Yearly Evaluation Sample Clauses

Yearly Evaluation. The Superintendent shall annually evaluate the performance of the Assistant Superintendent. This evaluation shall be based on the position’s job description and any mutually agreed upon District goals and objectives, which shall be jointly developed by the Superintendent and the Assistant Superintendent.
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Yearly Evaluation. 1. All criteria, including total school performance, for the annual evaluation of teachers shall be contained on a single form approved by the Superintendent of Schools.
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Yearly Evaluation a. The performance of all teachers is presumed to be satisfactory until there is evidence to the contrary gathered in accordance with these procedures.
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Yearly Evaluation. Each year we will sit down to discuss progress and goals. At that time, you should remember totell me if you are unhappy with any aspect of your experience as a graduate student in this lab. Remember that I am your advocate, as well as your advisor. I will be able to help you with any problems you might have with other students, professors, or staff. Similarly, we should discuss any concerns that you have with respect to my role as your advisor. If you feel you need more guidance, I am interfering too much with your work, you would like tomeet with me more often, etc. please tell me during this time. At the same time, I will tell you if I am satisfied with your progress and if you are on track to graduate by your targetdate. It will be my responsibility to explain to you any deficiencies so that you can take steps to address them.
Sample 1
Yearly Evaluation. The Board shall discuss on an as-needed basis its working relationship with the Superintendent and his job performance, including a mid-year verbal discussion each school year. The Superintendent shall work with the Board to develop a time line for each year’s evaluation process. At least once a year and normally during the month of June a portion of a Board meeting shall be devoted to (1) formal criteria to be used to evaluate the Superintendent, (2) an oral and written evaluation of the Superintendent’s performance, (3) a review of the Superintendent’s salary and benefits, and (4) discussion of goals and objectives for each year of this Agreement. This shall include goals for the Superintendent’s first year of employment by the District. Nothing in this Agreement shall preclude the Board from evaluating the Superintendent more than one time per year. Among other criteria, the evaluation shall be based upon the job description and any mutually agreed upon goals and objectives. The evaluation shall, at a minimum, assess Superintendent’s performance as it relates to: the duties and responsibilities of the position, this Agreement, the job description, the annual goals and objectives established by the Board and Superintendent, and applicable law and Board Policy. The evaluation format shall also contain, at a minimum, the following evaluation areas as they relate to the aforementioned assessment criteria: • relationship with the Governing Board • relationship with the community • curriculum and instruction leadership • business and operations services leadership • staff and personnel relationships • personal qualities and development • educational results, as available • overall educational leadership
Sample 1
Yearly Evaluation. The Board shall devote a portion of at least two (2) meetings annually to discuss and evaluate the performance and working relationship between the Superintendent and the Board. The evaluation of the Superintendent shall be based on the duties of the position, the job description (if any) and any mutually agreed upon District goals and objectives, which shall be jointly developed by the Superintendent and the Board. The Board may conduct more than one formal written evaluation each school year.
Sample 1
Yearly Evaluation. The Board shall evaluate the Superintendent's performance at least annually during the term of this Agreement and more frequently at the Board's discretion. The Board shall continue to use the current Board evaluation format for the Superintendent's evaluation, unless the Board and Superintendent jointly agree upon a different process and evaluation method pursuant to Board policy 2140. Each year of the Agreement, the Board and Superintendent shall establish by mutual agreement the Superintendent's performance objectives and benchmarks for the next school year. Performance and objectives as outlined in the timetable listed below shall be put in writing no later than October 15th, and shall be based on the duties and responsibilities set forth in this Agreement: September 1 No later than September 1 of each year, Superintendent and Board establish performance goals and evaluation criteria. December 15 No later than December 15 of each year, Superintendent and Board meet for closed session review of the Superintendent's performance, effectiveness and progress toward achievement of the objectives jointly established for that school year. Modifications to those performance objectives may occur from time to time as parties may agree and shall be put in writing by the Superintendent. A summary of the midyear discussion(s) may also be put in writing by the Board. March 30 No later than March 30 of each year, Superintendent and Board meet for another closed session review of the Superintendent's performance, effectiveness and progress toward achievement of the objectives jointly established for that school year. Modifications to those performance objectives may occur from time to time as parties may agree and shall be put in writing by the Superintendent. A summary of the midyear discussion(s) may also be put in writing by the Board. June 15 No later than June 15 of each year, the Superintendent notifies the Board of its evaluation responsibilities; provides the Board with copies of this Agreement and the Superintendent's current performance objectives; and schedules a meeting for the Superintendent and Board to review the Board's completed written evaluation of the Superintendent. June 1 to July 31 Board meets to prepare evaluation, then entire Board or Board subcommittee meets with Superintendent to deliver evaluation. At Superintendent's or Board's request, Superintendent and Board will meet in closed session to discuss the evaluation process or the evaluation ...
Sample 1
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Yearly Evaluation. The Board shall discuss on an as-needed basis its working relationship with the Superintendent and her job performance, including a mid-year verbal discussion each school year which at the Board discretion may be followed up with a written narrative of that discussion. The Superintendent shall inform the Board of the evaluation dates provided in this Agreement and shall work with the Board to develop a time line for each year's evaluation process. At least once a year and normally during the month of March a portion of a Board meeting shall be devoted to (1) formal criteria to be used to evaluate the Superintendent, (2) an oral and written evaluation of the Superintendent's performance, (3) a review of the Superintendent's salary and benefits, and (4) discussion of goals and objectives for the succeeding year. Nothing in this Agreement shall preclude the Board from evaluating the Superintendent more than one time per year. Among other criteria, the evaluation shall be based upon the job description and any mutually agreed upon goals and objectives. At the end of the first evaluation cycle, the Board of Education or Superintendent may amend the aforementioned evaluation process upon mutual agreement.
Sample 1
Yearly Evaluation. The Superintendent shall evaluate the performance of the Assistant Superintendent. This evaluation shall be based on the duties of the position, the job description, and any mutually agreed upon District goals and objectives, which shall be jointly developed by the Superintendent and the Assistant Superintendent. The evaluation shall normally occur before or during May of each year; however, during the last year of this Agreement, the evaluation shall occur before or during April. At the conclusion of the evaluation process, the Superintendent shall determine, in writing, on the evaluation form, whether or not the evaluation is “satisfactory” or “unsatisfactory” so that a clear and affirmative recommendation is made to the Board regarding the Assistant Superintendent’s entitlement to a step increase in accordance with section 2 of this Agreement. At the conclusion of each annual evaluation, the parties agree to discuss an extension of the contract, salary, and any other items of mutual interest.
Sample 1

Related to Yearly Evaluation

  • 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.

  • 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.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

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