Cumulative Progress Evaluations Sample Clauses

Cumulative Progress Evaluations. All cumulative progress evaluations shall be completed during the same semester as the annual performance evaluation. Beginning with the second year of employment, an employee who is eligible for tenure and/or promotion to the rank of associate professor shall receive a cumulative progress evaluation, to inform the employee of his or her progress toward tenure and/or promotion. In subsequent years, such an employee shall receive a cumulative progress evaluation to inform the employee of his or her progress towards tenure. The cumulative progress evaluation is intended to provide assistance and counseling to candidates to help them to qualify themselves for tenure and/or promotion. Separate cumulative progress evaluations shall be provided by the tenured faculty members of the department/unit (excluding the chair/head and ▇▇▇▇). For cumulative evaluations of progress towards promotion to professor, only tenured professors participate in the tenured faculty member’s evaluation. If the department or unit has fewer than three tenured faculty or tenured professors, as appropriate, the ▇▇▇▇ may increase the committee membership to three using tenured faculty or tenured professors, as appropriate, from other departments or units. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the cumulative progress evaluation which were not resolved in previous discussions with the evaluator.
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Cumulative Progress Evaluations. (a) Beginning with the second year of employment, Assistant Professors eligible for consideration for promotion to Associate Professor shall be apprised of their progress toward promotion. For example, employees hired Fall 2012 or Spring 2013 will receive their first cumulative progress evaluation in Spring 2014. The appraisal shall be included as a separate component of the annual evaluation and is intended to provide assistance and counseling to candidates to help them to qualify themselves for promotion. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the promotion appraisal which were not resolved in previous discussions with the evaluator. (b) Other employees who are eligible for promotion may, at their option and upon written request, be similarly apprised of their progress toward promotion.
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Cumulative Progress Evaluations. Beginning in the second year of employment, employees eligible for consideration for promotion to the rank of associate professor and/or tenure shall be informed annually of their progress toward promotion and/or tenure. Each year’s cumulative progress evaluation shall build upon prior cumulative progress evaluations so that an employee’s progress toward tenure and/or promotion in a given year will be viewed in the context of attainments over the entire tenure and/or promotion earning period. The cumulative progress evaluations are intended to provide an accurate assessment of cumulative performance as leading to attainment of promotion and/or tenure.
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Cumulative Progress Evaluations. 747 (a) Policy. Tenure earning or tenured employees eligible for consideration for promotion to the rank of 748 associate professor and/or tenure shall be informed annually of their progress toward promotion and/or 749 tenure. Each year’s cumulative progress evaluation shall build upon prior cumulative progress evaluations so 750 an employee’s progress toward tenure and/or promotion in a given year will be viewed in the context of 751 attainments over the entire tenure and/or promotion earning period. Employees eligible for promotion to 752 professor shall be similarly apprised of their progress toward promotion at least once prior to submitting 753 their promotion dossier. The cumulative progress evaluations are intended to provide an accurate 754 assessment of cumulative performance as leading to attainment of promotion and/or tenure, and to 755 provide assistance and counseling to candidates to help them qualify themselves for tenure and/or 756 promotion.
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Cumulative Progress Evaluations. (1) Progress toward the promotion to the rank of associate professor with tenure will be assessed based on professional performance of teaching, research, and service, and the likelihood of future contributions at or exceeding current levels of performance. (2) Progress toward tenure for tenure earning associate professors will be assessed based on the professional performance of teaching, research, and service, and the likelihood of future contributions at or exceeding current levels of performance. (3) Progress toward tenure for tenure earning professors will be assessed based on the professional performance of teaching, research, and service, the achievement of national and/or international prominence, evidence of advancing their field of study, and the likelihood of future contributions at or exceeding current levels of performance. (4) If requested by the employee, progress toward the rank of professor will be assessed based on the professional performance of teaching, research, and service, the achievement of national and/or international prominence, evidence of advancing their field of study, and the likelihood of future contributions at or exceeding current levels of performance.
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Cumulative Progress Evaluations. (a) Beginning with the second year of employment, tenure earning Assistant Professors eligible for consideration for promotion to Associate Professor shall be apprised of their progress toward promotion. For example, employees hired in Fall 2019 or Spring 2020 will receive their first cumulative progress evaluation in Spring 2021. The appraisal shall be included as a separate component of the annual evaluation and is intended to provide assistance and counseling to candidates to help them to qualify themselves for promotion. Tenured employees eligible for consideration for promotion to Professor shall be apprised of their progress toward promotion at least once prior to submitting their promotion dossier. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the promotion appraisal which were not resolved in previous discussions with the evaluator. (b) Other employees who are eligible for promotion may, at their option and upon written request, be similarly apprised of their progress toward promotion. 1034 1035 1036 1037 1038 1039 1040 1041 1042 1043 1044 1045 1046 1047 1048 1049 1050 1051 1052 1053 1054 1055 1056 1057 1058 1059 1060 1061 1062 1063 1064 1065 1066 1067 1068 1069 1070 1071 1072 1073 1074 1075 1076 1077 1078 1079 1080
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Cumulative Progress Evaluations. (a) Policy. EmployeesTenure earning or tenured employees eligible for consideration for promotion to the rank of associate professor and/or tenure shall be informed annually of their progress toward promotion and/or tenure. Each year’s cumulative progress evaluation shall build upon prior cumulative progress evaluations so an employee’s progress toward tenure and/or promotion in a given year will be viewed in the context of attainments over the entire tenure and/or promotion earning period. Employees eligible for promotion to professor may, at their option and upon written request,shall be similarly apprised of their progress toward promotion. at least once prior to submitting their promotion dossier. The cumulative progress evaluations are intended to provide an accurate assessment of cumulative performance as leading to attainment of promotion and/or tenure, and to provide assistance and counseling to candidates to help them qualify themselves for tenure and/or promotion..
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Cumulative Progress Evaluations. (a) Beginning with the second year of employment, tenure earning Assistant Professors eligible for consideration for promotion to Associate Professor shall be apprised of their progress toward promotion.. For example, employees hired in Fall 20122019 or Spring 20132020 will receive their first cumulative progress evaluation in Spring 20142021. The appraisal shall be included as a separate component of the annual evaluation and is intended to provide assistance and counseling to candidates to help them to qualify themselves for promotion.. Tenured employees eligible for consideration for promotion to Professor shall be apprised of their progress toward promotion at least once prior to submitting their promotion dossier. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the promotion appraisal which were not resolved in previous discussions with the evaluator. (b) Other employees who are eligible for promotion may, at their option and upon written request, be similarly apprised of their progress toward promotion.
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Cumulative Progress Evaluations 
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Related to Cumulative Progress Evaluations

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Williamson County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following: A. Problems, delays, adverse conditions which may materially affect the ability to meet the objectives of an applicable Work Authorization or any Supplemental Work Authorization related thereto, or preclude the attainment of Project Engineering Services units by established time periods; and such disclosure shall be accompanied by statement of actions taken or contemplated, and County assistance needed to resolve the situation, if any; and B. Favorable developments or events which enable meeting goals sooner than anticipated in relation to an applicable Work Authorization’s or any Supplemental Work Authorization related thereto.

  • 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.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her 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 ▇▇-▇▇-▇▇▇, 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.

  • Student Evaluations Student evaluations shall be completed by the end of the 12th week of the fall semester.