Criteria for Advancement Sample Clauses

Criteria for Advancement. The criteria below apply to advancement of a librarian and archivist from Candidacy to continuing appointment, as well as promotion from the rank of Assistant Librarian to Associate Librarian. To qualify for a continuing appoint- ment or for promotion to the rank of Associate Librarian, an individual must be assessed to have at least high compe- tence in the area of professional performance and know- ledge and at least high competence in one other area. Evidence of the levels of competence required would in- clude, but not be limited to, the following characteristics of performance: a) Demonstrated excellence in fulfilment of position responsibilities and duties; b) Obvious ability to act independently and creatively in the position and by so doing to enhance the ability of the Library to fulfill its objectives; c) Clear understanding of policies; ability to justify and interpret Library policies to staff and users; d) Significant contributions in the form of analysis, ▇▇▇▇▇- ▇▇▇▇▇, planning, advice and/or counsel, suggestions, and actions which improve the operations of a specific Library unit; e) Provides leadership in fostering effective interpersonal relationships both within the Library and within the community of users; consistently sensitive to user needs and coordinates execution of responsibilities with others affected; f) Demonstrated planning ability; long-range planning ability and/or the ability to define Library objectives and goals will be considered in terms of ability to set objectives, to allocate resources consistent with system-wide goals and resources, and to shape Library policies, i.e., planning ability based on thorough analy- ses and evaluations of needs and constraints as well as the ability to gain commitment of persons affected by the changes planned for; g) Evidence of growth in librarianship and/or subject area; awareness of trends in the profession; h) Successful completion and/or participation in job-relat- ed courses, institutes and the like; i) Publications or other presentations in librarianship or other subject areas. When publications or other pres- entations are being considered, the content and form of such materials is considered rather than the number of titles or descriptive phrases on any curriculum vitae; j) Representing York or providing leadership in local, regional, national or international organizations devot- ed to librarianship and/or subject areas; k) Effective participation in Library and University task...
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Criteria for Advancement. The criteria below apply to advancement of a pre-candidate to candidate. To advance, an individual must be assessed as highly competent in the area of professional performance and knowledge, and at least competent in the other two areas. Evidence of the levels of competence required would include, but not be limited to, the following characteristics of performance: a) Demonstrated fulfilment of assigned responsibilities and duties; b) Indications of increasing ability to act independently and creatively; c) Increasing interest in and capacity for improving the overall effectiveness of a unit’s operations; d) Demonstrated potential for long-range planning and the ability to identify problems, assess alternative solu- tions and consequences of recommendations; e) Demonstrated capacity to work harmoniously with colleagues and Library users; f) Some evidence of increasing competence in a subject area; g) Successful completion of and/or participation in work-related courses and/or institutes; h) Dependability and reliability in the execution of responsibilities; i) Need for a decreasing amount of direction as experi- ence increases; j) Understanding of Library policies and ability to inter- pret those policies when required; k) Effective participation in Library task forces, commit- tees, etc.; effective representation of Library interests and problems to non-Library groups, committees or University officials; l) Membership in a professional or subject-related association; m) Promise of further growth in a specific position, in general professional knowledge and, if pertinent, in a subject area.
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Criteria for Advancement a. Five years of alarm technician experience or ten years electronic/electrical systems experience. b. Certified by the Oklahoma State Counsel on Law Enforcement Education and Training (CLEET). c. Oklahoma State burglar Alarm License. d. Oklahoma State Fire Alarm License. e. Certified Fire Alarm Technician by Fire-Lite Academy or other approved Security/Fire Certification.
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Criteria for Advancement. The criteria below apply to advancement of a librarian or archivist from Pre-Candidacy to Candidacy. To advance, an individual must be assessed to have at least high competence in the area of professional performance and knowledge, and at least competence in the two other areas. Evidence of the levels of competence required includes, but is not limited to, the following char- acteristics of performance: a) Demonstrated fulfilment of assigned responsibilities and duties; b) Indications of increasing ability to act in- dependently and creatively; c) Demonstrated capacity to work flexibly and effectively with colleagues to meet evolving needs and responsibilities of the organiz- ation, at both a unit/department level and system-wide;
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Criteria for Advancement. The criteria below apply to advancement of a pre-candidate to candidate. To advance, an individual must be assessed as highly competent in the area of professional performance and knowledge, and at least competent in the other two are- as. Evidence of the levels of competence required would include, but not be limited to, the following characteristics of performance: a) Demonstrated fulfilment of assigned responsibilities and duties; b) Indications of increasing ability to act independently and creatively; c) Increasing interest in and capacity for improving the overall effectiveness of a unit’s operations; d) Demonstrated potential for long-range planning and the ability to identify problems, assess alternative solutions and consequences of recommendations; e) Demonstrated capacity to work harmoniously with col- leagues and Library users; f) Some evidence of increasing competence in a subject area; g) Successful completion of and/or participation in work- related courses and/or institutes;
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Related to Criteria for Advancement

  • Step Advancement Each faculty member will be granted one (1) increment on the salary schedule each year up to the maximum allowed. To qualify for advancement one (1) step on the salary schedule, employees must have been employed in a paid status or on any form of medical leave (FMLA, CFRA, etc.), or on military leave seventy-five percent (75%) or more of the school days in a school year.

  • Career Advancement In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or exemplary on each Performance Standard and overall. A principal considering making an employment decision that would lead to PTS for any Educator who has not been rated proficient or exemplary on each performance standard and overall on the most recent evaluation shall confer with the superintendent by May 1. The principal’s decision is subject to review and approval by the superintendent.

  • Procedure for Advance Payment of Expenses Indemnitee shall submit to the Company a written request specifying the Indemnifiable Expenses for which Indemnitee seeks an advancement under Section 8 of this Agreement, together with documentation evidencing that Indemnitee has incurred such Indemnifiable Expenses. Payment of Indemnifiable Expenses under Section 8 shall be made no later than ten (10) calendar days after the Company’s receipt of such request.

  • Procedure for Advances (a) Subject to the limitations set forth in Section 2.01(b), the Borrower may request an Advance from the Lenders by delivering at the specified times the information and documents set forth in this Section 2.02. (b) No later than 2:00 p.m. at least one (1) Business Day and not more than five (5) Business Days prior to the proposed Advance Date, the Borrower shall, or shall cause the Collateral Manager to, deliver: (i) to the Administrative Agent (with a copy to the Collateral Agent and the Collateral Custodian) written notice of such proposed Advance Date (including a duly completed Borrowing Base Certificate updated to the date such Advance is requested and giving pro forma effect to the Advance requested and the use of the proceeds thereof); (ii) to the Administrative Agent a wire disbursement and authorization form, to the extent not previously delivered; and (iii) to the Administrative Agent (with a copy to the Collateral Agent and the Collateral Custodian) a duly completed Notice of Borrowing which shall (A) specify the desired amount of such Advance, which amount must be at least equal to $500,000 (or, with respect to any Delayed Draw Loan, the amount of the draw request made by the applicable Obligor), to be allocated to each Lender in accordance with its Pro Rata Share, (B) specify the proposed Advance Date for such Advance, (C) specify the Loan(s), if any, to be financed on such Advance Date (including the appropriate file number, a description of the Obligor, original loan balance, Outstanding Balance, Assigned Value and Purchase Price for each Loan and identifying each Loan by type and proposed Applicable Percentage applicable to each such Loan), (D) with respect to any Delayed Draw Loan, include the Unfunded Exposure Amount with respect to such Loan and the draw request made by the applicable Obligor and (E) include a representation that all conditions precedent for an Advance described in Article III hereof have been met. Each Notice of Borrowing shall be irrevocable. If any Notice of Borrowing is received by the Administrative Agent after 2:00 p.m. on the Business Day prior to the Business Day for which such Advance is requested or on a day that is not a Business Day, such Notice of Borrowing shall be deemed to be received by the Administrative Agent at 9:00 a.m. on the next Business Day. (c) On the proposed Advance Date, subject to the limitations set forth in Section 2.01(b) and upon satisfaction of the applicable conditions set forth in Article III, (i) each Lender shall make available to the Administrative Agent in same day funds, at such bank or other location reasonably designated by the Administrative Agent from time to time, an amount equal to such Lender’s Pro Rata Share of the least of (A) the amount requested by the Borrower for such Advance, (B) the aggregate unused Commitments then in effect and (C) an amount equal to the amount by which the Borrowing Base exceeds Advances Outstanding on such Advance Date (after giving effect to the use of such Advance for the purchase of Eligible Loans) and (ii) the Administrative Agent shall make the aggregate amount received from the Lenders available to the Borrower at such bank or other location reasonably designated by Borrower in the Notice of Borrowing given pursuant to this Section 2.02. (d) On each Advance Date, the obligation of each Lender to remit its Pro Rata Share of any such Advance shall be several from that of each other Lender and the failure of any Conduit Lender or Institutional Lender to so make such amount available to the Borrower shall not relieve any other Lender of its obligation hereunder. (e) Subject to Section 2.04 and the other terms, conditions, provisions and limitations set forth herein, the Borrower may (i) borrow, repay or prepay and reborrow Advances without any penalty, fee or premium on and after the Closing Date and prior to the end of the Reinvestment Period and (ii) repay or prepay Advances without any penalty, on and after the Closing Date and prior to the Facility Maturity Date.

  • Salary Advancement H. The City Manager may approve the appointment of an employee who is to be laid off to an existing vacancy in a lower class for which the employee is qualified without requiring an examination, provided the concerned department head so recommends. I. The names of regular employees who have been laid off or bumped down due to reduction in force shall be placed on an appropriate layoff reemployment list according to date separated or bumped down and shall be eligible for reemployment. The last employee laid off or bumped down shall be the first employee on the list, with other employees listed in sequential order thereafter. Each employee on the layoff reemployment list shall remain on that list for 1 year, at which time the list expires unless extended by the City Manager. Names of employees not responding to written notification of an opening within 10 working days shall be removed from the reemployment list. The City Manager can extend the active period of the reemployment list or individual employee's eligibility on such list for a 6-month period as determined to be in the best interests of the City. J. Notice of recall from layoff shall be by return-receipt-requested mail and shall specify the date for reporting to work, which shall not be more than 21 calendar days from the date the notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and attempted delivery or delivery is certified by the Postal Service. Upon receiving notice, the person on layoff shall have 5 calendar days to accept or decline the recall opportunity. An employee who fails to respond within the 5 calendar days, refuses recall, or fails to report on the prescribed date within the 21-calendar-day maximum thereby waives all further right to recall and reinstatement as an employee. Where recall is declined, the City will proceed to the next name on the reemployment list and follow the same notice and response procedure. This process will continue through the list until recall needs are met on the list or the list is exhausted. K. A person appointed from a reemployment list must serve a new probationary period if recall from such list occurs more than 90 calendar days after the effective date of layoff. The new probationary period in such circumstances shall be 6 months. L. Reemployed employees shall receive the following: 1. Retention of full-time service seniority accrued at the date of layoff. 2. The salary for the classification in effect as of the date of return, at the same step as the date of layoff. 3. The accrual rate of vacation and sick leave in effect for the employee's seniority level and class at the time of rehire. 4. All the benefits or programs in effect at the time of layoff shall be forfeited unless they are still applied to the classification or salary range at the time of rehire or provided to new hires as of that date. M. An employee who elects to resign in lieu of layoff, or while laid off, shall forfeit all rights to reemployment and is entitled only to those rights related to severance from City employment.