Annual Evaluation Sample Clauses

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.

Annual Evaluation. (1). The proposed written annual evaluation, including the employee's annual assignment which was furnished pursuant to Article 9.3, shall be provided to the employee within thirty (30) days after the end of the academic term during which such evaluation will be made. The employee shall be offered the opportunity to discuss the evaluation with the evaluator prior to its being finalized and placed in the employee's evaluation file. The evaluation shall be signed and dated by the person performing the evaluation, and by the person being evaluated who may attach a concise comment to the evaluation. A copy of the evaluation shall be provided to the employee. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the evaluation which were not resolved in previous discussions with the evaluator. (2). Each university department/unit shall develop and maintain procedures to evaluate each employee according to criteria specified in Article 10.4 below. These procedures will include the method for the distribution of salary increase funds specified in Article 23 based on said annual evaluation. The employees of each department/unit, who are eligible to vote in department/unit governance, shall participate in the development of these procedures and shall recommend implementation by vote of a majority of at least a quorum of those employees. a. The proposed procedures, or revisions thereof, shall be reviewed by the President or representative to ensure that they are consistent with the mission and goals of the university and that they comply with this agreement. b. If the President or representative determines that the recommended procedures do not meet the conditions in Article 10.3(A)(2)(a)) above, the proposal shall be referred to the department/unit for revision with a written statement of reasons for non-approval. No merit salary increase funds shall be provided to a department/unit until its procedures have been approved by the President or representative. c. Approved procedures, and revisions thereof, shall be kept on file in the department/unit office. A copy of that department's/units current procedures for annual evaluation will be available to employees either in hard copy or electronic format. (3). Upon written request from the employee, the persons responsible for supervising and evaluating an employee shall endeavor to assist the employee in correcting any major performance deficiencies...

Annual Evaluation. A. The Board shall evaluate the performance of the Superintendent at least once a year on or before June 30th in accordance with statutes, regulations and Board policy relating to Superintendent evaluation. Each annual evaluation shall be in writing and shall represent a majority of the Board. Prior to its finalization, a copy of the evaluation shall be provided to the Superintendent, and the Superintendent and the Board shall meet to discuss the findings. The Board may meet in closed session to discuss the evaluation and the Superintendent’s performance where a Rice notice has been served upon the Superintendent, giving notice that the Superintendent’s employment will be discussed in closed session, and the Superintendent has not requested that the meeting be conducted in public. The evaluations shall be based upon the criteria adopted by the Board, the goals and objectives of the district, which shall include encouragement of student achievement, the responsibilities of the Superintendent as set forth in the job description for the position of Superintendent, the district’s placement on the NJQSAC continuum (with respect to those DPRs that are within the Superintendent’s control), and such other criteria as the State Board of Education shall by regulation prescribe. In the event that the Board determines that the performance of the Superintendent is unsatisfactory in any respect, it shall describe in writing, and in reasonable detail, the specific instances of unsatisfactory performance. The evaluation shall include specific recommendations for improvement in all instances where the Board deems performance to be unsatisfactory. The Superintendent shall have the right to respond in writing to the evaluation; this response shall become a permanent attachment to the evaluation in question. On or before June 1st of each year of this Employment Contract, the Superintendent and the Board shall meet to review the evaluation format and to mutually determine the evaluation format to be used in the subsequent school year. The final draft of the annual evaluation shall be adopted by the Board by June 30 of each year of this Contract. The Superintendent shall propose a schedule for evaluation for the next year to the Board President by the annual organization meeting each year. B. If the parties have not already done so, then within thirty (30) days of the execution of this Employment Contract, the parties shall meet to establish the district's goals and objectives ...

Annual Evaluation. On or about March 1st of each year during the term of this Agreement, the Board shall review the performance of the District Superintendent for the previous year by utilizing the evaluation instrument annexed hereto as Exhibit “A”. The annual performance review of the Board shall be based upon the success in attaining the goals established by the Board and District Superintendent each year in July, and such other criteria as is set forth in the evaluation instrument. The evaluation shall be reduced to written form and presented to the District Superintendent with periodic opportunities to discuss District Superintendent-Board relationships. Upon the mutual agreement of the parties, the evaluation instrument may be modified for subsequent evaluations. The Board shall also devote a portion of one meeting during the month of December to a general discussion, in executive session, for a general discussion with respect to the District Superintendent’s performance and his working relationship with the Board. The performance evaluation prepared pursuant to this section shall be confidential, and the confidentiality of such evaluation shall be maintained by the Board and the individual members of the Board.

Annual Evaluation. (1) The finalized written annual evaluation, including the employee's annual assignment which was furnished pursuant to Article 9.3, shall be provided to the employee in accordance with the timeline set forth in the current FPED. The employee shall be offered the opportunity to discuss the evaluation with the evaluator prior to its being finalized and placed in the employee's evaluation file. The evaluation shall be signed and dated by the person performing the evaluation, and by the person being evaluated who may attach a concise comment to the evaluation. A copy of the signed evaluation shall be provided to the employee. The employee may request, in writing, a meeting with an administrator at the next higher level to discuss concerns regarding the evaluation which were not resolved in previous discussions with the evaluator. (2) Where the faculty attaches a comment to the annual evaluation, a copy of the signed evaluation along with the faculty’s signed comment shall be given to the supervisor with a copy to the Xxxx/Director. (3) Each university college/unit shall develop and maintain standards to evaluate each employee according to criteria specified in Article 10.4 below. These standards must be consistent with those necessary to maintain university and college/unit accreditations. The employees of each college/unit who are eligible to vote in college/unit governance, working with the administration of the college/unit, shall participate in the development of these criteria and standards. The employees shall recommend implementation by a majority vote of those employees. a. The proposed criteria and standards, or revisions thereof, shall be reviewed by the President or representative to ensure that they are consistent with the mission and goals of the University and that they comply with this agreement. b. If the President or representative determines that the recommended criteria and standards do not meet the conditions in Article 10.3(A) (3) (a) above, the proposal shall be referred to the college/unit for revision with a written statement of reasons for non-approval. c. Approved criteria and standards, and revisions thereof, shall be kept on file in the college/unit office. A copy of the college/unit current criteria and standards for annual evaluation will be available to employees either in hard copy or electronic format. If the college/unit criteria and standards document is maintained on the college/unit share drive or website it shall be deeme...

Annual Evaluation. Regular unit members shall be evaluated in writing annually no later than the end of the month in which the unit member’s anniversary date falls. This includes members completing their first year of service.

Annual Evaluation. An annual evaluation is summative and is required for all instructional employees. The Instructional Practice Score reflects an employee’s overall performance and is limited to a specific contract year of observed performance.

Annual Evaluation. The City Manager may, at his/her sole discretion, review and evaluate the performance of Employee annually within thirty (30) days after each anniversary of the Effective Date. In addition, Employee shall submit for the City Manager’s consideration, no later than December 1 of each year of the term of this Agreement, Employee’s proposed annual performance goals and objectives and incorporate the City Manager’s suggestions. Such review and evaluation, if any, will be conducted concurrently with an annual salary review, and in accordance with the purpose noted in Section 5.1 above.

Annual Evaluation. 3.1 The Township Manager shall evaluate the performance of the Employee annually in advance of December 15th of each year of the Agreement. The evaluation shall be based upon goals, performance objectives, and the attainment of the Board’s policy objectives using specific criteria developed jointly by the Township and Employee.

Annual Evaluation. T11.1 The purpose of the University evaluation procedure described herein is twofold: to facilitate the professional development of Bargaining Unit Faculty; and to inform decisions regarding merit pay, reappointment, dismissal, tenure, and promotion. In this Article, whenever a reference to “department” is made, it shall be understood that this refers to the college in the College of Nursing and Health and the Lake Campus. For jointly appointed Bargaining Unit Faculty, “department” refers to the Member’s “primary” department, which is the academic unit in which a Member is appointed more than 50% (see Section T11.2.10). T11.2 Except as noted in Sections T11.2.8, T11.2.8.1 and 31.5.2, the Department Chair shall conduct an annual evaluation of every Bargaining Unit Faculty Member’s performance for the previous three calendar years in accordance with the teaching and service criteria set forth in Sections T11.3.1-T11. 3.2.2 and the Department’s annual evaluation criteria for scholarship set forth in its bylaws pursuant to Section 10.4.