Frequency of performance evaluations Sample Clauses

The 'Frequency of performance evaluations' clause establishes how often an individual's or entity's performance will be formally reviewed during the term of an agreement or employment. Typically, this clause specifies set intervals—such as quarterly, biannually, or annually—at which evaluations will occur, and may outline the process or criteria for these assessments. By clearly defining the timing and regularity of performance reviews, this clause ensures ongoing accountability and provides structured opportunities for feedback and improvement.
Frequency of performance evaluations a. A Final Summative Evaluation Report for all Bargaining Unit Members shall be provided at the end of the evaluation cycle. b. Any Permanent Bargaining Unit Member who has been employed at least 10 years with the school district and whose previous evaluation rated the employee as meeting standards or exceeds standards shall be evaluated every five years. This begins after the eleventh-year evaluation. (Ed Code 44664). c. Any Permanent Bargaining Unit Member who receives a rating of “Does Not Meet Standards” in one or more domains on the Final Summative Evaluation Report shall be evaluated annually in the domain until all ratings are “Meets Standards.” d. Any Permanent Bargaining Unit Member shall be provided an opportunity to be observed a second time.
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Frequency of performance evaluations a. The performance evaluation for probationary employees shall be made at least once each school year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. b. The performance evaluation for permanent employees shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. c. The performance evaluation conference shall be held as scheduled by the evaluator, prior to the last school day.
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Frequency of performance evaluations. 11.1.2.1. The performance evaluation for probationary employees shall be made at least once each school year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar and adopted by the Board for the school year in which the performance evaluation takes place. 11.1.2.2. The performance evaluation for permanent employees shall be made at least once every other year and shall be transmitted to the employee not later than thirty (30) days before the last school day scheduled on the negotiated school calendar adopted by the Board for the school year in which the performance evaluation takes place. Permanent employees receiving an unsatisfactory evaluation shall be annually evaluated as a minimum until the employee achieves a positive evaluation or is separated from the District. 11.1.2.3. Per California Education Code 44664, the performance evaluation for a permanent Association Member with Ten
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Frequency of performance evaluations a. The performance evaluation for Probationary/Temporary Bargaining Unit Members shall be made once during the two year Evaluation Period each school year and recorded on the Final Summative Evaluation Report (Form TPE- 5 / TPE- 6) following the third observation of the second year. b. The performance evaluation for Permanent Bargaining Unit Members shall be made once every other year and recorded on the Final Summative Evaluation Report (Form TPE-5/TPE-6). c. Any Permanent Bargaining Unit Member who has been employed at least 10 years with the school district, is highly qualified per NCLB, and whose previous evaluation rated the employee as meeting standards, shall be evaluated every five years. This begins after the eleventh year evaluation (Ed Code 44664). d. Any Permanent Bargaining Unit Member who receives a rating of "Does Not Meet Standards" in one or more domains on the Final Summative Evaluation Report shall be evaluated annually in that domain until all ratings are "Meets Standards." e. Any Permanent Bargaining Unit Member who receives a rating of "Does Not Meet Standards" on the observation which would warrant a "Does Not Meet Standards" on the Final Summative Evaluation shall be provided an opportunity to be observed a second time.
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Frequency of performance evaluations. The performance evaluation for probationary/temporary bargaining unit members shall be made once during the two year Evaluation Period each school year and recorded on the Final Summative Evaluation Report (Form TPE-5) following the third observation of the second year.
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Frequency of performance evaluations. 3.3. 1 Performance evaluations may be conducted more or less frequently than indicated in 3.1.l and 3. 2.1 depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems.
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Related to Frequency of performance evaluations

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.