Ongoing Evaluation Sample Clauses

The Ongoing Evaluation clause establishes a requirement for continuous assessment of a party’s performance, compliance, or deliverables throughout the duration of an agreement. Typically, this involves regular reviews, audits, or progress reports to ensure that standards and obligations are consistently met. By mandating periodic evaluation, this clause helps identify issues early, maintain quality, and ensure that both parties remain aligned with the contract’s objectives, thereby reducing the risk of disputes or unmet expectations.
Ongoing Evaluation. An employee's ongoing work performance shall be evaluated at least once per appointment for each regular appointment the employee holds. The performance evaluation shall be conducted by the employee's Performance Evaluator. The Employment Supervisor shall identify the Performance Evaluator to the employee, in writing, prior to any performance evaluation. Where the performance evaluation involves evaluation of teaching or supervision of students in the class room or laboratory the employee shall be given a minimum of one (1) two (2) calendar day's notice of the performance evaluation. At either the request of the employee prior to the performance evaluation or the discretion of the Performance Evaluator a A written report on the employee's performance evaluation shall be prepared by the Performance Evaluator with a copy provided to the employee within thirty (30) calendar days of the performance evaluation. Following the completion of an employee's performance evaluation (either written or oral) by her/his Performance Evaluator the performance evaluation shall be discussed between the employee and her/his Performance Evaluator. If difficulties are encountered in completing the evaluation, then either the employee or the Employment Supervisor may request that the Human Resources Department Services assist the parties in completing an evaluation that is fair, reasonable and accurate. Where an employee's performance evaluation is in writing The employee shall be provided with a copy of the written performance evaluation prior to the employee-Performance Evaluator performance evaluation discussion. The employee shall sign the written performance evaluation to acknowledge that said discussion took place. The employee may add her/his written comments to the performance evaluation if she/he so wishes. The employee's written comments shall be attached to the performance evaluation. A written performance evaluation including the employee's written comments, if any, shall be included in the employee's employment file. An employee may request an additional performance evaluation(s); however whether or not the request(s) is complied with shall be at the discretion of the Employment Supervisor. For information purposes, sample performance evaluation forms (which may be used in whole or in part at the discretion of the Performance Evaluator) are set forth under the section of this Collective Agreement booklet titled "For Information Only".
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Ongoing Evaluation. Quarterly meetings between the OIG, Constituent Affairs and CYFD PSD will take place to discuss grievance trends observed or any other issues experienced with the grievance process. [12-23-2020] New Mexico ▇▇▇▇▇▇ Child and Youth Bill of Rights 1. To be informed of your rights in ▇▇▇▇▇▇ care by your caseworker and to receive a list of those rights in written form. 2. To have your privacy protected and your right to confidentiality adhered to, as outlined in the New Mexico Children’s Code. 3. To be explained why you came into ▇▇▇▇▇▇ care and why you are still in ▇▇▇▇▇▇ care by a representative of CYFD. 4. To be free from physical, sexual, emotional or other abuse, including corporal punishment. 5. To stay safe and avoid exploitation. 6. To advocate for yourself and to speak to persons involved with your case without negative repercussions. 7. To make a report to Statewide Central Intake (▇-▇▇▇-▇▇▇-▇▇▇▇) if you feel you are being abused and/or neglected. 8. To be represented by a guardian ad litem or youth attorney in all judicial matters (hearings and mandatory meetings) conducted in your abuse/ neglect case so that your interests are shared and safeguarded; to attend and participate in all court hearings as coordinated through your attorney. 9. To be informed of how to contact your caseworker and other professionals involved in your case. 10. To contact your attorney, caseworker and CASA when you want. 11. To have a minimum of at least monthly visitation with your caseworker, which includes private time between yourself and the caseworker. 12. To receive medical, dental, vision and behavioral health services. 13. To refuse medical and behavioral health services and medications, unless court ordered, after age 14. 14. To live in a safe, healthy and comfortable home where you are treated with respect. 15. To have ▇▇▇▇▇▇ parents who are screened, trained and licensed, and who receive adequate support and supervision from CYFD and/or private agencies. 16. To receive adequate and healthy food, adequate clothing and appropriate personal hygiene products. 17. To have all your personal belongings secure and transported with you. 18. To have a permanent plan for placement, to participate in developing this plan, and to have choice in placement or the right to request a placement change. 19. To be placed in a home with your siblings who are in custody unless it is contrary to your safety and/or well- being. 20. To maintain regular contact with your siblings, whether ...
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Ongoing Evaluation. An employee's ongoing work performance shall be evaluated at least once per appointment for each regular appointment the employee holds. The performance evaluation shall be conducted by the employee's Performance Evaluator. The Employment Supervisor shall identify the Performance Evaluator to the employee, in writing, prior to any performance evaluation. Where the performance evaluation involves evaluation of teaching or supervision of students in the classroom or laboratory the employee shall be given a minimum of two (2) calendar days’ notice of the performance evaluation. A written report on the employee's performance evaluation shall be prepared by the Performance Evaluator with a copy provided to the employee within thirty (30) calendar days of the performance evaluation. Following the completion of an employee's performance evaluation and receipt of the written evaluation the performance evaluation shall be discussed between the employee and their Performance Evaluator. The employee shall sign the written performance evaluation to acknowledge that said discussion took place. The employee may add their written comments to the performance evaluation if they so wish. The employee's written comments shall be attached to the performance evaluation. A written performance evaluation including the employee's written comments, if any, shall be included in the employee's employment file. An employee may request an additional performance evaluation(s); however whether or not the request(s) is complied with shall be at the discretion of the Employment Supervisor.
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Ongoing Evaluation. The City, by its authorized representatives, may, on reasonable notice to the Local Government Fire Department, conduct a performance evaluation of the Instructor/Evaluators’ delivery of the Initial Licensing First Responder Training Materials and/or evaluation of the First Responder Program to ensure the Local Government Fire Department’s compliance with all terms of this Agreement.
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Ongoing Evaluation. The parties acknowledge that security requirements are constantly changing, and that effective security requires frequent evaluation and regular improvements to the security measures undertaken. NTT will therefore evaluate the security measures as implemented in accordance with section 10 on an on-going basis in order to maintain compliance with the requirements set out in section 10.
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Related to Ongoing Evaluation

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and ▇▇▇▇ them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • 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.

  • 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.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • FINANCIAL EVALUATION (a) The financial bid shall be opened of only those bidders who have been found to be technically eligible. The financial bids shall be opened in presence of representatives of technically eligible bidders, who may like to be present. The institute shall inform the date, place and time for opening of financial bid. (b) Arithmetical errors shall be rectified on the following basis. If there is a discrepancy between the unit price and total price that is, the unit price shall prevail and the total price shall be corrected by the Institute. If there is a discrepancy between words and figures, the lesser amount shall be considered as valid. If the Supplier does not accept the correction of the errors, his bid shall be rejected. (c) The AIIMS Jodhpur does not bind himself to accept the lowest bid or any bid and reserves the right of accepting the whole or any part of the bid or portion of the job offered; and the bidder shall provide the same at the rates quoted. The AIIMS Jodhpur reserves the right to reject any or all offers received in response to tender or cancel or withdraw the tender notice without assigning any reason, whatsoever.