Evaluation Team Composition Sample Clauses

Evaluation Team Composition. An evaluation team's composition shall be management and tenured professors to conduct the evaluation process. If by the end of the third (3rd) week of the fall semester, fewer than two professors have been selected by the department to serve on the team, the appropriate administrator shall appoint tenured professors from within the division so that at least two (2) professors serve on the team. A reduction or change in a team's composition during a contract period shall not, in and of itself, invalidate that particular evaluation process; however, every effort shall be made to ensure that a majority of the members of the evaluation team continue to serve on the evaluation team throughout the four-year evaluation process to facilitate effective evaluation of responses to recommendations and prescriptives.
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Evaluation Team Composition. Each school or division having probationary or pre-tenure faculty members shall establish at least one evaluation team. No team shall evaluate more than four faculty members in any single year, nor may any faculty member be evaluated by more than one team in any given academic year. The exact number of teams in a school or division shall be determined by the xxxx or director in consultation with departmental chairpersons and the F A President. Each team shall be composed of three faculty members, at least two of whom shall be tenured and all three shall have at least two years of service at SVSU. The first of the three shall be appointed by the appropriate xxxx or director after consultation with the departmental chairperson; the second shall be appointed by the Association; and, the third shall be selected and agreed upon by the first two appointees. Each team shall be selected during September of each year (January for mid-year appointments) and shall serve from October 1, next, (February 10 for mid-year appointments), through the end of the succeeding September. The appropriate xxxx or director shall convene the team(s) for a school or division by October 15 (February 15 for mid-year appointments) and the team chairperson shall then be chosen by the team from among its members. The team chairperson will be responsible for the team's meeting its deadline. Deans or directors shall forward a list of all probationary or pre-tenure faculty to be evaluated to the Vice President for Academic Affairs, the Association President and the individual faculty member on or before September 15 of each year. A list of all tenured faculty in each school and division shall be forwarded to the Association President at the same time.
Sample 1
Evaluation Team Composition. The Evaluation Team for a part-time faculty member will consist of the supervising administrator and one (1) trained faculty evaluator. The administrative member of the Evaluation Team, who is also responsible for seeing the process through to its conclusion, will be appointed by the Chief Instructional Officer. The part time faculty member being evaluated will be evaluated by the supervising administrator during the first semester of service. Thereafter, the faculty member being evaluated will select a trained faculty evaluator to carry out the evaluation. The trained faculty evaluator shall be employed within the GCFA Unit. The faculty asked to do the evaluation may decline, at which point another trained faculty member will be chosen, or the administrator on the team may aid in selecting the trained faculty evaluator. Where the number of faculty within a discipline is small in number, the trained faculty evaluator may be selected from a discipline outside of the faculty member’s area of expertise.
Sample 1
Evaluation Team Composition. The recommended composition of the evaluation team will be of at least two senior consultants: an evaluation expert and a scientific expert. The evaluation team members should collectively demonstrate experience in all the thematic areas to be covered by the evaluation and should have no previous involvement in the design and implementation of activities under review. The consultants should possess the following mandatory qualifications and experience: Senior evaluator (team leader): • An advanced university degree in social sciences, economics, political science or one or more of the relevant fields related to the evaluation; (Master level or above) • At least 10 years of professional experience in designing and leading programme or policy evaluations at the international level; • Demonstrated experience in applying quantitative and qualitative data collection methods; • Excellent oral communication and writing skills in English; • Excellent analytical skills and skills in producing succinct, clear materials. Scientific expert: • An advanced university degree in hydrology, geoscience, oceanography or other relevant fields related to the evaluation; (Master level or above) • At least 10 years of professional experience in designing and leading programme and policy in one or more of the thematic fields related to the evaluation; • Excellent oral communication and writing skills in English; • Excellent analytical skills and skills in producing succinct, clear materials. Moreover, it is desirable that the evaluation team collectively demonstrates the following qualifications and characteristics: • Knowledge of the UN system and in particular of UNESCO’s programmes in the fields of Natural Science, notably IHP, MAB and IOC activities; • Experience with assignments for the UN; • Understanding and application of UN mandates in Human Rights and Gender Equality; • Experience in designing and conducting programme and policy evaluations in one or several of the fields covered by this evaluation. Preference will be given to evaluation teams that are gender-balanced and of geographically and culturally diverse backgrounds. Verification of these qualifications will be based on the provided technical proposals and CVs. Moreover, references, web links or electronic copies of two recently completed assignments should be provided (preferably evaluations in relation to programmes in the field of science). The evaluation assignment is estimated to require approximately 50 - ...
Sample 1

Related to Evaluation Team Composition

  • Committee Composition The Redeployment Committee shall be comprised of equal numbers of representatives of the Hospital and of the Union. The number of representatives will be determined locally. Where for the purposes of HTAP (the Ontario Hospital Training and Adjustment Panel) there is another hospital-wide staffing and redeployment committee created or in existence, Union members of the Redeployment Committee shall serve on any such hospital-wide staffing committee established with the same or similar terms of reference, and the number of Union members on such committee will be proportionate to the number of its bargaining unit members at the particular Hospital in relation to other staff groups. Meetings of the Redeployment Committee shall be held during normal working hours. Time spent attending such meetings shall be deemed to be work time for which the representative(s) shall be paid by the Hospital at his or her regular or premium rate as may be applicable. Each party shall appoint a co-chair for the Redeployment Committee. Co-chairs shall chair alternative meetings of the Committee and will be jointly responsible for establishing the agenda of the Committee meetings, preparing minutes and writing such correspondence as the Committee may direct.

  • Evaluation Cycle Goal Setting and Development of the Educator Plan

  • Evaluation Committee A The Association and the Board agree to establish a standing joint Evaluation Development Committee for the purpose of establishing the procedure and process, including the evaluation instrument, for the evaluation of teachers in the District and to regularly review the effectiveness of the procedure and process, including the evaluation instrument, for the evaluation of teachers in the District.

  • Monitoring Committee The Monitoring Committee shall be established within six months of the signing of the Memorandum of Understanding. Its role is stipulated in the Regulation, in particular Article 4.4 thereof.

  • Composition of Committee A Union/Management Committee shall be established for each Employer covered by this Agreement. The Employer and the Union shall each appoint a minimum of two (2) and a maximum of four (4) representatives to the Union/Management Committee. Where there are fewer than four (4) nurses employed at a worksite, then the number of Union and management representatives may be limited to one each with an alternate.

  • Development Committee As soon as practicable, the Parties will establish a joint development committee, comprised of up to [**] representatives of Verve and up to [**] representatives of Acuitas (the “JDC”). One such representative from each Party will be such Party’s Workplan Leader. Each Party may replace its Workplan Leader and other JDC representatives at any time upon written notice to the other Party, provided, however, that each Party shall use reasonable efforts to ensure continuity on the JDC. With the consent of the other Party (which will not be unreasonably withheld, conditioned or delayed), each Party may invite non-voting employees and consultants to attend JDC meetings, subject to their agreement to be bound to the same extent as a permitted subcontractor under Section 3.1(i).

  • Evaluation Process A. The immediate supervisor will meet with an employee at the start of the employee’s probationary, trial services, transition, and annual review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory.

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

  • Development Program A. Development activities to be undertaken (Please break activities into subunits with the date of completion of major milestones)

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

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