Performance Standards and Evaluation. Performance standards and employee accountability for quantity and quality of their work will not change due to participation in the telecommuting program. As in "regular'' office assignments, supervisors and employees must discuss and understand what it is that is expected to be produced during telecommuting and when it is due. Supervisors and employees must also arrange when/how to make contact with each other on telecommuting day(s). The evaluation of the employee's job performance will be based on established standards. Performance must remain in the category of "Meets Expectations" or above to remain in the Telecommuting Program.
Performance Standards and Evaluation. Applies to both Title 5 and Contract Education Employees
Performance Standards and Evaluation. Union and Management agree that performance management will be in accordance with the most current Department Regulation (DR 4040-430 – Employee Performance Management) and Agency performance management system (FSH 6109.13).
Performance Standards and Evaluation. The Superintendent recognizes that consistent with the state’s approved educator evaluation system, the process for evaluating superintendents will reflect performance based evaluation criteria which includes measures of standards, indicators elements, and performance descriptors for effective administrative leadership. The Superintendent understands that performance within the above stated role will be evaluated by the School Committee’s Negotiation Subcommittee. Following the completion of the fiscal year, the Subcommittee shall convene for the purpose of reviewing and evaluating the goals attainment documentation provided by the Superintendent. To the degree in which such documentation satisfies the Subcommittee, they shall extend a performance remuneration recommendation to the Superintendent. At this juncture the Superintendent can support or contest the Subcommittee’s decision, but the burden rests with the Superintendent to provide additional documentation for any reconsideration. Although the full School Committee expects to be kept informed, it entrusts its Subcommittee with the authority to reach closure with the Superintendent. Additionally, the full School Committee functions as an appeal mechanism if and when necessary.
Performance Standards and Evaluation. The Finance Director is subject to an initial six month probation. The Clerk shall formally evaluate the performance of the Finance Director annually. The Clerk and the Finance Director may participate in the creation of a written evaluation form delineating criteria to be utilized in performance evaluations. Annually, the township board and the Finance Director may define the goals and performance objectives to be achieved. The review shall take into consideration the Finance Director’s performance, duties, and responsibilities.
Performance Standards and Evaluation. Evaluation of the Contractor’s overall performance will be conducted jointly by the COR and the Contracting Officer, and will form the basis of the Contractor's permanent performance record with regard to this contract. The Contractor’s performance information determined to be relevant will be evaluated in accordance with the elements below: ● Technical quality of product or service, including consistency in meeting goals and targets in addition to adherence to the work plan. Cost control, including forecasting costs as well as accuracy in financial reporting, ensuring that unnecessarily expensive technical assistance is not used when lower cost, equally qualified advisors are available, and pacing the expenditure of level of effort such that contract deliverables and outputs can be produced within budget. ● Timeliness of performance, including adherence to contract schedules and other time- sensitive activity conditions, and effectiveness of home and field office management to make prompt decisions and ensure efficient completion of tasks. ● Management or business relations, addressing the history of professional behavior and overall business-like concern for the interests of the customer, including coordination among subcontractors and developing country partners, cooperative attitude in remedying problems, and timely completion of all administrative requirements. Performance review will be conducted jointly by the COR and will form the basis of the Contractor's permanent performance record with regard to this contract as required in FAR Part 42.15 and AIDAR 742.15. USAID reserves the right to conduct, and the Contractor must expect and be prepared for, a management and/or financial review and/or audit by USAID (or USAID selected third party) at any time to ensure systems (management, administration, finance, procurement, and program) are in place as per the contract. Such financial reviews/audits will focus on program management and performance, including such factors as cost, timeliness, and accountability; and will include field and home office records pertaining to operations and program activities. The Contractor must cooperate with and contribute to a final management and financial review conducted by USAID prior to program closeout. USAID will also conduct performance evaluations of the program consistent with the Agency Evaluation Policy. The Contractor must cooperate with and contribute to these reviews and evaluations.
Performance Standards and Evaluation. At least once a year during the term of the Contract, the Board shall evaluate and assess the performance of the Superintendent, but not later than the 15th day of June of each year. The Chair of the Board shall be responsible for organizing the evaluation of the Superintendent. Any instrument to be used by the Board to evaluate the performance of the Superintendent shall be developed by the Board and adopted by the Board at a regular meeting. The evaluation shall be based upon specific and measurable criteria and shall be reasonably related to the Superintendent's duties and goals and objectives for the year in question. In the event that the Board determines that the Superintendent's performance is unsatisfactory in any respect, the evaluation shall describe, in reasonable detail, specific instances of unsatisfactory performance and recommendations for improvement. The Board agrees to discuss the performance of the Superintendent and the working relationship between the Board and Superintendent prior to completing its annual evaluation of the Superintendent. In conducting the Superintendent’s evaluation, the Board Chair shall appoint an independent facilitator to prepare a summarized report of the individual evaluations of the Board and the Board Chair or designee shall present the report at a regularly scheduled Board meeting. The Board shall provide the Superintendent with a copy of his evaluation. Within thirty (30) days thereafter or at such other time as is mutually agreeable, the Board shall meet with the Superintendent to discuss the evaluation. The Superintendent shall have the right to submit a written reaction or response to the evaluation. The response shall become a permanent attachment to the Superintendent's evaluation. Upon completion of each year’s performance evaluation, specific action items identified during such evaluation as needing improvement shall be provided to the Superintendent. Except in the case of malfeasance, the MBOE shall allow the Superintendent a reasonable period of time to improve in the areas identified. A mid-year review may be conducted to assess progress made on current year goals, specific action item(s) and other Board concerns. After completion of the Superintendent’s annual evaluation, the Board may, in its sole discretion, grant a bonus to the Superintendent.
Performance Standards and Evaluation. 7.1. Total Army Performance Evaluation System (TAPES):
Performance Standards and Evaluation a. The Company shall be responsible for complying with all local ordinance regarding working times. The Company assumes all liability for complying with local ordinances. The Company will schedule security officers as determined by the needs of the District and in accordance with the direction of the District’s Operations Director. Any changes to the established schedule must have prior approval of the District. Scheduling of work must be coordinated with the individual facilities’ operational needs in order to avoid disruption or unsafe conditions.
Performance Standards and Evaluation. Employee will be evaluated on his job performance and ability to meet established goals and objectives after six (6) months of employment and annually thereafter or when otherwise deemed appropriate by the City Manager.
