Evaluation and Remediation for Unsatisfactory Teaching Performance Sample Clauses

Evaluation and Remediation for Unsatisfactory Teaching Performance. The College has the right to continuously evaluate, at any time, the performance of all AFMs. Before the College denies an AFM in pools 1 or 2 a teaching assignment for the following semester, the college shall: a. Notify the union and the instructor of the intent to evaluate; b. Conduct the classroom evaluation, which shall include, but not be limited to, classroom observation, meeting with the chair/coordinator, or meeting with the ▇▇▇▇ or designee; c. Deliver the written evaluation (on a form agreed upon by the College and Association) to the AFM; d. Provide an opportunity to discuss with the evaluator, the issues of concern regarding teaching performance and the steps necessary to remedy these deficiencies; e. No sooner than fourteen (14) calendar days after the meeting referred to in “d.” above the evaluator will reevaluate the AFM, including, but not limited to, a classroom visit and meeting to determine if the AFM has successfully remediated the cited deficiencies. (For shortened courses, a proportional formula utilizing a 1/7th time period of the overall course length shall be granted between evaluations.); f. Provide a written summative evaluation and communicate the decision on whether or not the adjunct instructor will be offered a teaching assignment for the following semester; g. Not be required to follow steps e. and f. where the evaluator has determined by step d. that the adjunct instructor will be offered a teaching assignment for the following semester. The parties agree to modification of the AFM evaluation process as attached. While on a regular schedule, each AFM may be reviewed/evaluated by the administration on an annual basis. In the event of an identified concern shared with the employee, management reserves the right to evaluate as necessary. (Appendix “C”) Performance evaluation is not limited to “in class” teaching and activities and shall include all parts of the Job Description as well as standards outlined in Appendix C attached hereto and made a part hereof. As a part of the evaluation process, either annually or as an identified concern, each written evaluation shall provide an overall final evaluative assessment utilizing the following rating system: Excellent Proficient Moderate Needs Improvement Unsatisfactory 5 points 4 points 3 points 2 points 1 point Note: The same college representative, where practical, shall complete all steps of the evaluation. The final summative evaluation will rate each instructor as excellent,...
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Related to Evaluation and Remediation for Unsatisfactory Teaching Performance

  • Elements Unsatisfactory Needs Improvement Proficient Exemplary IV-A-1. Reflective Practice Demonstrates limited reflection on practice and/or use of insights gained to improve practice. May reflect on the effectiveness of lessons/ units and interactions with students but not with colleagues and/or rarely uses insights to improve practice. Regularly reflects on the effectiveness of lessons, units, and interactions with students, both individually and with colleagues, and uses insights gained to improve practice and student learning. Regularly reflects on the effectiveness of lessons, units, and interactions with students, both individually and with colleagues; and uses and shares with colleagues, insights gained to improve practice and student learning. Is able to model this element.

  • EVALUATING PERFORMANCE 7.1 The Performance Plan (Annexure A) to this Agreement sets out: 7.1.1 the standards and procedures for evaluating the Employee’s perfor- ▇▇▇▇▇; and 7.1.2 the intervals for the evaluation of the Employee’s performance. 7.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force. 7.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames. 7.4 The Employee’s performance will measured in terms of contributions to the goals and strategies set out in the Employer’s IDP. 7.5 The annual performance appraisal will involve: 7.5.1. Assessment of the achievement of results as outlined in the perfor- ▇▇▇▇▇ plan: (a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA. (b) An indicative rating on the five-point scale should be provided for each KPA. (c) The applicable assessment rating calculator (refer to paragraph 7.5.3. below) must then be used to add the scores and calculate a final KPA score.

  • Performance Tests Contractor shall perform Performance Tests in accordance with Section 11.2 of the Agreement and Attachment S.

  • OUTCOME IF GRANTEE CANNOT COMPLETE REQUIRED PERFORMANCE Unless otherwise specified in this Statement of Work, if Grantee cannot complete or otherwise comply with a requirement included in this Statement of Work, HHSC, at its sole discretion, may impose remedies or sanctions outlined under Contract Attachment D, Local Mental Health Authority Special Conditions, Section 7.09 (Remedies and Sanctions). CONTRACT NO. HHS001324500038

  • Monitoring of Contract Performance The Contractor shall comply with the monitoring arrangements set out in the Monitoring Requirements Schedule including, but not limited to, providing such data and information as the Contractor may be required to produce under the Contract.