Annual Written Evaluation Sample Clauses

Annual Written Evaluation. The Board shall evaluate the Superintendent in writing each year of this Agreement. This evaluation shall be based on this Agreement, the duties of the position, the job description, if any, and mutually agreed upon goals and objectives.
Sample 1See All (4)
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Annual Written Evaluation. The Superintendent shall evaluate the Assistant Superintendent of Educational Services in writing each year of this Agreement. This evaluation shall be based on this Agreement, the duties of the position, the job description, if any, and progress made on the mutually agreed upon goals and objectives.
Sample 1
Annual Written Evaluation. The Board shall evaluate the Interim Superintendent each fiscal year of this Agreement. The evaluation shall be based on this Agreement, the duties of the position, the job description, if any, and mutually agreed upon goals and objectives. If either the Board or the Interim Superintendent request the evaluation to be written, the evaluation will be provided in written form. If both agree to a verbal evaluation process, the evaluation may be delivered verbally.
Sample 1
Annual Written Evaluation. Each employee shall receive an annual written evaluation in a report conference with their evaluator no later than June 5th. Within five (5) days of the report conference and discussion, the employee may submit signed comments concerning their evaluation report, which comments shall be attached to the report in the personnel file. For any employee who received an unsatisfactory rating in any evaluation criterion a Plan of Assistance shall be established for the next school year by the end of September of the following school year. The Plan of Assistance shall be established by the evaluator with input from the employee. In the event an employee grieves an alleged violation, misinterpretation, misapplication, unfair application or summation, or non-application of these evaluative criteria and procedures, the District shall not be precluded from establishing probation during the pending of such grievance.
Sample 1
Annual Written Evaluation. Each employee shall receive an annual written evaluation in a report conference with their evaluator no later than June 5th. Within five (5) days of the report conference and discussion, the employee may submit signed comments concerning their evaluation report, which shall be attached to the report in the personnel file.
Sample 1
Annual Written Evaluation. The Board shall evaluate the Superintendent in writing each year of this Agreement. The evaluation shall be based on this Agreement, the duties of the position, policy goals for the District, and other goals and objectives established by the Board. The Board shall establish the evaluation instrument and metrics by which to evaluate the Superintendent. The initial annual evaluation shall be completed by October 1, 2018 and, in each subsequent year by October 1, unless otherwise agreed to by the Board and the Superintendent. At the conclusion of each year's evaluation, the Board shall state, in writing, on the Superintendent's evaluation form, whether or not the evaluation is "positive", if approved by a majority of votes, so that a clear and affirmative decision is made regarding the Superintendent's entitlement to the CPI salary increase specified in section 2.b.
Sample 1
Annual Written Evaluation a. At the April Board meeting, individual evaluation forms established pursuant to Article VI.C. above, shall be distributed to the Board for completion.
Sample 1
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Related to Annual Written 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 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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. No response 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. Yes - No 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?

  • Re-evaluation a) When a job has moved to a higher group as a result of re-evaluation, the resulting rate shall be retroactive from the date that Management or the employee has applied to the Plant Job Review Committee for re-evaluation.

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