Supervisor Reviews Clause Samples

The Supervisor Reviews clause establishes the requirement for a designated supervisor to periodically assess and evaluate certain activities, work, or performance under the agreement. Typically, this involves scheduled check-ins, progress reports, or formal assessments to ensure that standards and expectations are being met. By mandating regular oversight, this clause helps maintain quality control, provides accountability, and allows for early identification and correction of issues, thereby supporting the successful completion of the project or services.
Supervisor Reviews. CONTRACTOR’s supervisors shall review a minimum of two (2) active 20 cases per case carrying staff each month in a format approved by 21 ADMINISTRATOR. Cases shall be randomly selected per a method determined by 22 ADMINISTRATOR. Supervisor reviews shall include, but not be limited to: 23 9.3.1 24 regulations.
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Supervisor Reviews. 1. Prior to issuance of a determination, a Hearing Officer will submit a draft determination to the regional office electronic mailbox and to his or her reviewing supervisor. The draft determination will be submitted for review no later than four (4) business days before the final decision is due. Business days do not include holidays. 2. The reviewing supervisor will provide the Hearing Officer his or her written review within four (4) business days from the date and hour of submission. Business days do not include holidays. If the supervisor does not return the draft with comments within the four (4) day period, the hearing officer may issue the determination without supervisory review. 3. The supervisor review will address the following criteria: • Identify the issue • Organization • Style • Logic/Analysis • Mechanical Errors 4. A Hearing Officer may elect to forward any supervisory review to PTQC.
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Supervisor Reviews. ADMINISTRATOR shall require CONTRACTOR to review a minimum number of active WTW cases in a format approved by ADMINISTRATOR, on a monthly basis. Reviews shall be submitted by CONTRACTOR to ADMINISTRATOR by the 15th of the following month. Record case review findings in COUNTY case review database. Cases shall be randomly selected as determined by ADMINISTRATOR. Supervisor reviews shall include, but not be limited to: 7.4.1.4.1 Overall case management and application of TANF, CalWORKs/WTW Program requirements and/or COUNTY Policy; 7.4.1.4.2 PARTICIPANT(s)’ participation hours and efforts to keep PARTICIPANT(s) engaged and in compliance; 7.4.1.4.3 Case discrepancies; 7.4.1.4.4 Coordinate case transfers with COUNTY staff per COUNTY Policy; and 7.4.1.4.5 Any other identified corrective actions required. Ensure corrective actions, if applicable, are completed within ten
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Supervisor Reviews. ADMINISTRATOR shall require CONTRACTOR to review a
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Supervisor Reviews. 14 8.2.1 Case Manager Supervisors shall review a minimum of three 15 (3) active WTW cases per CM each month on a format approved by ADMINISTRATOR. 16 Supervisor reviews shall include, but not be limited to: 18 COUNTY Ppolicy,
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Supervisor Reviews. The Guild may provide employees with a form by which employees can provide written performance reviews of their supervisors. Such reviews of supervisors shall be submitted to the President.
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Supervisor Reviews. 8.2.1 Case Manager Supervisors shall review a minimum of three 21 (3) active WTW cases per CM each month on a format approved by ADMINISTRATOR. 22 Supervisor reviews shall include, but not be limited to: 23 8.2.1.1 Overall case management and application of 24 COUNTY Policy, 25 8.2.1.2 Participant’s participation hours and 26 efforts to keep Participant engaged and compliant, 27 8.2.1.3 Case discrepancies, and 28 8.2.1.4 Any other identified corrective actions 1 required. 8.2.1.4.1 Ensure corrective actions, if 3 applicable, are completed within (10) business days.
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Related to Supervisor Reviews

  • Supervisor Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Supervisors Supervisors may continue to perform bargaining unit work which is incidental to their jobs. They may also perform bargaining unit work in emergency situations and where such work is necessary to train a covered member. Such work by supervisors may result from but shall not cause any layoffs of covered members.

  • Business Review Meetings In order to maintain the relationship between the Department and the Contractor, each quarter the Department may request a business review meeting. The business review meeting may include, but is not limited to, the following: • Successful completion of deliverables • Review of the Contractor’s performance • Review of minimum required reports • Addressing of any elevated Customer issues • Review of continuous improvement ideas that may help lower total costs and improve business efficiencies.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will ▇▇▇▇▇▇ an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.