Retention Rates Sample Clauses

Retention Rates. The Conservatoire’s retention rates for undergraduate progression from Year 1 to Year 2 for Scots domiciled full-time undergraduate students (as derived from HESA) over the last 4 years are: Year %age all %age SIMD 20/40 2012/13 91 89 2013/14 98 100 2014/15 100 100 2015/16 92 97 Progression Rates The Conservatoire’s overall progression rates (i.e. an internal measure of those eligible to progress or to graduate in any one year) for Scots domiciled full-time undergraduate students over the last 3 years are: Year %age all %age SIMD 20/40 2012/13 98 99 2013/14 98 99 We remain committed to the maintenance of those excellent progression and retention rates, which we view as evidence of the excellence of our learning environment, and we will maintain an overall progression and retention rate of at least 95% for 2017/18. Our aim in respect of progression and retention of students from SIMD 20/40 postcodes is the same as for the whole student population i.e. at least 95%. For 2017/18, our objective will be to:  Achieve an overall progression and retention rate of at least 95%. NSS Since entering the NSS in 2012/13, our satisfaction rates have shown minor fluctuation. We will continue to monitor action plans annually in order to address specific issues identified through our analysis of the full NSS dataset. However, our Students’ Union is supporting a boycott of the NSS in session 2016/17. That boycott will undoubtedly impact on the usefulness of the NSS in providing meaningful data to inform the Conservatoire’s quality enhancement agenda in 2017/18.
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Retention Rates. Using data from University of Toronto's Institutional Consortium for Student Retention Data Exchange (CSRDE) submissions, please provide University of Toronto's achieved results: 2010 Cohort 2011 Cohort 2012 Cohort 2013 Cohort 91.30 91.20 92.00 92.10 84.90 84.80 85.05 N/A Entering Cohort 1st to 2nd Year 1st to 3rd Year Highlights Please provide highlights of University of Toronto's activity in 2014-2015 that contributed to maintaining or improving the retention rate. This could include a strategy, initiative or program viewed by University of Toronto to be an innovative practice, success story and/or key accomplishment (up to 600 words approx.). The univ rsity employs a suite of strategies to support and enhance student retention. A key e d development in the xx xxxxx of student support services is the move towards “embed ed” services which brings service services. to the students, “wher they are” enhancing visibility and accessibility of the T  The university’s First Year Foundations – he One programs are offered on all three campuses. o These for credit programs offer interactive group work, travel or community engagement, t help c k students transition successfully to university life, build critical thinking and writing s ills, develop intell ctual independence and xpand their reative imagination. xxxx://xxxxxxxx.xxxxxxxx.xx/one. S  The TEP Forward initiative at the Faculty f Arts & Science is an ov rarching framework of events, r F p o r c prog ams and activities providing a prog ession of a development as students move through their undergrad xxxx://xxxxxxxxxxx.xxxxxx.xxxxxxxx.xx/ ademic and professional skill u ate degree.  The aculty of Ap lied Science and Engineering’s First Year T-Program is for stu ents who have d diffic lties in their first fall session and allow them to im ediately repeat up to three courses and u s m defer their winter session courses to the su mer session. This program allows stu ents to obtain m w d credit for their fall session and to continue on to their second year ithout interruption. C v  The entre for Int rnational Experience embedded 4 International Transition Ad isors at 13 locations across campus to support international students’ transition to the University. The advisors M R o promote available programs and services, offer one-to-one advising, and work with local st internationalize orientation programs and services. ff to  The entorship esource Centre worked with several mentorship programs throughout the n ...
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Retention Rates. To the extent available, assessment of retention rates will include data from census to the end of term, and a comparison of retention rates over six prior semesters. With respect to retention factors, only rates which deviate significantly from faculty averages may be addressed.
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Retention Rates. 2. Promote access and affordability
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Retention Rates and Completion Rates.
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Retention Rates. Retention rates for undergraduate progression from Year 1 to Year 2 for Scots domiciled full-time students (as derived from HESA) over the last 5 years are: Year %age all %age SIMD 20/40 2012/13 91 89 2013/14 98 100 2014/15 100 100 2015/16 92 97 2016/17 97 96
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Related to Retention Rates

  • Retention Bonuses Provided Executive becomes and remains an active employee of Mercantile, Mercantile will pay Executive retention bonuses in accordance with the following schedule:

  • Retention Bonus You will be eligible for a lump sum cash payment on the first anniversary of the Acquisition Date provided that you are employed by the Company as of such date in an amount equal to the sum of (i) 100% of your annual base salary in effect as of the Acquisition Date, plus (ii) 100% of the annual bonus paid to you for the Company’s fiscal year ending December 31, 2008 (such sum, the “First Year Retention Bonus”). You will be eligible for a lump sum cash payment on the second anniversary of the Acquisition Date provided that you are employed by the Company as of such date in an amount equal to the sum of (i) 100% of your annual base salary in effect as of the Acquisition Date, plus (ii) 100% of the annual bonus paid to you for the Company’s fiscal year ending December 31, 2008 (such sum, the “Second Year Retention Bonus”). Except as set forth below, you will not be eligible for the retention bonuses as set forth above if your employment terminates prior to such applicable anniversary. In the event of your Voluntary Termination for Good Reason (as defined below), the termination of your employment by the Company other than for Justifiable Cause, or in the event of your death or “permanent disability” as defined in the Company’s long-term disability policy (i) during the first twelve month period following the Acquisition Date, you will be eligible for a pro rata portion of the First Year Retention Bonus, counting full months of employment with the Company from the Acquisition Date through such termination, and (ii) during the second twelve month period following the Acquisition Date, you will be eligible for a pro rata portion of the Second Year Retention Bonus, counting full months of employment with the Company from the first anniversary of the Acquisition Date through such termination. Any prorated payment pursuant to the preceding sentence shall be made within 10 business days of such termination. If the annual bonus payment for the Company’s fiscal year ending December 31, 2008 has not been paid to you or otherwise determined by the Company as of the date the prorated payment is due, the prorated payment shall be calculated using your target bonus amount for 2008. Payments under this Section 8 shall be net of any applicable withholding taxes. For purposes of this Section 8, “Voluntary Termination for Good Reason” shall have the same meaning as given to such term under the Key Employee Change in Control Severance Plan as in effect immediately prior to the Acquisition Date, but with respect to the First Year Retention Bonus only, determined without regard to clause (ii) thereof.”

  • SALARY RATES Section 12.1 The following shall apply to full-time employees:

  • Retention Period The Engineer shall maintain all books, documents, papers, accounting records and other evidence pertaining to costs incurred and services provided (hereinafter called the Records). The Engineer shall make the records available at its office during the contract period and for seven (7) years from the date of final payment under this contract, until completion of all audits, or until pending litigation has been completely and fully resolved, whichever occurs last.

  • Performance Bonuses The Executive will be eligible to receive an annual cash bonus at an annualized rate of up to 40% of his base salary, based on the achievement of reasonable individual and Company performance targets to be established by the Company and Parent.

  • Share Class Annual Compensation Rate Class R-1 1.00% Class R-2 0.75% Class R-2E 0.60% Class R-3 0.50% Class R-4 0.25% Class R-5 No compensation paid Class R-5E No compensation paid Class R-6 No compensation paid

  • Annual Compensation The Executive’s “Annual Compensation” for purposes of determining severance payable under this Agreement shall be deemed to mean the sum of (i) the annual rate of Base Salary as of the Date of Termination, and (ii) the cash bonus, if any, earned by the Executive for the calendar year immediately preceding the year in which the Date of Termination occurs.

  • Retention of Consultant The Company hereby retains the Consultant, and Consultant agrees to be retained by the Company, upon the terms in, and subject to the conditions of, this Agreement.

  • Severance Period For purposes of this Agreement, “Severance Period” means the period of time commencing immediately after Executive’s separation of service from the Company through the date that is six (6) months following such separation date, plus an additional two (2) months for every fully completed Year of Service; provided, however, that in all cases the Severance Period will end no later than on the twelve (12)-month anniversary of the date of Executive’s termination of employment.

  • Retention periods Documentation which serves as evidence of orderly and proper data processing must be retained by ATOSS in accordance with the applicable statutory retention periods beyond the end of the contract. To relieve itself of this obligation, ATOSS may turn said documentation over to the Customer at the end of the contract.

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