Progression Rates Sample Clauses

Progression Rates. 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 5 years are: Year %age all %age SIMD 20/40 2012/13 98 99 2013/14 98 99 2014/15 98 98 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 to the quality and level of support available to all of our students, and we will maintain an overall progression and retention rate of at least 95% for 2018/19 and beyond. Our aim in respect of progression and retention of students from SIMD 20/40 data zones will be same as for the general population i.e.95%. For all categories of protected characteristics our aim will be progression and retention of at least 90%. That figure is lower than the overall progression and retention rate not because we have lower expectations in respect of students from these groups, but because of the distorting effect that very small numbers have on %age values e.g. a single ‘21 and over student’ failing to be retained in 2020/21 yields a retention rate of 92%. For 2018/19, 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, although we are pleased to note that overall satisfaction has increased over the past 2 years, albeit on a reduced response rate in the most recent survey due to a Student Union led boycott of the survey in support of an NUS led boycott. Notwithstanding any boycott, Conservatoire management continues to attach significant importance to the NSS, and to monitor action plans annually in order to address specific issues identified through our analysis of the full NSS dataset. Informed by NSS results (and other data), one of the priorities of the current review process (all undergraduate programme are being reviewed in 2017/18) is to enhance the effectiveness of assessment and feedback, and a number of innovations have been incorporated into programmes to that end. Range of provision The Conservatoire’s provision is unique in Scotland – we are the nation’s only provider of conservatoire level education in and for the performing arts. We are also the only conservatoire in the UK to offer programmes across the entire spectrum of the performing arts - dance, drama, music, production and film – augmented in 2015/16...
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Progression Rates. It is understood and agreed between the parties that the following progression rates apply to full-time new hires: 0 - 3 months 80% of top rate 3-6 months 85% of top rate 6-9 months 90% of top rate 9-12 months 95% of top rate Over 12 months 100% of top rate LETTER OF UNDERSTANDING #1 Between UNITED FOOD AND COMMERCIAL WORKERS, LOCAL 1518 (Hereinafter referred to as “The Employer”) And UNITED STEELWORKERS (On behalf of LOCAL UNION 2952, O & T Unit) (Hereinafter referred to as “The Union”)
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Progression Rates a.) Progression rates of pay for all operators hired on or after July 1, 2011 shall be: First twenty-four (24) months following completion of training - 70% of top rate Next eighteen (18) months following completion of training - 80% of top rate Next six (6) months following completion of training - 95% of top rate Thereafter - 100% of top rate
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Progression Rates a.) Progression rates of pay for the above classifications hired on or after July 1, 2011 shall be: First twenty-four (24) months following completion of training - 70% of top rate Next eighteen (18) months following completion of training - 80% of top rate Next six (6) months following completion of training - 95% of top rate Thereafter - 100% of top rate
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Progression Rates a.) Progression rates of pay for all Transit Information Operators hired on or after July 1, 2011 shall be: First twenty-four (24) months following completion of training - 70% of top rate Next eighteen (18) months following completion of training - 80% of top rate Next six (6) months following completion of training - 95% of top rate Thereafter - 100% of top rate
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Related to Progression Rates

  • Evaluation Factors The walkthrough(s), observation(s), and other components required by Ohio Rev. Code to be used in the teacher evaluation procedure

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • Evaluation Cycle Goal Setting and Development of the Educator Plan

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Xxxxxxxxxx County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following:

  • Completion of Evaluation Cycle 1. The summative evaluation rating shall be based upon a preponderance of the evidence, assessed in a holistic manner, that is aligned to the Ohio Educator Standards. Only evidence gathered during the walkthroughs and formal observations that are conducted for the current school year may be used.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Baseline For purposes of measuring a reduction in net tax revenue, the interim final rule measures actual changes in tax revenue relative to a revenue baseline (baseline). The baseline will be calculated as fiscal year 2019 (FY 2019) tax revenue indexed for inflation in each year of the covered period, with inflation calculated using the Bureau of Economic Analysis’s Implicit Price Deflator.163 FY 2019 was chosen as the starting year for the baseline because it is the last full fiscal year prior to the COVID– 162 See, e.g., Tax Policy Center, How do state earned income tax credits work?, https:// xxx.xxxxxxxxxxxxxxx.xxx/xxxxxxxx-xxxx/xxx-xx- state-earned-income-tax-credits-work/ (last visited May 9, 2021).

  • Service Rates The rates for services provided to a specific child by the Provider shall be set forth in the PSO for the child. The Provider may not increase the rate for any service described in a PSO during the term of the PSO unless the PSO provides for an automatic rate increase option, in which case the rate may only be increased in the initial month of the Buyer’s fiscal year and must be agreed to in writing by the Buyer. The provider is required to have all services and rate information entered and up-to-date in the Service Fee Directory by the beginning of the contract year. The Provider shall provide to the Buyer written notice of any planned rate increase (90 days) prior to the initial month of the Buyer’s next fiscal year. Such written notice shall contain the justification for the increase and shall be submitted in triplicate to the Buyer’s Children’s Services Act Manager.

  • Evaluation Rating The final summative evaluation level that is assigned to a teacher based on the holistic review of all Evaluation Factors, observed during the Evaluation Cycle. The rating shall be “accomplished”, “skilled”, “developing”, or “ineffective”. The final rating shall not be weighted in such a way that one (1) domain or component of the evaluation system has a higher importance than another, except that any area marked N/A shall not negatively impact the evaluation rating.

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

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