Criteria for Evaluation Sample Clauses
The "Criteria for Evaluation" clause defines the standards and benchmarks that will be used to assess whether certain deliverables, services, or performance obligations meet the agreed-upon requirements. Typically, this clause outlines specific metrics, quality thresholds, or methods of measurement that must be satisfied, such as technical specifications, completion timelines, or performance outcomes. By clearly establishing how and when evaluation will occur, this clause ensures both parties have a mutual understanding of expectations and provides an objective basis for determining acceptance or compliance, thereby reducing the risk of disputes over performance.
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Criteria for Evaluation. Criteria for employee performance review shall be made available to the employee before the start of the evaluation period and shall remain unchanged during the evaluation period unless the employee is made aware of the changes.
Criteria for Evaluation. Evaluation must yield a genuinely useful and substantive assessment of performance based on clearly stated, relevant criteria designated in the standard evaluation form(s) jointly developed by the District and SRJC CFT. Administrative and peer evaluations of faculty members shall be regular, timely, and shall follow the same procedures for all faculty in the unit. Temporary faculty shall be evaluated in the first year and at least once every six (6) regular semesters thereafter.
Criteria for Evaluation. The primary criterion used in the evaluation of a bargaining member is performance in the classroom or primary assignment area. In all cases, additional criteria shall include the performance of all District-determined responsibilities, characteristics and duties.
Criteria for Evaluation. The criteria for evaluation shall be based on the direct observation and/or knowledge by the employee’s supervisor(s) or facts otherwise recorded and verified, and by classified competencies as established and provided by the express terms of this article. The bargaining unit member shall be provided with the classified competencies and a copy of the evaluation form. Members of the bargaining unit shall not be required to participate in the evaluation of other bargaining unit members nor shall they be required to submit a written self-evaluation. However, a self-assessment tool is available as Appendix A-1 to assist the employee in identifying goals and objectives for improving their professional practice. It is not required for the employee to complete or submit the self-assessment tool.
Criteria for Evaluation. 1. Teachers shall be evaluated on criteria adopted by the Highland Board of Education as in compliance with OTES (Appendix F, Level I).
2. No teacher shall be evaluated on his/her work performance except after fair and reasonable observations of the work performance of the teacher. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.
3. No misleading, inaccurate, or undocumented information may become part of a teacher’s performance evaluation report.
Criteria for Evaluation. 12.2.1 The criteria for evaluation shall be based on the legal standards as established by the State of California, and as provided by the express terms of this article.
12.2.2 No certificated employee shall be held accountable for any aspect of the educational program found deficient if he/she has no authority over the area in question and thus no ability to correct the deficiency.
Criteria for Evaluation. Every administrator shall be evaluated at least annually on the basis of the following criteria:
1. Effectiveness in carrying out administrative duties and responsibilities assigned pursuant to the provisions of Article III of this Agreement as set forth in his job description; and
2. The nature and quality of the administrator’s undertaking to maintain and augment his knowledge and skills in the professional field in which he is employed and assigned; and
3. The timely and complete written evaluation of subordinates on forms identified for that purpose by the applicable labor agreement or institution policy; and
4. Such other information pertinent to the administrator’s contribution to the University community as may be submitted.
Criteria for Evaluation. The primary criteria for evaluation of faculty shall be the quality of performance of applicable responsibilities as outlined in Article 4.1, and criteria as outlined in APPENDIX C-1 and C-2.
6.4.1 Flexibility will be accommodated by allowing the addition and/or modification of criteria for a particular area if those criteria are developed jointly by the evaluatee and administrators and approved by YFA and YCCD. Agreement on additional criteria for faculty must be reached by the date indicated in the timeline (see APPENDIX C-3a-b)
6.4.2 Faculty shall be notified prior to the evaluation of the applicable provisions and criteria for evaluation. The notice shall include appropriate timeline information as described in APPENDIX C.
6.4.3 The evaluatee, peer evaluators, and immediate administrator shall confer on the process to meet the deadlines set forth in APPENDIX C. The administrator can proceed with completion of the evaluation report if materials and/or reports are not submitted in a timely manner.
Criteria for Evaluation. Employees shall be evaluated on criteria set forth in the present evaluation instrument. Any changes in this instrument shall be upon mutual agreement of the Association and the Administration.
Criteria for Evaluation. The criteria for evaluation of certificated employees is governed by state law with additional criteria established through collective bargaining. Candid and specific dialogue should occur between the employee and the administrator throughout the evaluation cycle to encourage and assist the employee in meeting the evaluation criteria.