Rating Factors and Weights Sample Clauses

Rating Factors and Weights. All examinations shall be impartial and shall relate to those matters which will test the candidate’s ability to discharge the duties of the position to be filled. The placement of employees on the preliminary promotion lists shall be based on the points achieved by the employee on promotion examinations consisting of the following four (4) components weighted as specified: 1. Written Examinations % Weight 60
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Rating Factors and Weights. All examinations shall be impartial and related to those matters which test the candidates’ ability to discharge the duties of the position being filled. The placement of employees on promotional eligibility registers shall be based on the points achieved by the employee on the promotional examinations consisting of the following components and weights as specified, provided that final scores will be calculated and rounded out to the hundredths decimal place (two decimal places):
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Rating Factors and Weights. All examinations shall be impartial and shall relate to those matters which will test the candidate’s ability to discharge the duties of the position to be filled. The placement of employees on the promotional list shall be based on the points achieved by the employee on promotional examinations consisting of the following three (3) components weighted as specified, followed by seniority points and military preference credit as described in subsequent paragraphs of this Article: Written Examination. 40% Department Merit Review. 20% Assessment Center. 40% The order of the administration of the test shall be department merit review, written examination and assessment center. The written test shall not be administered until the Department Merit Review is posted.
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Rating Factors and Weights. All examinations shall be impartial and shall relate to those matters that will test the candidate’s ability to discharge the duties of the position to be filled. The placement of employees on promotional lists shall be based on the points achieved by the employee on promotional examinations consisting of the following components weighted as specified: Percentage Weights Lie ute nant Captain Battalion Chie f 1. Promotional Potential Rating (PPR) 10% 10% 15% 2. Oral Interview 10% 10% 0% 3. Assessment Center 15% 20% 30%
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Rating Factors and Weights. The placement of employees on promotional lists shall be based on the points achieved by each employee on the promotional examinations consisting of the following four (4) components weighted as specified:
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Rating Factors and Weights. Candidates for promotion to the rank of Driver and Lieutenant shall be determined based upon the following factors and weights:
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Rating Factors and Weights. 799 All examinations shall be impartial and shall relate to those matters which will test the 800 candidate’s ability to discharge the duties of the position to be filled. The placement of 801 employees on promotional lists shall be based on the points achieved by the employee on 802 promotional examinations consisting of the following components in the following order 803 (Sec. 35 paragraph A of The Act) weighted as specified: 804 Component Percentage Weighting Lieutenant Seniority 7% Fire Chief’s Points 3% Ascertained Merit 20% Promotional Potential Rating 5% BPFC Oral Interview 15% Assessment Center 15% Written Examination 35% 805 806 If a candidate wishes to withdraw from the promotional process before the completion of all 807 the components of the promotional process, the candidate shall so advise the Fire Chief in 808 writing. 809 810 D. Test Components 811 812 1. 813 814 2. 815 816 817 818 819 820 3. 821 822 823 824 Written Examinations As per Section 35 of the Act Seniority Points Seniority points shall be computed as of the date of the written examination. Points shall be awarded on the following basis: one-half a point (.5) for each year of service in a sworn position on the Wheaton Fire Department up to a maximum of twenty –five (25) years. Ascertained Merit A maximum of ten (10) points can be earned (e.g., 10 points = 100) for ascertained merit which shall be earned based on the professional achievements listed below: Ascertained Merit for Lieutenant Promotions Criteria Point Value Bachelor’s Degree – Fire, EMS or Public Administration Related 3 Bachelor’s Degree – Any field of study 2 Associates Degree – Fire, EMS or Public Administration Related 2 Associates Degree – Any field of study 1 Minimum of 30 hours of college credit but no degree .5 Fire Officer II class attendance (For Lt Only) .5 points per class; maximum of 2.5 points Attendance at any course work at National Fire Academy in Emmetsburg, Maryland (minimum of 24 hour course) 1 point per class; maximum of 2 points University of Illinois FSI course (or equivalent) – 40 or more hour class (Does not include courses resulting in an OSFM certification covered elsewhere in this document). .5 points per class; maximum of 5 points University of Illinois FSI course (or equivalent) – classes of 17-39 hours (Does not include courses resulting in an OSFM certification covered elsewhere in this document). .25 points per class; maximum of 2.5 points University of Illinois FSI course (or equivalen...
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Related to Rating Factors and Weights

  • Performance Rating Describes the Educator’s performance on each performance standard and overall. There shall be four performance ratings:  Exemplary: the Educator’s performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district-wide.  Proficient: the Educator’s performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory.

  • Evaluation Rating The final summative evaluation level that is assigned to a teacher based on the holistic review of all Evaluation Factors, observed during the Evaluation Cycle. The rating shall be “accomplished”, “skilled”, “developing”, or “ineffective”. The final rating shall not be weighted in such a way that one (1) domain or component of the evaluation system has a higher importance than another, except that any area marked N/A shall not negatively impact the evaluation rating.

  • 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:

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  • Mitigating Factors The Contractor had a Trafficking in Persons compliance plan or an awareness program at the time of the violation, was in compliance with the plan, and has taken appropriate remedial actions for the violation, that may include reparation to victims for such violations.

  • PERFORMANCE MEASUREMENTS Upon a particular Commission’s issuance of an Order pertaining to Performance Measurements in a proceeding expressly applicable to all CLECs generally, BellSouth shall implement in that state such Performance Measurements as of the date specified by the Commission. Performance Measurements that have been Ordered in a particular state can currently be accessed via the internet at xxxx://xxxx.xxxxxxxxx.xxx. The following Service Quality Measurements (SQM) plan as it presently exists and as it may be modified in the future, is being included as the performance measurements currently in place for the state of Tennessee. At such time that the TRA issues a subsequent Order pertaining to Performance Measurements, such Performance Measurements shall supersede the SQM contained in the Agreement. BellSouth Service Quality Measurement Plan‌ (SQM) Tennessee Performance Metrics Measurement Descriptions Version 2.00 Issue Date: July 1, 2003 Introduction

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Performance Measurement Satisfactory performance of this Contract will be measured by:

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  • Performance Measures and Metrics This section outlines the performance measures and metrics upon which service under this SLA will be assessed. Shared Service Centers and Customers will negotiate the performance metric, frequency, customer and provider service responsibilities associated with each performance measure. Measurements of the Port of Seattle activities are critical to improving services and are the basis for cost recovery for services provided. The Port of Seattle and The Northwest Seaport Alliance have identified activities critical to meeting The NWSA’s business requirements and have agreed upon how these activities will be assessed.

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