Focused Evaluations Sample Clauses

Focused Evaluations. In the years when a comprehensive summative evaluation is not required, classroom teachers who received a comprehensive summative evaluation performance rating of Proficient (level 3) or above in the previous school year are required to complete a focused evaluation as prescribed by law. A focused evaluation includes an assessment of one of the eight criteria selected for a performance rating plus professional growth activities specifically linked to the selected criteria. Teachers on focused evaluations shall have the option of selecting which one (1) of the eight (8) criteria will be assessed, plus the professional growth activities linked to that criterion. The role of the evaluator shall be to either approve the proposed activities or suggest modifications to produce a jointly agreed upon activity or activities. (see WAC 392-191A- 120) The selected criterion, however, must be approved by the teacher’s evaluator and may have been identified in a previous comprehensive summative evaluation as benefiting from additional attention. A group of teachers may focus on the same evaluation criterion and share professional growth activities. If the employee chooses criterion 1, 2, 4, 5, or ▇, ▇/he must also complete the student growth components in either criterion 3 or criterion 6. Teachers shall have the option of being evaluated as a member of a team or as an individual. The evaluator must assign a summative evaluation performance rating for the focused evaluation using the methodology adopted by the Superintendent of Public Instruction for the instructional framework being used. A teacher may be transferred from a focused evaluation to a comprehensive summative evaluation at the request of the teacher or at the direction of the teacher’s evaluator. The request of the teacher must be received in writing by the Superintendent’s office no later than August 1. The direction of the evaluator must be communicated during the prior year’s final evaluation conference based on concerns related to one of the other evaluative criteria. That concern and that direction shall be shared with the teacher in writing at that time.
View SourceView Similar (7)
Focused Evaluations. In the years when a comprehensive summative evaluation is not 8 required, classroom teachers who received a comprehensive summative evaluation performance 9 rating of Proficient (level 3) or above in the previous school year are required to complete a 10 focused evaluation. A focused evaluation includes an assessment of one of the eight criteria 11 selected for a performance rating plus professional growth activities specifically linked to the 12 selected criterion. The selected criterion must be approved by the teacher’s evaluator and may 13 have been identified in a previous comprehensive summative evaluation as benefiting from 14 additional attention. A group of teachers may focus on the same evaluation criterion and share 15 professional growth activities. 16 17 Teachers on focused evaluations shall have the option of selecting which one of the eight criteria 18 will be assessed, plus the professional growth activities linked to that criterion. The role of the 19 evaluator shall be to either approve the proposed activities or suggest modifications to produce a 20 jointly agreed upon activity or activities. Employees will complete the TSD Focused Evaluation 21 Professional Goal Plan (Form I) 22 23 If the employee chooses criterion 1, 2, 4, 5, or 7, he/she must also complete the student 24 growth components in either criterion 3 or 6. 25 26 If the selected criterion for the focused evaluation has been determined to be non- 27 observable, a classroom-based observation will not be required. The selected student 28 growth component will be documented on the student growth goal setting template 29 (Form G). 30 31 A teacher may be transferred from a focused evaluation to a comprehensive summative 32 evaluation at the request of the teacher or at the direction of the teacher’s evaluator. Such 33 change must be initiated prior to December 15 and provided to the employee in writing. 34 36 Each employee shall have the opportunity for confidential conferences with his or her immediate 37 supervisor on no fewer than two occasions in each school year. Such confidential conferences 38 shall be for the purpose of aiding the administrator in his or her assessment of the employee’s 39 professional performance and to provide additional evidence by either the evaluator or teacher to 40 aid in this assessment against the instructional framework rubrics and/or for the teacher to 41 provide unobserved evidence of having met certain criteria and goals. The annual evaluation 4...
View SourceView Similar (6)
Focused Evaluations. Classroom teachers with a continuing contract and whose summative evaluation score the previous year was at least proficient will be on a focused evaluation unless the evaluator provides written rationale for remaining on the comprehensive evaluation, or the teacher received a basic or unsatisfactory summative final evaluation in the prior year. The summative score becomes the focused summative evaluation score for any of the subsequent years following the comprehensive evaluation in which the certificated classroom teacher is placed on a focused evaluation. Should a teacher provide evidence of exemplary practice on the chosen focused criteria, a level 4 (Distinguished) score may be awarded by the evaluator. Classroom teachers scheduled to be on a Focused Evaluation may choose to be on comprehensive evaluation if they notify their evaluator by November 30.
View SourceView Similar (5)
Focused Evaluations. The separate components of the demonstration that must be evaluated include, but are not limited to, the following: i. LTC Reform, including the HCBS-like and PACE-like programs; ii. RIte Care; iii. Rite Share; iv. The section 1115 Expansion Programs (Limited Benefit Programs), including but not limited to: (1) Children and Families in Managed Care and Continued eligibility for Rite Care parents when kids are in temporary state custody; (2) Children with Special Health Care Needs; (3) Elders 65 and Over; (4) HCBS for Frail Elders, HCBS for adults with disabilities, HCBS for Kids in residential diversion and HCBS for at risk/Medicaid eligible youth; (5) Uninsured adults with mental illness/substance abuse problems; (6) Coverage of detection and intervention services for at risk young children; (7) HIV Services; v. The Marketplace Subsidy Program 124. Interim Evaluation of the Marketplace Subsidy Program. The state must submit an interim evaluation of the Marketplace subsidy program to CMS by September 1, 2014 that meets the requirements of the CMS-approved evaluation design. The state must evaluate the number of individuals who participate in the program compared against the number of individuals who were enrolled in RIte Care and RIte Share in December 31, 2013. The state must evaluate whether and how the change in the premium subsidy affected enrollment.
View SourceView Similar (3)
Focused Evaluations. In the years when a comprehensive summative evaluation is not required, classroom teachers who received a comprehensive summative evaluation performance rating of Proficient (level 3) or above in the previous school year are required to complete a focused evaluation. A focused evaluation includes an assessment of one of the eight criteria selected for a performance rating plus professional growth activities specifically linked to the selected criteria.
View SourceView Similar (2)
Focused Evaluations. The separate components of the demonstration that must be evaluated include, but are not limited to, the following: a) LTC Reform, including the HCBS-like and PACE-like programs; b) RIte Care; c) Rite Share; d) The section 1115 Expansion Programs (Limited Benefit Programs), including but not limited to: (1) Children and Families in Managed Care and Continued eligibility for Rite Care parents when kids are in temporary State custody; (2) Children with Special Health Care Needs; (3) Elders 65 and Over; (4) HCBS for Frail Elders, HCBS for adults with disabilities, HCBS for Kids in residential diversion and HCBS for at risk/Medicaid eligible youth; (5) Uninsured adults with mental illness/substance abuse problems; (6) Coverage of detection and intervention services for at risk young children; (7) HIV Services; (8) Administrative Process flexibility; and
View Source

Related to Focused Evaluations

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • 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?

  • BID EVALUATION The Commissioner reserves the right to accept or reject any and all Bids, or separable portions of Bids, and waive technicalities, irregularities, and omissions if the Commissioner determines the best interests of the State will be served. The Commissioner, in his/her sole discretion, may accept or reject illegible, incomplete or vague Bids and his/her decision shall be final. A conditional or revocable Bid which clearly communicates the terms or limitations of acceptance may be considered, and Contract award may be made in compliance with the Bidder’s conditional or revocable terms in the Bid.

  • 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.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.