Who Makes Evaluations Sample Clauses

Who Makes Evaluations. A. Evaluation of a unit member shall be done by: 1. The person who has been the unit member's immediate management representative and/or; 2. The immediate management representative(s) who has/have been directly responsible for assigning work to the unit member for sixty (60) days or more during the rating period, even though the unit member may have left his position before the end of the rating period. Evaluations are to be considered confidential and are not to be discussed outside of the evaluation process by the evaluator or other Office of Education unit members. B. In all cases in which the unit member has both an immediate management representative and other personnel directly responsible for assigning work to the affected unit member, all such persons should be included in recommendations for the evaluation ratings and remarks. No bargaining unit member shall be responsible for completing the evaluation document to the extent that it requires exercise of his or her independent judgment. No evaluations shall be based solely upon hearsay statements. Any "below standard" rating shall include specific recommendations for improvement and provisions for assisting the unit member in implementing any recommendations made.
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Who Makes Evaluations. Each immediate supervisor under whom the unit member has served sixty (60) workdays or more during any rating period shall provide a performance evaluation, even though the unit member may have left his/her control. Each unit member shall be informed in writing of the name of his/her immediate supervisor and of the next level supervisor within thirty
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Who Makes Evaluations. 12.2.1 Each immediate supervisor under whom the unit member has served for 60 working days or more during the rating period shall provide a performance evaluation, even though the unit member may have left his/her control.
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Who Makes Evaluations. 7 Each administrator/supervisor is responsible for the evaluation of employees under their 8 direct supervision.
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Who Makes Evaluations. 2 Each immediate supervisor is responsible for the evaluation of employees under their direct 3 supervision.
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Who Makes Evaluations. Each immediate supervisor under whom the employee has served for 60 working days or more during the rating period shall provide a performance evaluation, even though the employee may have left his/her control. A. Probationary employees shall normally be evaluated twice during the initial probationary period, which is six months or 130 days of paid services, whichever is longer. Permanent employees shall be evaluated annually until employee has received three consecutive years of satisfactory evaluations, and then evaluated once every two years.
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Who Makes Evaluations. Each immediate supervisor under whom a permanent employee has served for 60 working days or more during the rating period shall provide a performance evaluation, even though the employee may have left his/her control.
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Who Makes Evaluations. Each immediate supervisor under whom the employee has served for 60 working days or more during the rating period shall provide a performance evaluation, even though the employee may have left his/her supervision. Performance evaluation reports shall be made on forms prescribed by the district and shall be prepared by the employee's immediate supervisor. The form shall be reviewed by the next higher supervisor. Any conduct not directly observed by the evaluator will be investigated first by the evaluator before being placed in the evaluation. Any negative evaluation shall include a specific recommendation for improvement. The immediate supervisor will present and discuss the performance evaluation report with the employee. The evaluation form shall be signed by the employee to indicate receipt, and will receive a signed copy. Performance evaluation reports will be filed in the employee's personnel records and shall be available for review by the employee. All personnel files shall be kept in confidence and shall be available for inspection only to other employees and officials of the district when actually necessary in the proper administration of the district affairs or the supervision of the employee. If a permanent employee should receive an unsatisfactory performance evaluation, not meeting district standards, he/she shall be given a written plan to improve his/her evaluation to meet district standards. The plan shall outline what the employee must do to meet the district standards including a meeting with their immediate supervisor, explaining what must be done by said employee to meet the standards. The supervisor will maintain communications with the employee regarding his/her performance.
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Related to Who Makes Evaluations

  • 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.

  • 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. 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. 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?

  • Student Evaluations Student evaluations shall be completed by the end of the 12th week of the Fall semester.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • 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.

  • 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.

  • FINANCIAL EVALUATION (a) The financial bid shall be opened of only those bidders who have been found to be technically eligible. The financial bids shall be opened in presence of representatives of technically eligible bidders, who may like to be present. The institute shall inform the date, place and time for opening of financial bid. (b) Arithmetical errors shall be rectified on the following basis. If there is a discrepancy between the unit price and total price that is, the unit price shall prevail and the total price shall be corrected by the Institute. If there is a discrepancy between words and figures, the lesser amount shall be considered as valid. If the Supplier does not accept the correction of the errors, his bid shall be rejected. (c) The AIIMS Jodhpur does not bind himself to accept the lowest bid or any bid and reserves the right of accepting the whole or any part of the bid or portion of the job offered; and the bidder shall provide the same at the rates quoted. The AIIMS Jodhpur reserves the right to reject any or all offers received in response to tender or cancel or withdraw the tender notice without assigning any reason, whatsoever.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order. (b) The technical evaluation committee may call the responsive bidders for discussion or presentation to facilitate and assess their understanding of the scope of work and its execution. However, the committee shall have sole discretion to call for discussion / presentation. (c) Financial bids of only those bidders who qualify the technical criteria will be opened provided all other requirements are fulfilled. (d) AIIMS Jodhpur shall have right to accept or reject any or all tenders without assigning any reasons thereof.

  • Final Evaluation IC must submit a final report and a project evaluation to the Arts Commission within thirty (30) days after the completion of the Services. Any and all unexpended funds from IC must be returned to City no later than sixty (60) days after the completion of the Services.

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