Esp Evaluation Clause Samples

Esp Evaluation. All ESP shall be subject to job performance evaluation at all times by school administrators with the input of any supervising teacher and/or case manager. A written job performance report and evaluation conference will be held annually. The job evaluation tool will be shared with the Association. Job performance shall be evaluated in terms of individual job requirements as specified in the job description for each respective position. Job descriptions are not incorporated into this agreement by reference. ESP will be promptly notified if their job performance is deemed unsatisfactory. The Administration, with input from the ESP, will provide expected performance standards and develop an improvement plan for the ESP whose performance has not been satisfactory. Input from supervisory staff may be considered. Failure to correct or remediate unsatisfactory performance shall be grounds for dismissal. ESP evaluations are also intended to identify and commend those who perform their assigned tasks in an exemplary manner. Within ten (10) working days of an ESP’s employment the ESP shall receive an orientation packet containing the job description and the evaluation procedure. The effectiveness of evaluation procedures shall be reviewed annually. The Association shall be granted the opportunity to provide input on the effectiveness of job performance evaluation procedures.
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Esp Evaluation. A. An evaluation committee shall consist of not more than three (3) Association members and of not more than two (2) Administrators. The evaluation committee may recommend that part-time ESPs are not subject to formal evaluation procedures. Each year, the evaluation committee shall convene by May 15th to review, discuss or recommend any changes to the evaluation procedures, plan and instrument for ESPs. If the changes are recommended, the Board and the Association shall have an opportunity to negotiate those changes in good faith prior to the parties’ ratification and submission to ISBE for approval. ESP’s shall be evaluated on an annual basis. The ESP evaluation instruments are attached to this Agreement as Appendix A. B. Nothing contained herein shall limit an Administrator’s right to discuss with an ESP performance of assigned duties or responsibilities during the school day.
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Esp Evaluation. Each employee shall be evaluated at least once every two (2) years. Employees shall not be solely evaluated by fellow bargaining unit members. Director level employees will be expected to provide input on the evaluation of fellow ESP regarding their performance factors, as described in part C. Each ESP employee evaluation shall include but not limited to the following performance factors: work quality, promptness, attendance (with the exception of sick and personal leave unless the District has determined the employee abused his/her use of sick or personal leave), reliability, conduct, judgment, and cooperation. Each ESP employee shall receive a copy of the final evaluation once completed. One unsatisfactory evaluation would result in remediation through the administration.
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Esp Evaluation. I. During the 2020-21 school year, ESP members will begin using the newly created ESP EvaIuation.
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Esp Evaluation. Current Practice
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Esp Evaluation. All formal evaluations shall be reduced to writing and a copy given to the employee within five (5) days. The employee and the supervisor shall mutually agree to a date and time for a post evaluation conference in which to discuss the evaluation. This conference must take place within five (5) days after the employee has received the evaluation. If the employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If a supervisor believes an employee is doing unsatisfactory work, the reason(s) therefore shall be stated. See Appendix G for evaluation forms.
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Esp Evaluation. Non-probationary ESPs will be evaluated not less than once every other year. No later than September 30, and before any formal evaluation takes place in any school term, the building principal or evaluator shall conduct a meeting(s) to inform ESPs as a whole about the evaluation procedures, standards, and instruments used. This in-service may be district-wide and/or building or department meetings. If an ESP wishes to respond to his or her evaluation, he or she may put his or her response in writing and have the same attached to the evaluation placed in the ESP’s personnel file. The ESP may submit a response within five (5) working days of evaluation. A copy of response timely received shall be retained with the evaluation in the ESP’s personnel file.
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Esp Evaluation. A. Each employee shall be evaluated at least once every two years. B. Employees shall not be evaluated by fellow bargaining unit members. Director-level employees will be expected to provide input on the evaluation of fellow bargaining unit members regarding the employee’s performance factors as described in 6.2.
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Esp Evaluation 
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Related to Esp Evaluation

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and ▇▇▇▇ them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • 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.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Williamson County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following: A. Problems, delays, adverse conditions which may materially affect the ability to meet the objectives of an applicable Work Authorization or any Supplemental Work Authorization related thereto, or preclude the attainment of Project Engineering Services units by established time periods; and such disclosure shall be accompanied by statement of actions taken or contemplated, and County assistance needed to resolve the situation, if any; and B. Favorable developments or events which enable meeting goals sooner than anticipated in relation to an applicable Work Authorization’s or any Supplemental Work Authorization related thereto.