{"component": "clause", "props": {"groups": [{"snippet_links": [{"key": "the-parties-agree-that", "type": "clause", "offset": [0, 22]}, {"key": "purpose-of", "type": "clause", "offset": [27, 37]}, {"key": "to-ensure", "type": "clause", "offset": [62, 71]}, {"key": "job-performance", "type": "clause", "offset": [87, 102]}, {"key": "promotion-in-rank", "type": "clause", "offset": [155, 172]}], "snippet": "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.", "samples": [{"hash": "kCOQ02D2V7W", "uri": "/contracts/kCOQ02D2V7W#evaluation-system", "label": "Collective Bargaining Agreement", "score": 26.6180939755, "published": true}, {"hash": "f0yWGceERlR", "uri": "/contracts/f0yWGceERlR#evaluation-system", "label": "Collective Bargaining Agreement", "score": 24.4747351603, "published": true}, {"hash": "2cdBJSKbjxi", "uri": "/contracts/2cdBJSKbjxi#evaluation-system", "label": "Collective Bargaining Agreement", "score": 24.1704312115, "published": true}], "size": 9, "hash": "90fcebb55d35e58330ae7e3240ca465d", "id": 1}, {"snippet_links": [{"key": "the-director", "type": "clause", "offset": [3, 15]}, {"key": "performance-evaluation-system", "type": "clause", "offset": [32, 61]}, {"key": "opportunity-to-bargain", "type": "clause", "offset": [105, 127]}, {"key": "changes-to-the-system", "type": "clause", "offset": [128, 149]}, {"key": "subject-of", "type": "clause", "offset": [172, 182]}, {"key": "the-performance", "type": "clause", "offset": [198, 213]}, {"key": "based-on", "type": "clause", "offset": [242, 250]}, {"key": "related-to", "type": "clause", "offset": [261, 271]}, {"key": "an-employee", "type": "clause", "offset": [272, 283]}, {"key": "work-assignments", "type": "definition", "offset": [297, 313]}, {"key": "the-employee", "type": "definition", "offset": [315, 327]}, {"key": "at-the-time", "type": "clause", "offset": [329, 340]}, {"key": "subsequent-revisions", "type": "clause", "offset": [364, 384]}, {"key": "the-standards", "type": "definition", "offset": [418, 431]}, {"key": "the-evaluation-process", "type": "clause", "offset": [446, 468]}, {"key": "to-submit", "type": "definition", "offset": [549, 558]}, {"key": "written-response", "type": "clause", "offset": [561, 577]}], "snippet": "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.\nb. The performance evaluation system should be based on standards related to an employee's individual work assignments. The employee, at the time of hiring and with any subsequent revisions, will sign an acknowledgement of the standards to be used in the evaluation process.\nc. The performance evaluation system provides the employee with an opportunity to submit a written response to the contents of his/her evaluation.", "samples": [{"hash": "kiVuaJkhJJW", "uri": "/contracts/kiVuaJkhJJW#evaluation-system", "label": "Collective Bargaining Agreement", "score": 26.6363947154, "published": true}, {"hash": "d8ArroGp35x", "uri": "/contracts/d8ArroGp35x#evaluation-system", "label": "Collective Bargaining Agreement", "score": 26.5816473638, "published": true}, {"hash": "g6ucwo41HxA", "uri": "/contracts/g6ucwo41HxA#evaluation-system", "label": "Collective Bargaining Agreement", "score": 25.7677883592, "published": true}], "size": 7, "hash": "c7ccd853a24f807fbb76531b9891c650", "id": 2}, {"snippet_links": [{"key": "applicable-order", "type": "definition", "offset": [7, 23]}, {"key": "to-customer", "type": "clause", "offset": [78, 89]}, {"key": "subject-to", "type": "definition", "offset": [96, 106]}, {"key": "compliance-with-this-agreement", "type": "clause", "offset": [118, 148]}, {"key": "evaluation-system-terms-and-conditions", "type": "definition", "offset": [162, 200]}, {"key": "payment-of", "type": "definition", "offset": [206, 216]}, {"key": "applicable-fees", "type": "clause", "offset": [221, 236]}, {"key": "customer-a", "type": "definition", "offset": [281, 291]}, {"key": "transferable-license", "type": "definition", "offset": [343, 363]}, {"key": "time-and-place", "type": "clause", "offset": [388, 402]}, {"key": "the-evaluation-system", "type": "clause", "offset": [437, 458]}, {"key": "licensed-capacity", "type": "definition", "offset": [470, 487]}, {"key": "commercial-license", "type": "definition", "offset": [548, 566]}, {"key": "the-software", "type": "clause", "offset": [571, 583]}, {"key": "available-at", "type": "definition", "offset": [632, 644]}, {"key": "incorporated-by-reference", "type": "clause", "offset": [723, 748]}], "snippet": "If the applicable Order specifies that an Evaluation System is made available to Customer then, subject to Customer\u2019s compliance with this Agreement and Exasol\u2019s 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 \u2587\u2587\u2587\u2587\u2587://\u2587\u2587\u2587.\u2587\u2587\u2587\u2587\u2587\u2587.\u2587\u2587\u2587/portal/display/EXA/Terms+and+Conditions and are hereby incorporated by reference and made a part of this Agreement.", "samples": [{"hash": "lyHiL0xg4kE", "uri": "/contracts/lyHiL0xg4kE#evaluation-system", "label": "Software License and Service Agreement", "score": 30.5150220596, "published": true}, {"hash": "4atlYX1kfCT", "uri": "/contracts/4atlYX1kfCT#evaluation-system", "label": "Software License and Service Agreement", "score": 30.1592319232, "published": true}, {"hash": "hDNQU7OsKe3", "uri": "/contracts/hDNQU7OsKe3#evaluation-system", "label": "Software License and Service Agreement", "score": 29.6616978492, "published": true}], "size": 6, "hash": "810f3b93648821a1726b62c53f7ce1b8", "id": 3}, {"snippet_links": [{"key": "the-board-and-the", "type": "clause", "offset": [0, 17]}, {"key": "purpose-of", "type": "clause", 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"type": "definition", "offset": [4226, 4240]}, {"key": "the-primary", "type": "clause", "offset": [4241, 4252]}, {"key": "performance-reviews", "type": "clause", "offset": [4264, 4283]}, {"key": "strengths-and-weaknesses", "type": "clause", "offset": [4310, 4334]}, {"key": "in-order-to", "type": "clause", "offset": [4335, 4346]}, {"key": "job-performance", "type": "clause", "offset": [4487, 4502]}, {"key": "description-of", "type": "definition", "offset": [4529, 4543]}, {"key": "good-time", "type": "definition", "offset": [4570, 4579]}, {"key": "employee-interest", "type": "clause", "offset": [4591, 4608]}, {"key": "future-goals", "type": "clause", "offset": [4613, 4625]}, {"key": "employees-in", "type": "clause", "offset": [4659, 4671]}, {"key": "further-training", "type": "clause", "offset": [4773, 4789]}, {"key": "additional-opportunities", "type": "clause", "offset": [4793, 4817]}, {"key": "in-addition-to", "type": "clause", "offset": [4819, 4833]}, {"key": "individual-job", "type": "clause", "offset": [4834, 4848]}, {"key": "job-descriptions", "type": "clause", "offset": [4911, 4927]}, {"key": "to-insure", "type": "clause", "offset": [4928, 4937]}, {"key": "changes-in", "type": "clause", "offset": [4969, 4979]}, {"key": "responsibilities-of", "type": "clause", "offset": [4995, 5014]}, {"key": "staff-performance", "type": "clause", "offset": [5095, 5112]}, {"key": "management-process", "type": "clause", "offset": [5161, 5179]}, {"key": "prior-to-the", "type": "clause", "offset": [5238, 5250]}, {"key": "meet-to-discuss", "type": "clause", "offset": [5318, 5333]}, {"key": "performance-expectations", "type": "clause", "offset": [5334, 5358]}, {"key": "purpose-and", "type": "clause", "offset": [5392, 5403]}, {"key": "agree-to", "type": "clause", "offset": [5641, 5649]}, {"key": "the-performance", "type": "clause", "offset": [5650, 5665]}, {"key": "end-of-the-year", "type": "definition", "offset": [5687, 5702]}, {"key": "provide-the", "type": "clause", "offset": [5728, 5739]}, {"key": "performance-appraisal", "type": "clause", "offset": [5764, 5785]}, {"key": "future-development", "type": "clause", "offset": [5812, 5830]}], "snippet": "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\u2019s 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\u2019s 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\u2014a guide for criteria\u2014teachers will be rated as either accomplished, proficient, developing, or ineffective. The teacher\u2019s 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 support PD. The superintendent and team leaders have been trained and certified in how to implement the Ohio Teacher Evaluation System (OTES). PCLC will conduct these evaluations annually for teachers and principals and use the data and results from evaluations to plan PD, drive budget development, and inform decisions for peer support, leadership assignments, promotions, and retention. Principals and peer-review coaches will be proficient in the administration of the evaluation tool, as demonstrated by reliability testing on rubric scoring of evaluators. The principal will be evaluated annually by the superintendent using the Ohio Principal Evaluation System (OPES). The superintendent will be evaluated annually using procedures and measures set forth by the board of directors. All other staff members will receive a Performance Planning and Assessment (PPA) review. The PPA process will accomplish the following: \u2022 Provide a documented means for the administrator and staff member to mutually establish and agree upon the staff member\u2019s identified benchmarks at the beginning of and during the school year \u2022 Provide a documented means for evaluating and communicating actual performance against identified benchmarks \u2022 Enhance the administrator\u2019s communication with the staff member regarding their individual identified benchmarks Any staff member who disagrees with her/his PPA rating may submit a rebuttal within thirty days of the evaluation. During PPA, the administrator will also consider the attainment of identified benchmarks, as well as the following: \u2022 Attendance, initiative, and effort \u2022 Knowledge of work \u2022 Attitude and willingness to help and learn \u2022 The quality of work \u2022 The conditions under which the employee works The primary reason for performance reviews is to identify employees\u2019 strengths and weaknesses in order to reinforce good habits and develop ways to improve weaker areas. This review also serves to make employees aware of and document how her/his job performance compares to the goals and description of his/her job. It is also a good time to discuss employee interest and future goals. PCLC is interested in assisting employees in their progress toward the achievement of personal as well as work-related goals\u2014perhaps recommending further training or additional opportunities. In addition to individual job-performance reviews, PCLC may periodically conduct reviews of job descriptions to insure that we are fully aware of any changes in the duties and responsibilities of each position and that these changes are recognized and adequately compensated. Staff performance reviews are part of a comprehensive performance-management process for which both the staff member and PCLC are responsible. Prior to the start of the school year, the staff member and superintendent will meet to discuss performance expectations. The superintendent explains the purpose and importance of each expectation. He/she should gain the staff member\u2019s commitment by seeking and developing the goals of the employee. Staff members are encouraged to make suggestions and recommendations so that they fully understand and agree to the performance expectations. At the end of the year, the superintendent will provide the employee with a written performance appraisal, and the two will discuss future development.", "samples": [{"hash": "dDwGN3sR7ON", "uri": "/contracts/dDwGN3sR7ON#evaluation-system", "label": "Renewal Contract", "score": 28.4914691015, "published": true}, {"hash": "g6THndKxWeX", "uri": "/contracts/g6THndKxWeX#evaluation-system", "label": "Renewal Contract", "score": 27.4895925671, "published": true}], "size": 3, "hash": "7fe17ba36c3824f2e6f86e1e05cc9fb6", "id": 5}, {"snippet_links": [{"key": "report-of", "type": "clause", "offset": [15, 24]}, {"key": "classroom-observation", "type": "clause", "offset": [27, 48]}, {"key": "a-copy-of-the", "type": "clause", "offset": [79, 92]}, {"key": "adjunct-faculty-member", "type": "clause", "offset": [146, 168]}, {"key": "receipt-of", "type": "clause", "offset": [215, 225]}, {"key": "by-signing", "type": "clause", "offset": [236, 246]}, {"key": "the-material", "type": "definition", "offset": [337, 349]}, {"key": "the-vice-president", "type": "clause", "offset": [420, 438]}, {"key": "personnel-file", "type": "definition", "offset": [679, 693]}, {"key": "human-resources-office", "type": "definition", "offset": [701, 723]}, {"key": "respond-to", "type": "definition", "offset": [775, 785]}, {"key": "in-writing", "type": "clause", "offset": [888, 898]}, {"key": "calendar-days", "type": "definition", "offset": [920, 933]}, {"key": "original-material", "type": "definition", "offset": [955, 972]}], "snippet": "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\u2019s 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.", "samples": [{"hash": "dROusGec6Qk", "uri": "/contracts/dROusGec6Qk#evaluation-system", "label": "Contractual Agreement", "score": 23.7665982204, "published": true}, {"hash": "cusMVFHljB0", "uri": "/contracts/cusMVFHljB0#evaluation-system", "label": "Contractual Agreement", "score": 22.7741273101, "published": true}], "size": 3, "hash": "a2f1c73d8c50c40cf1263597fdaaeb8d", "id": 6}, {"snippet_links": [{"key": "grading-system", "type": "clause", "offset": [57, 71]}, {"key": "qualifications-for-promotion", "type": "clause", "offset": [157, 185]}, {"key": "below-average", "type": "definition", "offset": [257, 270]}, {"key": "teaching-effectiveness", "type": "clause", "offset": [479, 501]}, {"key": "to-be-considered", "type": "clause", "offset": [502, 518]}, {"key": "minimum-score", "type": "clause", "offset": [541, 554]}, {"key": "for-teaching", "type": "clause", "offset": [562, 574]}, {"key": "the-designated", "type": "definition", "offset": [720, 734]}, {"key": "to-assistant-professor", "type": "clause", "offset": [761, 783]}, {"key": "to-associate-professor", "type": "clause", "offset": [808, 830]}, {"key": "associate-professor-to-professor", "type": "clause", "offset": [835, 867]}, {"key": "appeal-of-a-denial", "type": "clause", "offset": [882, 900]}, {"key": "the-grievance-process", "type": "clause", "offset": [940, 961]}, {"key": "article-vii", "type": "clause", "offset": [974, 985]}, {"key": "this-agreement", "type": "clause", "offset": [989, 1003]}], "snippet": "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 \u201cGeneral Qualifications for Promotion.\u201d Scoring shall be as follows: Criteria Point Scale Cumulative 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\n11.7.2 Candidates must receive a minimum of a 3.0 rating in Teaching Effectiveness to be considered for promotion. If the minimum score of 3.0 for Teaching Effectiveness is not achieved, candidates will be denied promotion.\n11.7.3 Candidates must meet the following cumulative scores for promotion to the designated faculty level. Instructor to Assistant Professor 2.7 Assistant Professor to Associate Professor 3.0 Associate Professor to Professor 3.4\n11.8.1 An appeal of a denial for promotion may be processed through the grievance process outlined in Article VII of this Agreement.", "samples": [{"hash": "lis2c7gcZCo", "uri": "/contracts/lis2c7gcZCo#evaluation-system", "label": "Collective Bargaining Agreement", "score": 26.1047227926, "published": true}, {"hash": "8yoMcqoMVu6", "uri": "/contracts/8yoMcqoMVu6#evaluation-system", "label": "Collective Bargaining Agreement", "score": 24.9534565366, "published": true}], "size": 2, "hash": "538da83104c0a26ee9fc95f3633f78e2", "id": 7}, {"snippet_links": [{"key": "agree-to", "type": "clause", "offset": [18, 26]}, {"key": "hay-group", "type": "definition", "offset": [39, 48]}, {"key": "job-evaluation-system", "type": "clause", "offset": [49, 70]}, {"key": "pay-range-assignments", "type": "clause", "offset": [105, 126]}, {"key": "this-agreement", "type": "clause", "offset": [138, 152]}, {"key": "the-city-will", "type": "clause", "offset": [157, 170]}, {"key": "job-descriptions", "type": "clause", "offset": [197, 213]}, {"key": "required-forms", "type": "definition", "offset": [236, 250]}, {"key": "evaluation-results", "type": "definition", "offset": [288, 306]}, {"key": "prior-to", "type": "definition", "offset": [386, 394]}, {"key": "the-consultant", "type": "definition", "offset": [439, 453]}, {"key": "the-individual", "type": "clause", "offset": [537, 551]}, {"key": "the-final", "type": "clause", "offset": [580, 589]}, {"key": "the-position", "type": "clause", "offset": [608, 620]}, {"key": "to-the-city", "type": "definition", "offset": [646, 657]}, {"key": "right-to", "type": "definition", "offset": [696, 704]}, {"key": "in-the-event-the", "type": "clause", "offset": [755, 771]}, {"key": "evaluation-services", "type": "clause", "offset": [809, 828]}, {"key": "the-cost", "type": "clause", "offset": [835, 843]}, {"key": "the-future", "type": "clause", "offset": [868, 878]}, {"key": "consulting-firm", "type": "clause", "offset": [923, 938]}, {"key": "change-in", "type": "clause", "offset": [1009, 1018]}, {"key": "job-evaluation-consultants", "type": "clause", "offset": [1019, 1045]}, {"key": "the-option", "type": "clause", "offset": [1056, 1066]}, {"key": "job-evaluation-process", "type": "clause", "offset": [1088, 1110]}], "snippet": "The City and MMEA agree to utilize the Hay Group job evaluation system for placing a position within the Pay Range Assignments section of this Agreement.\na. The City will submit the new or revised job descriptions, along with any other required forms to the Hay Group for evaluation. The evaluation results as determined by the Hay Group will be discussed between the MMEA and the City prior to being implemented.\nb. It is understood that the consultant\u2019s job evaluation system is proprietary, and as such the City and MMEA will not see the individual point factor analysis. Only the final recommendation of the position ranking will be released to the City and MMEA. The City continues the sole right to fill or not fill the newly evaluated position.\nc. In the event the Hay Group discontinues providing job evaluation services or if the cost becomes unreasonable in the future, the City may select another job evaluation consulting firm. The City will seek input and opinion from the MMEA prior to any such change in job evaluation consultants including the option of instituting a new job evaluation process.", "samples": [{"hash": "8VdSHem0wjj", "uri": "/contracts/8VdSHem0wjj#evaluation-system", "label": "Collective Bargaining Agreement", "score": 26.1704312115, "published": true}, {"hash": "hKgzoFXtPdJ", "uri": "/contracts/hKgzoFXtPdJ#evaluation-system", "label": "Collective Bargaining Agreement", "score": 25.0150581793, "published": true}], "size": 2, "hash": "b775204a47c365f1e05faa3f7182f596", "id": 8}, {"snippet_links": [{"key": "teacher-evaluation-system", "type": "definition", "offset": [4, 29]}, {"key": "california-standards", "type": "definition", "offset": [75, 95]}, {"key": "teaching-profession", "type": "clause", "offset": [103, 122]}, {"key": "bargaining-unit-member", "type": "definition", "offset": [142, 164]}, {"key": "evaluation-process", "type": "definition", "offset": [167, 185]}], "snippet": "The teacher evaluation system shall be based upon the demonstration of the California Standards of the Teaching Profession.\n8.1.1 Non-teacher bargaining unit member\u2019s evaluation process shall mirror teacher evaluation.", "samples": [{"hash": "eOECiNaKuNa", "uri": "/contracts/eOECiNaKuNa#evaluation-system", "label": "Collective Bargaining Agreement", "score": 33.9778596975, "published": true}, {"hash": "kd0JxfhGh2R", "uri": "/contracts/kd0JxfhGh2R#evaluation-system", "label": "Collective Bargaining Agreement", "score": 31.8081429075, "published": true}], "size": 2, "hash": "18b8c32e00cbfb7554e8979139790ff3", "id": 9}, {"snippet_links": [{"key": "the-evaluation-system", "type": "clause", "offset": [0, 21]}, {"key": "appendix-1", "type": "clause", "offset": [40, 50]}, {"key": "flow-chart", "type": "clause", "offset": [73, 83]}, {"key": "final-evaluation-rating", "type": "clause", "offset": [108, 131]}, {"key": "in-addition", "type": "clause", "offset": [138, 149]}, {"key": "each-year", "type": "definition", "offset": [215, 224]}, {"key": "building-administrator", "type": "clause", "offset": [229, 251]}, {"key": "by-september", "type": "clause", "offset": [274, 286]}, {"key": "to-discuss", "type": "definition", "offset": [292, 302]}, {"key": "informal-observations", "type": "definition", "offset": [335, 356]}, {"key": "informal-evaluations", "type": "clause", "offset": [358, 378]}, {"key": "the-school-day", "type": "clause", "offset": [415, 429]}, {"key": "time-of-year", "type": "clause", "offset": [434, 446]}, {"key": "a-week", "type": "definition", "offset": [469, 475]}, {"key": "the-teacher", "type": "definition", "offset": [596, 607]}, {"key": "school-days", "type": "definition", "offset": [624, 635]}, {"key": "observation-reports", "type": "clause", "offset": [646, 665]}, {"key": "on-file", "type": "clause", "offset": [679, 686]}, {"key": "for-teachers", "type": "clause", "offset": [701, 713]}], "snippet": "The evaluation system is spelled out in Appendix 1, including a timeline flow chart, observation forms, and final evaluation rating form. In addition, the following structures will be used:\nA. Goal-Setting Meeting: Each year the building administrator and teacher will meet by September 30th to discuss goals for the upcoming year.\nB. Informal Observations: Informal evaluations (or walk throughs) can occur during the school day any time of year but no more than once a week. If, during such observations, anything is observed that may lead to a rating of \"ineffective\" that will be shared with the teacher within five (5) school days. Informal observation reports will be kept on file and available for teachers to review.", "samples": [{"hash": "1PepVqofxYg", "uri": "/contracts/1PepVqofxYg#evaluation-system", "label": "Master Agreement", "score": 27.8827577976, "published": true}, {"hash": "lYjmIo6DXQj", "uri": "/contracts/lYjmIo6DXQj#evaluation-system", "label": "Master Agreement", "score": 23.4421629021, "published": true}], "size": 2, "hash": "78b29007ac0ce641912833fc3f904c7d", "id": 10}], "next_curs": "CloSVGoVc35sYXdpbnNpZGVyY29udHJhY3RzcjYLEhZDbGF1c2VTbmlwcGV0R3JvdXBfdjU2IhpldmFsdWF0aW9uLXN5c3RlbSMwMDAwMDAwYQyiAQJlbhgAIAA=", "clause": {"children": [["new-employee-orientation", "New Employee Orientation"], ["formal-observations-evaluation-cycles", "Formal Observations/Evaluation Cycles"], ["reconsideration", "Reconsideration"], ["floating", "Floating"], ["evaluator-training", "Evaluator Training"]], "parents": [["rates-of-pay", "RATES OF PAY"], ["license-grants", "License Grants"], ["reduction-in-force", "Reduction in Force"], ["performance-evaluations-and-salary-steps", "Performance Evaluations and Salary Steps"], ["administrative-evaluation-and-discipline", "Administrative Evaluation and Discipline"]], "title": "Evaluation System", "size": 66, "id": "evaluation-system", "related": [["information-systems", "Information Systems", "Information Systems"], ["distribution-system", "Distribution System", "Distribution System"], ["evaluation-software", "Evaluation Software", "Evaluation Software"], ["program-evaluation", "Program Evaluation", "Program Evaluation"], ["dtc-direct-registration-system-and-profile-modification-system", "DTC DIRECT REGISTRATION SYSTEM AND PROFILE MODIFICATION SYSTEM", "DTC DIRECT REGISTRATION SYSTEM AND PROFILE MODIFICATION SYSTEM"]], "related_snippets": [], "updated": "2025-07-07T12:37:54+00:00", "also_ask": [], "drafting_tip": "", "explanation": "The Evaluation System clause establishes the framework and criteria by which a party's performance, products, or services will be assessed under the agreement. Typically, it outlines the metrics, standards, or processes used for evaluation, such as periodic reviews, scoring systems, or compliance checks. This clause ensures that both parties have a clear understanding of how performance will be measured, promoting transparency and accountability while helping to prevent disputes over quality or fulfillment of obligations."}, "json": true, "cursor": ""}}