Assessment Cycle Sample Clauses

Assessment Cycle. All department heads shall be assessed the third semester of each three (3) year term. A support, training or improvement plan may also be initiated at the direction of the majority of the faculty, the discretion of the area ▇▇▇▇ or as requested by the department head.
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Assessment Cycle. Implementation of Promoting Positive School Climate (PPSC). Quarterly Reports (November, January, March, June) on origin of discipline referrals, decrease in total discipline referrals, and suspensions. Perception surveys administered two times per year at Fall and Spring Parent Teacher Conferences.
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Assessment Cycle. All unit members with non-permanent status shall be evaluated annually. All unit members with permanent status who have been employed at least ten (10) years with the District, are highly qualified as defined in United States Code Title 20, Section 7801, Chapter 70, Subchapter IX, Part A (23), and whose previous evaluations have, for at least ten
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Assessment Cycle. Agencies must have an initial assessment when they first apply for CMS accreditation which lasts for a year. An extension of up to six months is available on request (to facilitate maternity/paternity leave or a merger or other exceptional circumstance) but after six months the CMS accreditation will always lapse.
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Assessment Cycle. YY. 4.1 The performance and status of every Continuing, Contingent Term, Limited Term, Special Limited Term and Pre-Tenure Track Appointment academic staff member shall be formally reviewed on a biennial basis. The biennial period will be two academic years commencing on July 1 and ending on June 30. The assessment will be based on the biennial academic performance report. The increment awarded in the assessment process will apply to each of the current and succeeding years. The deadline for the submission of biennial academic performance reports shall be established by each Faculty. The deadline established shall be no earlier than June 1, nor later than September 1. 4.2 All Tenure Track, Contingent Term, Limited Term, Special Limited Term or Pre-Tenure Track Appointment academic staff who have held such positions for five years or less are encouraged to meet with the Department Head and/or ▇▇▇▇ in the intervening year to discuss their career progress. The Head and/or ▇▇▇▇ shall invite all such members to individual meetings during the period between July 1 and September 30 in the intervening year. Academic staff are strongly advised to avail themselves of these meetings as the advice received could be important for future success in tenure, promotion, or contract renewal.
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Related to Assessment Cycle

  • Assessment The Secretary of State will notify the appropriate body for assessment purposes about the Academy.

  • Self-Assessment (a) Subject to clause 4.4(b), for Services that are Self-Assessable: (i) You must self-assess whether those Services are being delivered in compliance with the Quality Standards, using the self-assessment tool available on Our Website and in accordance with the Quality Framework; and (ii) You must promptly and, in any case, immediately upon request, provide a copy of Your self-assessment to Us. (b) Clause 4.4(a) does not apply if You hold any current Certification.

  • Joint Assessment If the Premises are not separately assessed, Lessee's liability shall be an equitable proportion of the Real Property Taxes for all of the land and improvements included within the tax parcel assessed, such proportion to be conclusively determined by Lessor from the respective valuations assigned in the assessor's work sheets or such other information as may be reasonably available.

  • Performance Assessment 6.1 The Performance Plan (Annexure A) to this Agreement sets out key performance indicators and competencies that needs to be evaluated in terms of – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 During the intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will also be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.13 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met (qualitative and quantitative) and with due regard to ad-hoc tasks that had to be performed under the KPI; 6.6.2 A rating on the five-point scale described in 6.9 below shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • DEVELOPMENT CHARGES INR. NA towards Development Charges, which shall include Club House Membership also.