GRADEBOOKS Sample Clauses

GRADEBOOKS. Faculty are required to maintain college credit grades in the current gradebook system of the College. Faculty are required to complete TJC’s online or face to face gradebook training before classes begin. All full time and adjunct faculty are required to maintain and update accurate grades, on a weekly basis, using the grading rubric set by the specific TJC department. Faculty are required to deliver final grades according to the TJC Academic Calendar.
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GRADEBOOKS. Student data will be updated no less often than every two weeks, beginning the 4th week of each new trimester.
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GRADEBOOKS. Student data will be updated no less often than every two weeks.
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GRADEBOOKS. Faculty are required to maintain college credit grades in the current gradebook system of the College. Faculty are required to complete NC's online or face-to- face gradebook training before classes begin. All full time and adjunct faculty are required to maintain accurate grades using the grading rubric set by the specific NC department. Faculty are required to deliver final grades according to the NC Academic Calendar. o GRADE REPORTING: All full-time, adjunct, and dual credit faculty are required to report final semester grades according to the NC Academic Calendar. Faculty are not required by the College to report 6-week or 9-week grades. Faculty must maintain letter and numeric grading for the College and the ECHS, respectively. The only official grades currently assigned at NC are mid-term and final course number grades. NC does not assign progress grades to our college students. All course-grading conventions are stipulated in each instructor’s course syllabus. Students are responsible for managing their status in their college course(s) and for reporting progress to their high school official. Students may obtain their current grade or course standing by the gradebook method outlined in their course syllabi. Grades provided by students should only be used as an academic check for intervention purposes and to monitor student success. As always, faculty report academic or behavioral concerns through NC’s Care Report system as appropriate. o ASSESSMENT REPORTING: Faculty are required to administer and evaluate student assessment materials, both general education and department level, as well as collect and report data to the respective Department Chair. o SICK LEAVE: Faculty requiring absence due to illness should prepare a college-level assignment/project for students to complete in place of a face-to-face class. The assignment should be equivalent in length to a traditional class time. In the event that an extended administrative/FMLA/sick leave of more than 3 days or cumulative absences that extend more than 3 days over a semester involves a SCHOOL DISTRICT employee/NC adjunct, it is the responsibility of the School District to inform the appropriate Department Chair or ▇▇▇▇ within 24 hours. • GRADING PERIODS AND POLICIES: Semester grades and grading policies are outlined in each professor's course syllabus and posted in the online learning management system, as well as on the College website. ECHS students will be informed by the course instructor...
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GRADEBOOKS will be made and remain public during this time. You can monitor your son’s progress through your parent PlusPortal account. 1. To access your account, go to ▇▇▇.▇▇▇▇▇▇▇▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇ 2. Your user name is your full email address. If you need to reset your password, click on “Can’t Access Your Account?” You will be prompted to enter your user name. You will then receive an email to reset your password. 3. Your son is expected to reach out to teachers first with questions or concerns about his grades.
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GRADEBOOKS. ‌ The parties acknowledge the importance of parent teacher partnership and communication. Throughout each marking period, secondary teachers should update their gradebooks regularly, a minimum of once every ten school days – this does not apply to long-term assignments. Upon the conclusion of the marking period, except for the final marking period of the school year, all teachers will have no less than seven calendar days to submit their quarter and semester grades. At the conclusion of the final marking period of the school year, teachers may request one extra day to submit their grades but will not receive extra compensation for this extra day of work.
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GRADEBOOKS will be made and remain public during this time. You can monitor your progress through your student PlusPortal account.
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GRADEBOOKS. Faculty are required to maintain college credit grades in the current gradebook system of the College. Faculty are required to complete TJC’s online or face to face gradebook training before classes begin. All full time and adjunct faculty are required to maintain and update accurate grades, on a weekly basis, using the grading rubric set by the specific TJC department. Faculty are required to deliver final grades according to the TJC Academic Calendar. GRADE REPORTING: All full-time, adjunct, and dual credit faculty are required to report final semester grades according to the TJC Academic Calendar. TJC Faculty are not required to report 6-week or 9-week grades to the District. Faculty must maintain letter and numeric grading for the College and the DISTRICT, respectively. Numeric grades will follow the grading metric outlined in the specific course syllabus. ASSESSMENT REPORTING: Faculty are required to administer and evaluate student assessment materials, both general education and department level, as well as collect and report data to the respective Department Chair.
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  • Personnel Records Section 1. Each Agency shall maintain one (1) official personnel file for each employee, located at the primary Human Resources office for the Agency. For purposes of this Article, “Agency” shall include health-related licensing boards and institutions that maintain the official personnel files for their employees. Where the personnel records are maintained on microfiche/microfilm, the personnel file will include both microfiche/microfilm and any material not yet copied. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in his/her official Agency personnel file or supervisory working file; provided that, if the official personnel file or supervisory working file is kept at a separate facility, the employee shall, at the Agency’s discretion, either be allowed to go where the file is kept or the file will be brought to the employee for review within five (5) days of his/her request. With the employee’s written authorization, his/her Union ▇▇▇▇▇▇▇ may inspect the employee’s official personnel file, and supervisory working file, consistent with the time requirements provided herein. If the supervisory working file cannot be made available due to the absence of a supervisor, extensions of up to ten (10) days will be granted. No grievance material shall be kept in an employee’s official personnel file. Section 2. No information reflecting critically upon an employee except notices of discharge shall be placed in the employee’s official personnel file that does not bear the signature of the employee. The employee shall be required to sign material to be placed in his/her official personnel file provided the following disclaimer is attached: “Employee’s signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee’s signature does not indicate agreement or disagreement with the contents of this material.” If an employee is not available within five (5) working days or refuses to sign the material, the Agency may place the material in the file, provided a statement has been signed by two (2) management representatives and a copy of the document was mailed certified to the employee at his/her address of record or hand delivered to the employee. Section 3. Employees shall be entitled to prepare and provide copies of any written explanation(s) or opinion(s) regarding any critical material placed in his/her official personnel file or supervisory working file. The employee’s explanation or opinion shall be attached to the critical material and shall be included as part of the employee’s official personnel record or supervisory working file so long as the critical materials remain in the file. Where the personnel records are maintained on microfiche/microfilm, the explanation or opinion will be placed next to or in closest possible proximity to the critical material. Section 4. An employee may include in his/her official personnel file a reasonable amount of relevant material such as letters of commendation, licenses, certificates, college course credits, and other material which relates creditably on the employee. This material shall be retained for a minimum of three (3) years except that licenses, certificates, or college credit information may be retained so long as they remain valid and relevant to the employee’s work. Section 5. Material reflecting caution, consultation, warning, admonishment, and reprimand shall be retained for a maximum of three (3) years. Such material will, at the employee’s request, be removed after twenty-four (24) months, provided there has been no recurrence of the problem or a related problem in that time. Earlier removal will be permitted when requested by an employee and if approved by the Appointing Authority. Material relating to disciplinary action recommended, but not taken, or disciplinary action which has been overturned and ordered removed from the official personnel file(s) on final appeal, shall be removed. Incorrect material will be removed, upon request, from an employee’s personnel file. (See Article 85--Position Descriptions and Performance Evaluation.) Section 6. Upon written request by the employee, the Agency will make a good faith effort to return material removed from the official personnel file to the employee. A copy of the request will be maintained in the official personnel file.

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  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.