Ongoing Evaluation Sample Clauses

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 Children, Youth and Families Department New Mexico Xxxxxx Child and Youth Bill of Rights Every child in the xxxxxx care system is endowed with the rights inherently belonging to all children. In addition, because of the unique circumstances facing xxxxxx children, special safeguards, resources and care are also necessary. Below you will find a list of rights that are to be given to every child and youth in custody of the Children, Youth and Families Department. These rights must be explained by the caseworker to every child and youth in a manner in which they can understand. These rights are to be reviewed, in detail, upon entering custody and at a minimum of every six months. Additionally, these rights are to be clearly posted in all CYFD and service provider offices. They are to be provided to all staff working with xxxxxx children and youth, and to all xxxxxx parents.
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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 class room or laboratory the employee shall be given a minimum of one
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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. If difficulties are encountered in completing the evaluation, then either the employee or the Employment Supervisor may request that Human Resource assist the Parties in completing an evaluation that is fair, reasonable and accurate.
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Ongoing Evaluation. 22. 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 xxxx 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. No response 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. Yes - No 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 00-00-000, 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.

  • Final Evaluation IC must submit a final report and a project evaluation to the Arts Commission within thirty (30) days after the completion of the Services. Any and all unexpended funds from IC must be returned to City no later than sixty (60) days after the completion of the Services.

  • 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.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

  • TEACHER EVALUATION A. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.

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