Evaluation Steps Clause Samples

Evaluation Steps. Classroom teachers shall be observed for the purposes of evaluation using the observation and evaluation steps listed below.
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Evaluation Steps. Step 1: Self-Assessment
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Evaluation Steps. Model import/export 1.: Export of an existing Use Case model to EAXML exchange format using tool “X”. 2:Import of the EAXML file generated in step 1 using tool “X” Evaluation: consistency check of generated EAXML output through file review, Models generated through EAXML import shall match the original
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Evaluation Steps. All bids received as a result of this competitive bidding process will be analyzed and scored through a 4-step evaluation process: Eligibility Technical Evaluation Financial Evaluation Final Selection Progressive scoring with Weighting System. [Maximum of 40% of Overall Evaluation Process] Progressive scoring with Weighting System. [Maximum of 60% of Overall Evaluation Process] Criteria Evaluation phase Means of verification Weight Mandatory documentation- Bidders need to present official & valid documents (Registrations and 2018 tax) as required by local law & IMC. Eligibility Evaluation Requested documents to be submitted with the bids. Yes/No (1 No = disqualification) a. Minimum Fleet Capacity accepted is Eight (8) vehicles of the requested fleet. Less than Eight (8) vehicles will not pass technically (Will not move to the next step). Maximum weight is 30% Technical & Capability Evaluation Bid (8-11 Vehicles) = 10% (12-15 Vehicles) = 20% (16-20 Vehicles) = 30% b. Previous confirmed experience with INGOs/NGOs (minimum of 3 years). Bid 10% Total/Up-To 40% Price Competitiveness- Monthly rate according to offered prices, if passed the Technical Evaluation. Financial- Commercial Evaluation Bid The Best (Lowest Price) = 60% The 2nd (Lower Price) = 50% The 3rd (Lower Price) = 40% Higher prices/offers = 30%
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Evaluation Steps. A. Step 1: Self-Assessment (1) Before October 1st, each teacher shall reflect on his/her practice and complete the Framework for Teaching Self-Assessment document (Form A). This is a personal reflection of practice and the teacher has the option of sharing or not sharing the results with the administration. The self-assessment shall serve as a tool for the goal setting conference. B. Step 2: Goal Setting Conference (1) Each teacher may combine his/her self-assessment with the district and/or building initiatives and select one (1) professional goal from the state criteria for the year. In addition the teacher shall determine a student growth goal for Components SG 3.1, SG 6.1, and SG 8.1. (The goal for SG 6.1 and SG 8.1 may be the same goal.) The Goal Setting Conference document (Form B) shall be completed by the teacher on or before October 1 and sent to the evaluator prior to the goal setting conference.
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Evaluation Steps. All bids received as a result of this competitive bidding process will be analyzed and scored through a 4-step evaluation process: Eligibility Technical Evaluation Financial Evaluation Final Selection It may include a visit to vendor’s premises Scoring Methodology: Progressive scoring with Weighting system. [Maximum of 30 points] Progressive scoring with Weighting system. [Maximum of 70 points] Criteria Evaluation phase Means of verification Weight Mandatory documentation- Bidders need to present official & valid documents. Please find the attached Annex 1 – Mandatory documents Eligibility Evaluation Requested documents to be submitted with the bids. Yes/No (1 No = disqualification) Fleet Capacity- Company can provide % of the requested fleet, locations and drivers Technical & Capability Evaluation Bid & Visit 30% Price Competitiveness- Monthly rate Financial-Commercial Evaluation Bid 70%
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Evaluation Steps. The appropriate Department Head, or designee, will complete the performance appraisal form prior to meeting with the employee. Thereafter, the appropriate Department Head, or designee, will meet with the employee to review the performance appraisal report.
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Evaluation Steps. Step 1: Self-Assessment 1. Each teacher shall reflect on his/her practice and complete the Teacher Self-Assessment (either Form A or eVAL). 2. This is a personal reflection of practice, and the teacher has the option of sharing or not sharing the results with the evaluator. 3. The self-assessment shall serve as a tool for the goal setting conferences.
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Evaluation Steps 
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Related to Evaluation Steps

  • Evaluation Cycle Goal Setting and Development of the Educator Plan A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans. B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below. C) Educator Plan Development Meetings shall be conducted as follows: i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus. ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals. D) The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

  • CERTIFICATIONS; DISCLOSURE CONTROLS AND PROCEDURES The Adviser acknowledges that, in compliance with the ▇▇▇▇▇▇▇▇-▇▇▇▇▇ Act of 2002 (the “▇▇▇▇▇▇▇▇-▇▇▇▇▇ Act”), and the implementing regulations promulgated thereunder, the Trust and the Fund are required to make certain certifications and have adopted disclosure controls and procedures. To the extent reasonably requested by the Trust, the Adviser agrees to use its best efforts to assist the Trust and the Fund in complying with the ▇▇▇▇▇▇▇▇-▇▇▇▇▇ Act and implementing the Trust’s disclosure controls and procedures. The Adviser agrees to inform the Trust of any material development related to the Fund that the Adviser reasonably believes is relevant to the Fund’s certification obligations under the ▇▇▇▇▇▇▇▇-▇▇▇▇▇ Act.

  • Evaluations A. District management shall direct the evaluation of all permanent bargaining unit members no less than once every two years and probationary bargaining unit members no less than twice per year. Bargaining unit members who have been employed with VUSD for at least ten (10) years and whose previous evaluation rated the employee as meeting or exceeding standards, may be evaluated at least every five (5) years, if the administrative evaluator and certificated employee being evaluated agree. The certificated employee or the administrative evaluator may withdraw consent of this agreement at any time (EC 44664 (a) (3)). B. The written procedures for evaluations that are currently in effect shall be maintained by the District until the bargaining unit negotiates and ratifies new procedures. The present procedures are in Appendix A. They include: 1. The evaluator shall be an immediate supervisor or any other management or supervisory employee, who is designated by District management. 2. Bargaining unit members may utilize peer review in lieu of management evaluation with principal approval. 3. Those bargaining unit members who are regularly scheduled to be evaluated will be notified by the evaluator no later than October 1st of each school year. Such notice will contain a brief explanation as to the procedures for evaluations 4. One-half of the permanent staff will be formally evaluated each year. a. Pre-Conference Guidelines (for Temporary, Probationary and Permanent Bargaining Unit Members) 1. A pre-conference for bargaining unit members to be evaluated will be held by October 31. The purpose of the pre-conference is to review the Standards for Bargaining Unit Members assignment and to determine the evaluation focus. At that time the evaluator and the bargaining unit member may agree that some elements of the standards are not applicable (NA) to the employee’s assignment and may mark them NA at that time. 2. If there is disagreement about which of the elements is not applicable (NA), the parties may invite the Assistant Superintendent of Certificated Human Resources to assist in resolving the differences. The Assistant Superintendent shall recommend alternatives to the unit member and evaluator.

  • Evaluation 1. The purposes of evaluation provisions include providing employees with feedback, and employers and employees with the opportunity and responsibility to address concerns. Where a grievance proceeds to arbitration, the arbitrator must consider these purposes, and may relieve on just and reasonable terms against breaches of time limits or other procedural requirements.

  • Disclosure Controls and Procedures The Company maintains effective “disclosure controls and procedures” (as defined under Rule 13a-15(e) under the Exchange Act to the extent required by such rule).