Annual Performance Reviews. Performance reviews shall be conducted on an individual basis at least once throughout each calendar year. Any Employee who has not had her/his review completed (with the person to whom she/he directly reports on a day-to-day basis) by 30 September in each calendar year shall advise that person in order to make mutually convenient arrangements for the review to be completed before the end of the calendar year. Wherever possible the Employee shall be advised in writing of the outcome of the performance review within one month of the review taking place.
Annual Performance Reviews a. Department Chairpersons shall annually review the performance of faculty members in their departments or units. In schools without Chairs, this review shall be carried out by the Xxxx or his/her designee, who will be another administrator holding faculty status. Although the faculty member bears the responsibility of demonstrating his or her achievement and potential in matters of reappointment, promotion and tenure, Chairs, Deans or Directors have a responsibility to con- tribute to the professional development of the faculty member by communicating to that person their regular assessment of performance, progress and areas of strength and those in need of im- provement.
Annual Performance Reviews a. Department Chairpersons shall annually review the performance of faculty members in their departments or units. In schools without Chairs, this review shall be carried out by the Xxxx or his/her designee, who will be another administrator holding faculty status. Although the faculty member bears the responsibility of demonstrating his or her achievement and potential in matters of reappointment, promotion and tenure, Chairs, Deans or Directors have a responsibility to contribute to the professional development of the faculty member by communicating to that person their regular assessment of performance, progress and areas of strength and those in need of improvement. The annual review will include a report of annual activities by the faculty member and a review of such materials along with student evaluations by the Chairperson or, in schools without Chairs, by the Xxxx or his/her designee. The review will result in a written evaluation of the faculty member's performance and this evaluation shall serve as the basis for the Xxxx’x decision regarding performance increases along with the factors listed in Article 18. At the initiative of the faculty member, performance evaluation may make reference to relevant accomplishments for which no percentage of effort is recorded on the workload form. The Chair/Xxxx’x designee shall seek and incorporate input of the applicable administrator of any secondary units as described in Section 2 of this Article.
Annual Performance Reviews. All approved guidelines shall be distributed to all faculty to whom they apply and must be included in the dossier of every candidate for second reappointment of tenure-track faculty, promotion and/or tenure. One copy of all approved department and college or school guidelines will also be sent to the Union. Where external review is required, a copy of the guidelines shall also be sent to any external evaluators. The Union will be provided the opportunity to review and comment on any changes in University- wide forms used in the RPT process or the annual performance review process or any other form related to the evaluation of faculty. Department Chairpersons/Xxxx designees who annually review the performance of faculty members in their departments may recommend reappointment, promotion and tenure to the Xxxx for eligible faculty. Consideration for promotion and/or tenure in cases where such consideration is not otherwise mandated is required upon request of the individual faculty member, except that a Lecturer cannot seek “early” promotion to the rank of Senior Lecturer. Assistant Professors and Associate Professors may request “early” consideration for promotion and/or tenure only once.
Annual Performance Reviews. Executive’s job performance shall be reviewed annually by the Board. In conjunction with such annual performance review process, Executive will be eligible for salary increases, cash bonus awards (the bonus target is set forth under Section 5 above) and additional stock option awards, which will be subject to Company policy and vesting terms. Salary increases, cash bonuses and stock option awards will be determined by the Board in its sole discretion based on the overall performance of Opnext as well as Executive’s individual performance. Stock options, salary increases and bonuses are awarded at the discretion of the Board.
Annual Performance Reviews. (a) The Contractor acknowledges that the State may conduct an annual performance review of the Contractor’s performance during each Operation Year, which will include consideration of:
Annual Performance Reviews. The MMS, CSLC, and DOGGR will coordinate annual performance reviews, seeking to ensure all three agencies are present to discuss with the operator of the full spectrum of performance-related issues.
Annual Performance Reviews. The performance of each regularly scheduled employee covered by this Agreement shall be reviewed in writing by Cornish College at least once each academic year. Evaluation meetings with the Dance Musicians accompanying College-only classes will take place no later than the last of College classes. Evaluation meetings with Dance Musicians accompanying Preparatory Dance classes will take place no later than the Tuesday following student demonstrations.
Annual Performance Reviews. Executive’s job performance shall be reviewed annually by the Board. In conjunction with such annual performance review process, Executive will be eligible for salary increases, annual bonus awards commencing with the Company’s 2013 fiscal year (the bonus target is set forth under Section 5 above) and stock options or other equity-based awards, which will be subject to Company policy and vesting terms. Salary increases, annual bonuses and stock options or other equity-based awards are awarded at the discretion of the Board or the Compensation Committee of the Board and will be determined by the Board or the Compensation Committee of the Board in its sole discretion based on the overall performance of Opnext as well as Executive’s individual performance.
Annual Performance Reviews i. The WIEB Executive Director will work closely with the EIM-BOSR Chair and Vice- Chair to evaluate the performance of WIEB employees that provide staff support to the EIM-BOSR.
