Evaluation System. The parties agree that the purpose of an evaluation system is to ensure the quality of job performance and to inform decisions regarding reappointment and promotion in rank.
Evaluation System. If the applicable Order specifies that an Evaluation System is made available to Customer then, subject to Customer’s compliance with this Agreement and Exasol’s Evaluation System Terms and Conditions, and payment of any applicable Fees as set forth in the Order, Exasol grants to Customer a revocable non-exclusive, non-sublicensable and non-transferable license, limited by a specified time and place as set forth in the Order, to use the Evaluation System within the Licensed Capacity solely for evaluating whether Customer wishes to purchase a commercial license for the Software. The Evaluation System Terms and Conditions are available at xxxxx://xxx.xxxxxx.xxx/portal/display/EXA/Terms+and+Conditions and are hereby incorporated by reference and made a part of this Agreement.
Evaluation System a. The Director may implement a performance evaluation system. The Guild shall be provided notice and an opportunity to bargain changes to the system impacting a mandatory subject of bargaining.
Evaluation System. The Board and the W.E.A. agree that the primary purpose of an employee evaluation system is to improve instruction and facilitate the professional growth of the individual.
Evaluation System. 11.7.1 A four (4) point scale, which parallels the CCSNH grading system, shall be used to evaluate each of the five criteria established within the “General Qualifications for Promotion.” Scoring shall be as follows: Criteria Point Scale Cumulative Teaching Effectiveness 60% x 0-4 points 0.00 - 2.40 Academic Contributions 10% x 0-4 points 0.00 - 0.40 Service to Students 10% x 0-4 points 0.00 - 0.40 Service to Inst. & Comm. 10% x 0-4 points 0.00 - 0.40 Professional Develop. 10% x 0-4 points 0.00 - 0.40 0-.99 = Below average or do not recommend 1-1.99 = Average or recommend with reservation 2-2.99 = Good or recommend with confidence 3-4 = Excellent or strongly recommend
Evaluation System. The State Board of Education recognizes the importance of evaluating teachers for the purposes of rewarding excellence; improving the quality of instruction students receive; improving student learning; strengthening professional proficiency, including identifying and correcting deficiencies; and informing employment decisions. Each teacher will be evaluated according to Ohio Revised Code and the Evaluation Framework, which is aligned with the Standards for the Teaching Profession adopted under state law (ORC 3319.111 and 3319.112). Each teacher will be evaluated using the multiple factors set forth in the State Board of Education’s teacher- evaluation framework. The evaluation factors are weighted as 50 percent for student growth measures and 50 percent for teacher performance. Student academic growth will be measured through multiple measures that must include value-added scores on evaluations for teachers, where value-added scores are available. The board of directors may administer assessments chosen from the ODE’s assessment list for teachers of subjects where value-added scores are not available and/or local measures of student growth using state- designed criteria and guidance. Using a rubric—a guide for criteria—teachers will be rated as either accomplished, proficient, developing, or ineffective. The teacher’s performance rating will be combined with the results of student growth measures to produce a summative evaluation rating. Teachers with above- expected levels of student growth will develop a professional-growth plan and may choose their credentialed evaluator for the evaluation cycle. Teachers with expected levels of student growth will develop a professional-growth plan collaboratively with the credentialed evaluator and will have input on their credentialed evaluator for the evaluation cycle. Teachers with below-expected levels of student growth will develop an improvement plan with their credentialed evaluator. The administration will assign the credentialed evaluator for the evaluation cycle and approve the improvement plan. Additionally, the board of directors will include in its evaluation policy procedures for using the evaluation results for retention and promotion decisions and for removal of poorly performing teachers. Seniority will not be the basis for teacher-retention decisions, except when deciding between teachers who have comparable evaluations. The board will also provide for the allocation of financial resources to suppor...
Evaluation System. The College will implement a teacher evaluation process for unit adjunct faculty members that supports professional growth towards the goal of excellence in teaching and learning.
Evaluation System. The teacher evaluation system shall be based upon the demonstration of the California Standards of the Teaching Profession.
Evaluation System. A. Purpose: The purpose of evaluation is to ensure optimal student learning through the improvement of instruction, to help individuals achieve greater effectiveness in contractual duties, to support ongoing professional growth, and to provide a systematic, transparent and fair evaluation of performance. A determination of the efficiency and effectiveness of the teaching staff is a critical factor in the overall operations of the District. The Board evaluates teachers in accordance with State law and the standards-based statewide teacher evaluation framework adopted by the State Board of Education. The Board evaluates counselors in accordance with State law and the Ohio School Counselor Evaluation System.
Evaluation System. When a written report of a classroom observation or an evaluation is prepared, a copy of the written report shall concurrently be provided to the adjunct faculty member. The adjunct faculty member shall acknowledge receipt of such copy by signing it for the file but such acknowledgement shall not signify anything other than receipt of the material. Should the adjunct faculty member refuse to sign the written report, the Vice President or his designee shall write on the written report that the adjunct faculty member refused to sign, date it and sign his/her name to the written report. A copy of the written signed report shall be maintained in the adjunct faculty member’s personnel file in the Human Resources office. An adjunct faculty member shall have the right to respond to a classroom observation or an evaluation placed in his/her personnel file by submitting such response in writing within fourteen (14) calendar days of the filing of the original material. Such response shall be attached to the file copy.
