Assessment of Performance Clause Samples

Assessment of Performance. A. The Board shall evaluate, in writing, the performance of District Superintendent at least once a year during the term of this Agreement, no later than July 1st of each year (beginning July 1, 2021), unless the parties mutually agree in writing on another date for the annual evaluation. An evaluation instrument and method mutually agreed upon in writing by the Board and the District Superintendent shall be utilized for the annual performance assessment. In the event the Board consensus determines that the performance of District Superintendent is unsatisfactory in any respect, it shall describe in writing, in reasonable detail, the specific instances of unsatisfactory performance. A copy of the written evaluation shall be delivered to the District Superintendent. The District Superintendent shall have the right to make a written response to the evaluation. The Board’s evaluations and District Superintendent’s response(s) shall be totally private and in no manner become public knowledge or conversation, except as otherwise expressly required by state or federal law. The District Superintendent’s performance shall be deemed satisfactory and the District Superintendent shall not be subject to discipline, discharge or termination on the basis of neglect of duty or incompetency in any year when a formal performance assessment is not completed in accordance with this Agreement. B. The performance assessment shall be used for the following purposes: (a) To strengthen the working relationship between the District and District Superintendent and to clarify for District Superintendent and individual members of the Board of School Directors the responsibilities the Board relies on District Superintendent to fulfill; (b) To discuss and establish goals for the ensuing year; and (c) To establish the basis for possible incremental adjustments in the annual salary rate for District Superintendent. C. The performance of the District Superintendent shall be assessed in part against mutually agreed upon objective performance standards which will include, by way of example only and not by way limitation, such areas as continuous improvement planning, curriculum development, instruction and community vision to promote, enhance and sustain a positive school environment. The District shall post the mutually agreed upon objective performance standards on the District website and shall also annually post whether or not the District Superintendent met the agreed upon objective pe...

Assessment of Performance. Leeds City College has traditionally been very strong regarding widening participation and aims to continue offering flexible delivery and appropriate support to give students from all backgrounds and circumstances the opportunity to succeed at HE level.

Assessment of Performance. 23.9.1 The performance of a Sessional Appointee shall be assessed in the first instance with a student ratings form authorized for general use within the Faculty or department. The results of these ratings, along with any peer evaluations and other materials pertinent to the Sessional Appointee’s performance of teaching or other duties, including materials submitted by the Sessional Appointee, shall be provided to the Sessional Appointee and Department Head or equivalent and retained in the department, following as closely as possible the practice for ongoing academic staff in the unit. 23.9.2 At the latest, after a Sessional Appointee has taught 4 HCE in a department or has completed two (2) years of service, whichever comes first, the Department Head or equivalent shall assess the performance of a Sessional Appointee considering the cumulative record of Student Ratings and any other pertinent information concerning teaching effectiveness or other assigned duties. The Head’s assessment will be entered into the Sessional Appointee’s personnel file and the Sessional Appointee may enter comments with respect to the Head’s assessment. The Department Head or equivalent shall re-assess the performance of a Sessional Appointee in the same manner as above after every eight (8) HCE or two (2) years, whichever comes first.

Assessment of Performance. Traditionally UCLan has an extremely strong track record of access for under-represented groups. HESA Performance Indicators are used as the main measure and the most recent release (for 2013/14 data) reflects that we met or exceeded our targets, with 17.3% of young full-time first degree students coming from low participation neighbourhoods (target 15% - POLAR 2 methodology) and 43.9% of young full-time first degree students being drawn from lower socio economic groups (target 39%). We have a strong story to tell, but we are mindful that there could be threats to our continued success in this area. We therefore made a strategic decision to introduce a foundation entry year option for all our undergraduate courses offered on campus. These are heavily discounted to allow for access to higher education by students with non-traditional qualifications, within which students from low participation neighbourhoods form a high proportion. We also made a strategic decision to continue with our policy of maintaining the increased entry requirements for full time undergraduate courses. However, we have introduced the significantly expanded alternative entry route to ensure that this policy will not have a negative impact on students with ‘non-standard’ qualifications who have the potential to benefit from higher education. We currently monitor this using the HESA performance indicators noted above, but if this data begins to indicate a downturn in enrolments of students from these under-represented groups, we will look to extend our monitoring to cover applications. Retention is an area of challenge for us, but we are on track with our work to address this and the latest HESA Performance Indicator release projected that 77.9% of our students would obtain a degree, against a milestone of 70%. Over recent years we have been working to understand the nature and extent of any differential impacts on under-represented groups and have developed a series of internal data reports to examine this at both school and university levels. We have also been developing a series of initiatives to ensure that students from all backgrounds are effectively supported to be able to complete their programme of study with us. This is being rigorously monitored through the College structure and investment in enhanced data collection and reporting systems. We are not only concerned to ensure that our students complete their courses; we want to see them achieve strong grades that ensure that t...

Assessment of Performance. A. An annual assessment of performance shall be the means by which the Director of Buildings, Grounds and Transportation shall evaluate the performance of the Second Shift Supervisor. Such assessment of performance shall be conducted as described below in each year of this agreement and a score will be given. The annual assessment of performance shall comply with the Public School Code and Regulations implementing the School Code, if applicable to this agreement. Review of the performance assessment shall be conducted in a private session. All parties agree that the performance assessment made shall be privileged and that the Board Members, Director of Buildings, Grounds and Transportation and Superintendent shall respect the confidentiality of the discussions, except to the extent as may be required by law. Nothing contained herein shall prevent the School District from using such evaluation in a hearing properly brought under the Public School Code. The parties agree that the Employees’ employment with the District is subject to the Public School Code, as amended, and in effect from time to time. B. It is extremely important for each individual to have a sense of his/her own performance and contribution to the organization. This can only be accomplished through regular communication with the Employee’s supervisor in order to assess the Employee’s performance based on the expectations of the Employee’s job description, the Employee’s accountability for achieving District goals (primary responsibility, supervisory responsibility, or support responsibility), and the Employee’s progress toward meeting the Employee’s individual objectives. At least two formal conferences, an interim appraisal and a final appraisal, will be held each year. Additional conferences may be held as necessary. A written notification of performance level will be provided to each individual following the formal conference. The interim appraisal shall occur prior to December 1of each year and the final appraisal shall occur prior to May 1 of each year. C. A plan for improvement shall be developed by the Employee’s supervisor in those instances where the Employee has received a Failing rating in either of the two categories. Any employee who does not receive at least a Proficient rating in the year following one in which a Failing rating was received will be subject to dismissal at the will of the School Board.

Assessment of Performance. 6.1 At any time during the term of this Agreement, the Government may conduct at any intervals reviews :- (a) of the quality of education provided at the School; (b) to ascertain whether the School is being operated and managed to the standard as specified in the School Development Plan; (c) to ascertain whether the provisions of this Agreement are being complied with; and (d) on the School’s self-evaluation. 6.2 Without prejudice to the generality of Clause 6.1, the Government shall conduct a comprehensive review of all areas of the School, which shall include those specified in Schedule V hereto, after five years from Commencement Date, or on a periodic basis as the Government may think fit. 6.3 For the purposes of Clauses 6.1 and 6.2 above, the SMC shall fully co- operate with the Government and shall grant such access to its premises, books and records as may be requested by the Government to enable the Government and its authorised representatives to carry out such reviews. 6.4 The assessment mentioned above will primarily take into account the Performance Targets and the School’s self-evaluation. 6.5 If at any time the SMC fails to comply with any provisions of this Agreement or manage or operate the School in conformity to the standard set out in the School Development Plan, the Government or the Permanent Secretary may without prejudice to its/his rights and powers under this Agreement or the Ordinance :- (a) require the SMC to draw up and implement an action plan to overcome identified problems or to achieve the Performance Targets within the period as the Government or the Permanent Secretary may specify, provided that the specified period shall not be less than one month; (b) monitor the progress of implementation and the achievement of the Performance Targets; (c) conduct follow-up inspections during and/or after the period specified under paragraph (a) above. 6.6 If the Government considers that the SMC has failed to comply with Clause 6.5, the Government or the Permanent Secretary may, without prejudice to its/his rights and powers under the Ordinance :- (a) appoint managers in accordance with Section 41 of the Ordinance; and/or (b) decide not to renew this Agreement by :- (i) giving the SMC nine months’ notice before this Agreement expires; or (ii) (if that agreement will expire in less than nine months’ period) giving the SMC prior notice and the Government may in its discretion determine the notice period; and/or (c) terminate this Agreeme...

Assessment of Performance. 23.7.1 The performance of a Sessional Instructor shall be assessed in the first instance with a student ratings form authorized for general use within the Faculty or Department. The results of these ratings, along with any peer evaluations and other materials pertinent to the Sessional Instructor’s performance of teaching or other duties, including materials submitted by the Sessional Instructor, shall be provided to the Sessional Instructor and Department Head or equivalent and retained in the Department, following as closely as possible the practice for Continuing academic staff in the unit. 23.7.2 After a Sessional Instructor has completed a three-year term, or has taught the equivalent of eight (8) half-courses, whichever comes first, the Department Head or equivalent shall review the file within one month and provide an appraisal of the Sessional Instructor that considers the cumulative record of Student Ratings and any other pertinent information concerning teaching effectiveness or other assigned duties. The Sessional Instructor may enter comments with respect to the Head’s appraisal into the personnel file.

Assessment of Performance. A. An annual assessment of performance shall be the means by which the Supervisor of Buildings, Grounds, and Transportation shall evaluate the performance of the First Shift Supervisor. Such assessment of performance shall be conducted as described below in each year of this agreement and a score will be given. The annual assessment of performance shall comply with the Public School Code and Regulations implementing the School Code, if applicable to this agreement. Review of the performance assessment shall be conducted in a private session. All parties agree that the performance assessment made shall be privileged and that the Board Members, Supervisor of Buildings, Grounds, and Transportation, and Superintendent shall respect the confidentiality of the discussions, except to the extent as may be required by law. Nothing contained herein shall prevent the School District from using such evaluation in a hearing properly brought under the Public School Code. The parties agree that the Employees’ employment with the School District is subject to the Public School Code, as amended, and in effect from time to time. B. It is extremely important for each individual to have a sense of his/her own performance and contribution to the organization. This can only be accomplished through regular communication with the Employee’s supervisor in order to assess the Employee’s performance based on the expectations of the Employee’s job description, the Employee’s accountability for achieving District goals (primary responsibility, supervisory responsibility, or support responsibility), and the Employee’s progress toward meeting the Employee’s individual objectives. C. A plan for improvement shall be developed by the Employee’s supervisor in those instances where the Employee has received a Failing rating in either of the two categories. Any employee who does not receive at least a Proficient rating in the year following one in which a Failing rating was received will be subject to dismissal at the will of the School Board.

Assessment of Performance. The assignment of a teacher to a TLC position will be subject to review by the school District’s administration at least annually. The review shall include peer feedback on the effectiveness of the teacher's performance of duty specific to the teacher's TLC position.