Annual Performance Reviews Sample Clauses

Annual Performance Reviews. Performance reviews shall be conducted on an individual basis at least once throughout each calendar year. Any Employee who has not had her/his review completed (with the person to whom she/he directly reports on a day-to-day basis) by 30 September in each calendar year shall advise that person in order to make mutually convenient arrangements for the review to be completed before the end of the calendar year. Wherever possible the Employee shall be advised in writing of the outcome of the performance review within one month of the review taking place.

Annual Performance Reviews a. Department Chairpersons shall annually review the performance of faculty members in their departments or units. In schools without Chairs, this review shall be carried out by the ▇▇▇▇ or his/her designee, who will be another administrator holding faculty status. Although the faculty member bears the responsibility of demonstrating his or her achievement and potential in matters of reappointment, promotion and tenure, Chairs, Deans or Directors have a responsibility to con- tribute to the professional development of the faculty member by communicating to that person their regular assessment of performance, progress and areas of strength and those in need of im- provement. b. At the initiative of the faculty member, performance evaluation may make reference to relevant accom- plishments for which no percentage of effort is recorded on the workload form. The Chair/▇▇▇▇’▇ designee shall seek and incorporate input of the applicable administrator of any secondary units as described in Section 2 of this Article.

Annual Performance Reviews a. Department Chairpersons shall annually review the performance of faculty members in their departments or units. In schools without Chairs, this review shall be carried out by the ▇▇▇▇ or his/her designee, who will be another administrator holding faculty status. Although the faculty member bears the responsibility of demonstrating his or her achievement and potential in matters of reappointment, promotion and tenure, Chairs, Deans or Directors have a responsibility to contribute to the professional development of the faculty member by communicating to that person their regular assessment of performance, progress and areas of strength and those in need of improvement. The annual review will include a report of annual activities by the faculty member and a review of such materials along with student evaluations by the Chairperson or, in schools without Chairs, by the ▇▇▇▇ or his/her designee. The review will result in a written evaluation of the faculty member's performance and this evaluation shall serve as the basis for the ▇▇▇▇’▇ decision regarding performance increases along with the factors listed in Article 18. At the initiative of the faculty member, performance evaluation may make reference to relevant accomplishments for which no percentage of effort is recorded on the workload form. The Chair/▇▇▇▇’▇ designee shall seek and incorporate input of the applicable administrator of any secondary units as described in Section 2 of this Article. b. Reviews at the department and school level shall take place each Spring for all faculty members. Although such reviews can occur at any time, the first such review must occur by March 15 of the first year of any non-tenure track appointment and by April 15 for the first year of any tenure-track appointment. Subsequent reviews for all faculty must occur by April 15th. c. Annual reviews will focus on the performance of the faculty member during the previous two semesters or the previous twelve (12) months, whichever applies to the faculty member’s appointment period, but will also take into account the performance of the faculty member during the preceding two (2) years if the faculty member was employed by the University. The ▇▇▇▇ will instruct departments and units as to whether performance data on a faculty member should be submitted on a calendar, fiscal or academic year basis. d. Annual reviews shall include a formal meeting between the evaluator and the faculty member at least every other year, except for ...

Annual Performance Reviews. All approved guidelines shall be distributed to all faculty to whom they apply and must be included in the dossier of every candidate for second reappointment of tenure-track faculty, promotion and/or tenure. One copy of all approved department and college or school guidelines will also be sent to the Union. Where external review is required, a copy of the guidelines shall also be sent to any external evaluators.

Annual Performance Reviews. Executive’s job performance shall be reviewed annually by the Board. In conjunction with such annual performance review process, Executive will be eligible for salary increases, cash bonus awards (the bonus target is set forth under Section 5 above) and additional stock option awards, which will be subject to Company policy and vesting terms. Salary increases, cash bonuses and stock option awards will be determined by the Board in its sole discretion based on the overall performance of Opnext as well as Executive’s individual performance. Stock options, salary increases and bonuses are awarded at the discretion of the Board.

Annual Performance Reviews. The MMS, CSLC, and DOGGR will coordinate annual performance reviews, seeking to ensure all three agencies are present to discuss with the operator of the full spectrum of performance-related issues.

Annual Performance Reviews. At least annually, the General Manager and ▇▇▇▇▇▇▇ shall set mutually agreed upon objectives for each year. These objectives shall coincide with the General Manager's completion of a public employee performance evaluation of ▇▇▇▇▇▇▇ on or before the anniversary date of this Agreement ("Annual Evaluation"). Nothing in this section precludes the General Manager from completing an additional interim public employee performance evaluation of ▇▇▇▇▇▇▇ at any other time.

Annual Performance Reviews. The performance of each regularly scheduled employee covered by this Agreement shall be reviewed in writing by Cornish College at least once each academic year. Evaluation meetings with the Dance Musicians accompanying College-only classes will take place no later than the last of College classes. Evaluation meetings with Dance Musicians accompanying Preparatory Dance classes will take place no later than the Tuesday following student demonstrations.

Annual Performance Reviews i. The WIEB Executive Director will work closely with the EIM-BOSR Chair and Vice- Chair to evaluate the performance of WIEB employees that provide staff support to the EIM-BOSR. ii. The WIEB Executive Director will work closely with the EIM-BOSR Chair and Vice- Chair to perform an annual review of services rendered, outcomes achieved, staff utilization, expenditures, cost allocations, and future budgets.