Annual Merit Review. In addition to review for renewal, NTT Librarian Faculty, as all instructional staff, including tenure-track faculty, must be evaluated annually according to Article VIII: Merit Evaluation. These evaluations of performance will take the form of standard, faculty review procedures. The Xxxx of the Library is responsible for annual evaluation of the NTT Librarian Faculty member for librarianship, teaching or teaching-related activities, and professional development, according to library criteria. Library criteria for merit must be developed by library faculty and be approved by them, and by the Library Xxxx and Xxxxxxx. The official library criteria must include the date of librarian faculty approval. Evaluations will be kept on file as one basis for decisions regarding reappointment. The general criteria for annual review for merit (salary) raises of NTT Librarian Faculty are shown below, but the specific criteria will be developed by Library Xxxx. Librarianship, teaching or teaching-related activities, and professional development 80% Service to the librarian faculty member’s profession, FHSU, and the community, apportioned by agreement between the faculty member and Library Xxxx. 10% Scholarship 10%
Annual Merit Review. In addition to review for renewal, NTT faculty, like all instructional staff including tenure-track faculty, must be evaluated annually according to Article VIII: Merit Evaluation. These evaluations of performance will take the form of standard faculty review procedures. The chair of the department is responsible for annual evaluation of the NTT faculty member for teaching, service and scholarship according to department criteria. Departmental/unit criteria for merit must be developed by departmental/unit faculty and be approved by them, and the departmental/unit chair, xxxx, and xxxxxxx. The official department criteria must include the date of faculty approval. Since NTT faculty have responsibility primarily for teaching, peer review by senior faculty should be utilized by the department chair. Evaluations will be kept on file as one basis for decisions regarding reappointment. The general criteria for annual review for merit (salary) raises of NTT faculty are shown below, but the specific criteria will be developed by department faculty and may vary depending on department and college needs. Teaching and teaching-related activities and professional development 70% Service to the faculty member’s profession, FHSU and the community 20% Scholarship 10%
Annual Merit Review. Annually, on or before December 25th of ------------------- each year, Employer will conduct an annual review of Employee's performance under this Agreement and, if deemed appropriate, implement adjustments to this Section 3 for the following year.
Annual Merit Review. Annually, on or before January 25th of ------------------------ each year, Employer will conduct an annual review of Employee's performance under this Agreement and, if deemed appropriate, implement adjustments to this Section 3 for such year. (g) Liability as an Officer. Employee will be covered by any ---------------------------- directors and officers insurance policy procured by Employer. Employee shall also be entitled to the indemnification set forth in Employer's Bylaws with respect to actions taken by officers and directors of Employer.
Annual Merit Review. (a) A nurse who is below the maximum step of the salary schedule is eligible to progress to the next higher step, effective with the pay period beginning one (1) year (exclusive of leaves of absence) after the nurse’s last step increase or transfer which resulted in salary adjustment, provided that the nurse’s annual performance evaluation indicates continued performance satisfactory to the Hospital during the prior year. Per diem nurses are eligible for such a step increase after the completion of one thousand (1000) hours of service or one (1) year after the nurse’s last step increase or transfer which resulted in salary adjustment, whichever is longer. A nurse who does not receive an annual step increase because of job performance will be entitled to grieve the appropriateness of the denial.
Annual Merit Review
