess the Administrator’s performance on or before February 1 of each year. The Administrator shall be formally evaluated in writing annually by the Superintendent on or before February 1 of each year. The evaluation shall include a description of the Administrator’s duties and responsibilities and the standards to which the Administrator is to perform. It shall consider the Administrator’s specific duties, responsibilities, management and competence as an Administrator; specify the Administrator’s strengths and weaknesses with supporting reasons; align with research based standards established by the Illinois State Board of Education and use data and indicators on student growth as a significant factor in rating performance. The evaluation shall also consist of a review of the Administrator’s progress toward meeting established professional, student performance and academic goals set forth in Appendix A and a review of the Administrator’s leadership and management performance relative to his current assignment. The written evaluation shall be signed by both the Superintendent and the Administrator. The Administrator may respond to the evaluation in writing and such response shall be attached to and included in the Administrator’s personnel file.

  • 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.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

  • BID EVALUATION The Commissioner reserves the right to accept or reject any and all Bids, or separable portions of Bids, and waive technicalities, irregularities, and omissions if the Commissioner determines the best interests of the State will be served. The Commissioner, in his/her sole discretion, may accept or reject illegible, incomplete or vague Bids and his/her decision shall be final. A conditional or revocable Bid which clearly communicates the terms or limitations of acceptance may be considered, and Contract award may be made in compliance with the Bidder’s conditional or revocable terms in the Bid.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Requirements for E- Bidders 3.1. For Individual/ Joint E-Bidders, the following documents shall be uploaded during online registration; 3.1.1. Copy of Identification Documents (both sides) 3.1.2. Evidence of deposit payment 3.2. For Agent acting for Individual/ Joint Online Bidders, the following documents shall be uploaded during online registration; 3.2.1. Copy of Identification Documents (both sides) of Individual/ Joint Online Bidder 3.2.2. Copy of Identification Documents (both sides) of Agent 3.2.3. Copy of letter of authorization to bid 3.2.4. Evidence of deposit payment 3.3. For Company, the following documents shall be uploaded during online registration: 3.3.1. Copy of Identification Documents (both sides) of the representative. 3.3.2. Copy of letter of authorization to bid under the Company’s Letter Head 3.3.3. Form 24; Form 44; Form 49 (or their equivalent forms under the Companies Act 2016)

  • Formal Evaluation All formal evaluations of personnel shall be conducted openly and with full knowledge of the employee concerned by an administrator or supervisor of the District.

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Williamson County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following: A. Problems, delays, adverse conditions which may materially affect the ability to meet the objectives of an applicable Work Authorization or any Supplemental Work Authorization related thereto, or preclude the attainment of Project Engineering Services units by established time periods; and such disclosure shall be accompanied by statement of actions taken or contemplated, and County assistance needed to resolve the situation, if any; and B. Favorable developments or events which enable meeting goals sooner than anticipated in relation to an applicable Work Authorization’s or any Supplemental Work Authorization related thereto.

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