Evaluation Summary Clause Samples

Evaluation Summary. 13.7.1 The ▇▇▇▇ will prepare a summary of the evaluation components above, adding in relevant employment information that s/he has observed during the time since the part-time faculty member’s prior evaluation. The Part-Time Evaluation Summary Report form (see Appendix M) will be used for this purpose and will be completed and provided to the part-time faculty member no later than the end of the semester/term. The completed student evaluation forms will not be available to the part-time faculty member at that time, but they will be available, in their entirety, one week after the end of the semester/term. In the Part-Time Evaluation Summary Report, the ▇▇▇▇ will identify the evaluation as being in one of three categories: satisfactory, less than satisfactory (no impact on re-employment preference), or unsatisfactory. For evaluations that are categorized as less than satisfactory or as unsatisfactory, the summary will include information about what improvements should be made to result in a satisfactory evaluation. For part-time faculty in their third year, the summary must include a statement indicating whether re-employment preference has been granted (see Re-Employment Preference article for more information). For part-time faculty in their first year and those who are being considered for re-employment preference, the ▇▇▇▇ will arrange an individual conference with the part-time faculty member to review the Summary Report and answer questions. In cases in which an individual conference is not required, the part- time faculty member may still request a conference with the ▇▇▇▇ to discuss the evaluation.
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Evaluation Summary. 9.7.1 All final evaluation conferences for permanent, temporary, and probationary (year one) unit members shall be completed by May 1. All final evaluation conferences for probationary (year two) unit members shall be completed by March 1. The evaluator shall transmit a copy to the unit member thirty (30) days prior to the end of the school year and the original to the Superintendent's office to be filed in the unit member's personnel file. Copies must be signed by the evaluator and the evaluatee. 9.7.2 Members receiving a rating of "progress toward standards not evident" in one (1) out of the first four (4) categories shall be rated "unsatisfactory" overall and referred to the PAR program. In order for the category to be unsatisfactory overall, a majority of the elements must be marked "progress not evident". This rating shall be determined by the Rubric for Teaching Standards, Appendix E. 9.7.3 The evaluatee shall have the right to initiate a written reaction or response to the evaluation, and that response shall become a permanent attachment to the evaluatee's evaluation document and placed in the personnel file.
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Evaluation Summary. An employee who has completed at least three (3) years of continuous service with the district and who receives a formal written evaluation that concludes that the employee’s performance is in part or, overall unsatisfactory may file a grievance alleging that the evaluation is incomplete, inaccurate, or unjust. The timelines and procedures of Article XV shall apply.
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Evaluation Summary. Before the 1st of April, all evaluations for teachers on cycle should be completed, signed and a copy forwarded to Human Resources. If a non-probationary Employee does not agree with the evaluator’s summative evaluation, the Employee may request a review of his/her performance utilizing a team approach. This request must be made in writing to the evaluator within five (5) school days of receipt of the summative evaluation. The review team shall consist of the evaluator and a ▇▇▇▇▇▇▇▇ School District administrator mutually agreed upon by the Employee and the evaluator. If mutual agreement cannot be reached, the Superintendent or his/her designee shall appoint the administrator for the team review. After the review the Employee may grieve the evaluation. The evaluation will be sustained unless it is not based on evaluation criteria, the procedures of this article, or is without basis in fact.
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Evaluation Summary. Proposals will be prioritized based on the categories described below. Note: Only shortlisted Offerors will be evaluated and receive points for Interviews. Past Performance Information (Firm, Primary Subcontractor, Project Manager & Systems Engineer) 50 Risk Assessment Plan 175 Value Assessment Plan 125 Interviews (Project Manager & Systems Engineer) 300 Bundling Incentive 50 Alaska Offeror Preference 100 Price 200
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Evaluation Summary. 3.4.1.1 Stakeholders Stakeholder Interest in experiment/trial outcome 3.4.1.2 Indicative trials Trial # Scale Approx. experiment lifetime Key demonstration points
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Evaluation Summary. Select ratings for overall job performance from choices given by considering all of the work factors from Sections I and II. Supervisor comments are required if the overall job performance level is unsatisfactory. Employee should answer the questions pertaining to discussion of position description and performance dimensions to be evaluated. 4. Section IV–Employee Development: Optional if all job responsibilities meet or exceed requirements. A. Performance Improvement Objectives: Complete this section for each general work characteristic in Section I needing improvement, and from Section II, complete for each task/responsibility that has been rated as “needs improvement” or “unsatisfactory”; specify a course of action to guide future improvement of the employee.
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  • POSITION SUMMARY To provide a person-centred care to residents in aged care facilities so they receive the right care in the right place at the right time throughout Bass Coast Shire. Key Selection Criteria MANDATORY: • Registered Nurse with post-graduate qualifications and experience in Emergency • Post-graduate qualifications or experience an Aged Care • Current registration with the Australian Health Practitioner Regulation Agency (▇▇▇▇▇) • Excellent clinical assessment and care planning skills • Understanding and implementation of person centred care approach for service delivery • Well-developed verbal and written communication and presentation skills • Demonstrated ability to work effectively autonomously, and as part of a team • Demonstrated ability to liaise with a range of service providers • Strong interpersonal, analytical and problem solving skills • Demonstrated leadership qualities • Computer literacy • A valid Police Check • Certificate IV Training and Assessment • Experience with clinical education Quality & Safety Health Service Wide Objectives • Be aware of and adhere to the responsibilities for safety and quality, continuous improvement and evaluation of your service. • Ensure all risks are identified and reported promptly and that prevention strategies are implemented to ensure the safety of all patients, staff and consumers • Maintain a good working knowledge of the National Safety and Quality Health Service Standards; take initiative to pursue opportunities for quality improvement, and actively contribute to accreditation of services. • Actively involve patients, consumers and/or carers in their care (including decision making regarding goals and treatment including ACP) and in quality and safety improvement activities • Maintain knowledge of infection prevention and control commensurate with the requirements of your position and adhere to the organisation’s Infection Prevention and Control policies and procedures at all times. Strategic Goal Objectives • Comply with all legislative, regulatory and policy and procedural requirements to protect and enhance the health, safety and wellbeing of staff, consumers and volunteers whilst at work. This includes the appropriate and safe use of machinery, devices and personal protective equipment and adherence to the principles of general and patient manual handling. • Be aware and adhere to Bass Coast Health’s policies and procedures, accessible via the PROMPT document management system. Local Objectives • Supports excellence in clinical practice, ensuring that the philosophy of nursing and standards of practice are reflected • Applies evidence based best practice principles while attending clinical assessment, development of management plans/goals and client/staff education • Maintains a person centred care approach to service delivery • Ensure consumer input into service and goal-directed care planning • Maintains appropriate documentation, meeting legislative requirements • Participation in quality activities • Monthly data audits performed and errors corrected in a timely manner • Completion/recording of required data for BCH and Department of Health reporting requirements • Monitor and maintain safety and function of all departmental equipment • Consumer surveys undertaken and feedback utilised to improve service provision Service Capability Health Service Wide Objectives • Be aware of the BCH Clinical Services Plan and implement relevant strategies to increase service capability. • Actively participate and support partnerships with service providers to improve service options and access. • Participate in activities that will improve facilities for care recipients and staff. • Ensure work practices enhance worker health and well-being Local Objectives • To provide a consultancy and support role to other staff/healthcare providers regarding client management in RACFs • To liaise with Education Co-ordinator regarding education required within the RACF • Attendance at meetings internally and externally as required

  • 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.

  • 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.

  • JOB SUMMARY Vouches sample transaction in audit verification assignments and submits findings to supervisor; • Records proceedings of entry and exit conferences; • Collects and analyses data and statistics; • Prepares audit working papers for review by supervisor; • Undertakes any other duties that may be assigned by the Chief Internal Audit Technician.

  • Evaluation Report The state must provide a narrative summary of the evaluation design, status (including evaluation activities and findings to date), and plans for evaluation activities during the extension period. The narrative is to include, but not be limited to, describing the hypotheses being tested and any results available.