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 m defer their winter session courses to the su mer session. This program allows stu ents to obtain 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 a 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 ...
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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. 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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Retention Rates. 2. Promote access and affordability
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Retention Rates and Completion Rates.
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Related to Retention Rates

  • Compensation Rates Each of the compensation rates to be paid by Buyer to Seller for Product delivered under this Agreement as set forth below shall be populated with the values as selected by Buyer in accordance with Appendix XIV. The Compensation Rates are as follows:

  • Contribution Rates ‌ The Employer's contribution rate to the pension fund shall be 8% of each employee's gross monthly earnings. The Employer shall also deduct from each eligible employee's gross monthly earnings 6% and remit that amount together with the Employer's required contribution on behalf of each employee to the pension fund.

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

  • Overhead Rates The Engineer shall use the provisional overhead rate indicated in Attachment E. If a periodic escalation of the provisional overhead rate is specified in Attachment E, the effective date of the revised provisional overhead rate must be included. For lump sum contracts, the overhead rate remains unchanged for the entire contract period.

  • 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.

  • Hourly Wage Rates The Employer shall pay wages to every employee covered by this Agreement at the rates set forth in Schedule "A" hereunto annexed in respect of the various classifications therein contained. Schedule "A" shall be deemed to be contained in, and form a part of this Agreement.

  • 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.

  • Requiring Minimum Compensation for Covered Employees a. Contractor agrees to comply fully with and be bound by all of the provisions of the Minimum Compensation Ordinance (MCO), as set forth in San Francisco Administrative Code Chapter 12P (Chapter 12P), including the remedies provided, and implementing guidelines and rules. The provisions of Sections 12P.5 and 12P.5.1 of Chapter 12P are incorporated herein by reference and made a part of this Agreement as though fully set forth. The text of the MCO is available on the web at xxx.xxxxx.xxx/xxxx/xxx. A partial listing of some of Contractor's obligations under the MCO is set forth in this Section. Contractor is required to comply with all the provisions of the MCO, irrespective of the listing of obligations in this Section.

  • Employees - Basic Eligibility Employees may participate in the Group Insurance Program if they are scheduled to work at least 1044 hours in any twelve consecutive months, except for:

  • Salary Grids Classifications and salary rates are attached as Schedule "A" and forms part of this Collective Agreement. The years referred to in the salary schedules shall mean years of continuous service with the Employer in the designated classification, plus the applicable allowances under 23.04. Years of service on the new grid may not relate to the employee’s service level as a result of April 1, 2007 harmonization of the grids and blending the bargaining units.

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