Components of Evaluation Clause Samples

Components of Evaluation. 9.3.1 The evaluation process shall include the following components: 9.3.1.1 an assessment of the Unit Member’s performance by the Immediate Management Supervisor or designee which shall include a classroom/worksite observation of duration not less than thirty (30) minutes, but which shall not exceed one (1) class period in the case of classroom observation, or ninety (90) minutes in the case of other worksite observation; 9.3.1.2 a review by the Immediate Management Supervisor or designee of classroom/worksite and other job-related materials prepared by the Unit member, provided that for non-credit programs where the Unit Member does not regularly prepare job-related materials, they are not required to be reviewed; 9.3.1.3 student evaluations, which shall be administered by the Immediate Management Supervisor or designee; 9.3.1.4 an assessment of the Unit Member’s performance by a peer reviewer, if elected by the Unit Member pursuant to section 9.5. 9.3.2 Where the Unit Member has students who are incapable of providing feedback, or where evaluation by students is clearly impractical, the requirement for administration of student evaluations may be waived or modified by mutual agreement of the Immediate Management Supervisor and the Unit Member, and the reasons made part of the evaluation report.
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Components of Evaluation. A. Each employee shall be evaluated on their assignment as to: 1. Student progress as determined by the content and performance standards prescribed by the Board. 2. The establishment and maintenance of a suitable learning environment within the scope of the employee’s responsibilities. 3. Performance of those non-instructional duties and responsibilities, including supervisory, advisory, and participatory, related to those instructional services delineated in Section 4.1. C.1 of this document. 4. The instructional techniques and strategies used by the employee. 5. The employee’s adherence to curricular objectives. 6. See Appendix G for evaluation forms currently in use. B. In order to achieve a fair and accurate evaluation, the employee shall have the opportunity to state the conditions that have an effect on the expected student progress. All factors of evaluation shall be uniformly applied throughout the District.
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Components of Evaluation. 9.3.1 The evaluation process shall include the following components: 9.3.1.1 an assessment of the Unit Member’s performance by the Immediate Management Supervisor or designee which shall include a classroom/worksite observation of duration not less than thirty (30) minutes, but which shall not exceed one (1) class period in the case of classroom observation, or ninety (90) minutes in the case of other worksite observation. For classes employing distance education technologies, the evaluator will provide specific information to clarify the details associated with the evaluation process, including the amount of time needed for access to the learning management system and the access level required (TA, instructor, student). 9.3.1.2 a review by the Immediate Management Supervisor or designee of classroom/worksite and other job-related materials prepared by the Unit member, provided that for non-credit programs where the Unit Member does not regularly prepare job-related materials, they are not required to be reviewed; 9.3.1.3 student evaluations, which shall be administered by the Immediate Management Supervisor or designee; 9.3.1.4 an assessment of the Unit Member’s performance by a peer reviewer, if elected by the Unit Member pursuant to section 9.5. 9.3.2 Where the Unit Member has students who are incapable of providing feedback, or where evaluation by students is clearly impractical, the requirement for administration of student evaluations may be waived or modified by mutual agreement of the Immediate Management Supervisor and the Unit Member, and the reasons made part of the evaluation report.
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Components of Evaluation. The evaluation cycle will consist of annual faculty evaluations and one comprehensive evaluation every four years. Normally, the schedule will be planned such that no faculty will have two consecutive years of a comprehensive evaluation. At any time, a comprehensive evaluation of faculty performance may occur at the request of either the administration or faculty. The following chart provides one example of a faculty's evaluation cycle. Portfolio Portfolio update Portfolio update Portfolio update Portfolio update Conference One administrative conference One administrative conference One administrative conference One administrative conference Administrative Evaluation Faculty Evaluation Document Faculty Evaluation Document Faculty Evaluation Document and Classroom Observation Document Faculty Evaluation Document
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Components of Evaluation. 011 Components of Full Evaluation Cycle ● Professional Growth Plan or Improvement Plan ● One Formal Holistic Observation, minimum of 30 minutes, followed by a conference ● Walkthroughs – with an emphasis on identified focus area(s) when applicable; minimum of 10 minutes ● One Formal Focused Observation – with an emphasis on identified focus area(s); minimum of 30 minutes, and ● One Summative Conference
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Components of Evaluation. 1. Each person within the school district shall fulfill his/her job responsibilities as identified by the job description. 2. There shall be a wide range of professionally related criteria used to comprehensively evaluate the teacher. Included in this should be an observation of classroom instruction.
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Related to Components of Evaluation

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order. (b) The technical evaluation committee may call the responsive bidders for discussion or presentation to facilitate and assess their understanding of the scope of work and its execution. However, the committee shall have sole discretion to call for discussion / presentation. (c) Financial bids of only those bidders who qualify the technical criteria will be opened provided all other requirements are fulfilled. (d) AIIMS Jodhpur shall have right to accept or reject any or all tenders without assigning any reasons thereof.

  • Final Evaluation IC must submit a final report and a project evaluation to the Arts Commission within thirty (30) days after the completion of the Services. Any and all unexpended funds from IC must be returned to City no later than sixty (60) days after the completion of the Services.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.