The Evaluation Sample Clauses

The Evaluation. Review Committee shall produce a decision to uphold or modify the prime evaluator's directions for professional improvement. The decision shall be binding upon both the prime evaluator and the evaluatee.
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The Evaluation. The written evaluation shall be discussed in detail with each individual employee. The employee shall have the right to include a written statement or addenda to the evaluation.
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The Evaluation. 10.1 The Evaluator shall provide the Evaluation to the parties in writing within ten (10) working days of whichever event is the latter of:
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The Evaluation. At the end of your placement it is important for you to hear what your supervisor thinks of your performance. It is also interesting for the company to hear your opinion about their business. Even an established business can learn from something that you might have noticed. Thus, the evaluation is divided into three parts: • You offer your opinion about your placement company. • You give your opinion about your own job performance. • Your placement supervisor gives an opinion on your performance. Prepare Task A first before having the final discussion with your placement supervisor. You can take this data with you to this concluding meeting. During the meeting itself you will be working on Task B. Task A What is your opinion about the company? (Put an “X” after the appropriate answer) The first time I went to my placement company I knew where I needed to report to. Yes No The building where my placement was located is: Really nice Average Poor My work area was: Really nice Average Poor The tools and materials with which I had to work were: Modern Customary Out-dated The underlying atmosphere in my work area was: Really good Good Mediocre Poor The people surrounding me found in their work: Much pleasure No pleasure These things appealed to me about the place where I worked: …………………………………………………………………………………………………………… …………………………………………………………………………………………………………… …………………………………………………………………………………………………………… I did not care for the following regarding the place where I worked: ………………………………………………………………………………………………………… …………………………………………………………………………………………………………… …………………………………………………………………………………………………………… I would /would not want to work for this company because: …………………………………………………………………………………………………………… …………………………………………………………………………………………………………… …………………………………………………………………………………………………………… Task B Give your opinion about your own job performance. (Place an “X” after the appropriate answer) I did the work that was assigned to me: Really well Reasonably well In a mediocre manner I showed a great deal of initiative in my work: Often Occasionally Rarely I did my work: With much pleasure With some pleasure With little pleasure I was: Always on time Sometimes too late Often too late I think that I: Fit in well with the company from the very beginning Increasingly began to fit in with the company during the placement. Did not fit in well with this company. I could get along with my colleagues: Really well Reasonably well Not very well I could get along with management personnel: Really ...
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The Evaluation. The main task of the evaluation was to analyse and assess the relevance, effectiveness, and efficiency, as well as the EU-added value, of the Preparatory Actions and special events that were carried out during 2009 and 2010, the first two years of Preparatory Action funding.1 The evaluation collected data and information through a mix of primary and secondary sources, with a heavy emphasis on the former. The main data collection methods were:  A survey of coordinators and partners for the transnational projects funded in 2009;  A survey of coordinators for the transnational projects funded in 2010;
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The Evaluation. Peer Committee is a committee consisting of three Faculty Members elected by the Faculty Association as required by Article 12.
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The Evaluation. The Evaluation will seek to establish that the implementation of the Assessment Statement is being followed and specifically that the following criteria are being fulfilled: • That the standards of any relevant accreditation system for academic programs and/or examinations are substantially equivalent to systems operated under the relevant Agreement; • The process by which substantial equivalence of qualifications is determined is robust and conforms to good practice in the Agreement; • That the policies and procedures used are well documented, subject to regular review and updating, and accurately presented in the Assessment Statement. • That the processes by which engineers are registered domestically are robust and in accordance with the Assessment Statement and the description provided to the Review Team by the Authorized Member and that the competence standard required for registration is substantially equivalent to that of the Agreement (exemplified by the competence profiles approved by the Authorized Members); • That the processes by which individuals are registered on the jurisdictional section of the relevant international register are robust and in accordance with the Assessment Statement; • That the standard of professional judgement demonstrated through acceptance or rejection of applications is satisfactory, including the judgement regarding demonstration of sufficient and satisfactory evidence of current competence; Cross checks of the standards and system in operation might be: • Is the educational standard equivalent to the relevant Accord? For non-Accord jurisdictions this will require an in depth evaluation of educational standards and accreditation processes with a rigour similar to that required for Accord membership. The Accord review procedures should be used as guideline in undertaking this evaluation which may result in a two stage process i.e. an evaluation of the substantial equivalence of the educational standards followed by an evaluation of the substantial equivalence of the competence assessment system. • Is the standard of competence required in practice in accordance with the relevant exemplar competence profile? • Are the candidate competence assessment procedures well established and practiced? • Is the evaluation of continuing professional development sufficiently robust? • Does the system demonstrate consistency of standards, operation and decisions including, as appropriate, formal moderation? • Ultimately, as an overa...
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Related to The 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?

  • 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.

  • 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.

  • 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.

  • 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.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order.

  • BID EVALUATION The Commissioner reserves the right to accept or reject any and all Bids, or separable portions of Bids, and waive technicalities, irregularities, and omissions if the Commissioner determines the best interests of the State will be served. The Commissioner, in his/her sole discretion, may accept or reject illegible, incomplete or vague Bids and his/her decision shall be final. A conditional or revocable Bid which clearly communicates the terms or limitations of acceptance may be considered, and Contract award may be made in compliance with the Bidder’s conditional or revocable terms in the Bid.

  • 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.

  • 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.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

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