Merit Criteria Clause Samples

The Merit Criteria clause defines the standards or benchmarks that must be met for a proposal, application, or candidate to be considered for selection or advancement. Typically, this clause outlines specific qualifications, experience, skills, or performance indicators that are required, and may include scoring systems or weighted factors to assess compliance. By clearly establishing the basis for evaluation, the clause ensures a transparent and objective selection process, reducing ambiguity and potential disputes over eligibility or fairness.
Merit Criteria. In order for an employee to be considered for a merit classification it is understood that a candidate would have to score well on all of the following criteria. Conclusions should be supported with examples. Areas where the employee falls short of expectations should be discussed and suggestions for improvement should be made. It is expected that the employee will continue to strive to maintain all stated criteria.
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Merit Criteria. It is agreed and understood that in order to be successful, the employee requesting a merit promotion in accordance with this Article, will need to be successful in meeting each of the eleven (11) criteria by achieving all of the stated objectives. It is expected that the employee will continue to strive to maintain all stated criteria.
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Merit Criteria. In order for an employee to be considered for a merit classification it is understood that a candidate would have to score well on all of the following criteria. Conclusions should be supported with examples. Areas where the employee falls short of expectations should be discussed and suggestions for improvement should be made. 1. Core Competency and Technical Knowledge - The employee demonstrates an in-depth knowledge of their job. Keeps up-to-date of new or changing technologies or methods of work. 2. Work Performance - The employee excels on their job. Work performance is consistently above standard. The employee is relied on by others to perform work which is error free with minimal guidance or instruction.
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Merit Criteria. Merit Criteria for the progression of physiotherapists and physiotherapy assistants (per clause 5.2 below) are attached as Appendix 3 to the Agreement. The employer reserves the right to amend such criteria. Prior to proceeding with any such proposal to make such an amendment, the employer will give a minimum of three months’ notice of such proposal to APEX and the staff who may be affected by such a proposal. During this period the employer will provide APEX and the relevant staff an opportunity to meet with the employer and endeavour to reach an agreement in regard to any proposal to amend the necessary criteria. Both parties will take account of the partnerships principles referred to within Appendix 1. By agreement, APEX and the employer may choose to waive such notice period. Individual criteria that have already been set and agreed to, shall not be changed without the agreement of the affected employee.
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Merit Criteria. Merit Criteria for the progression of Perfusionists will be developed between the employer and the union during the term of the Agreement. Individual criteria that have already been set and agreed to, shall not be changed without the agreement of the affected employee.
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Merit Criteria. Some objectives for individual 1. Core Competency and Technical Knowledge 2. Work Performance 3. Problem Solving Skills 4. Good Role Model 5. Ability to Evolve and Grow 6. Leadership 7. Ability and Willingness to train 8. Interpersonal Skills 9. Accountability, Commitment, Punctuality, and Attendance 10. Positive Attitude
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Merit Criteria. In order for an employee to be considered for a merit classification it is understood that a candidate would have to score well on all of the following criteria. Conclusions should be supported with examples. Areas where the employee falls short of expectations should be discussed and suggestions for improvement should be made. It is expected that the employee will continue to strive to maintain all stated criteria. 1. Core Competency and Technical Knowledge - The employee demonstrates an in-depth knowledge of their job. Keeps up-to-date of new or changing technologies or methods of work. 2. Work Performance - The employee excels on their job. Work performance is consistently above standard. The employee is relied on by others to perform work which is error free with minimal guidance or instruction.
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Related to Merit Criteria

  • Selection Criteria Each Contract is secured by a new or used Motorcycle. No Contract has a Contract Rate less than 1.00%. Each Contract amortizes the amount financed over an original term no greater than 84 months (excluding periods of deferral of first payment). Each Contract has a Principal Balance of at least $500.00 as of the Cutoff Date.

  • Evaluation Criteria 5.2.1. The responses will be evaluated based on the following: (edit evaluation criteria below as appropriate for your project)

  • General Criteria (a) If general criteria are required as part of the Application, only one (1) set shall be completed. General criteria measure the quality of the Land Manager’s overall OHV program. The Applicants shall answer these questions with respect to the entirety of the OHV operation, including all trails and areas available for OHV Recreation, not just specific Projects or Project Areas. (b) General criteria include, but are not limited to, the following: (1) OHV Opportunity and services provided, (2) Agency contribution to the overall cost of managing and delivering the OHV Opportunity, (3) Management of natural and Cultural Resources, (4) Effective education of rules/regulations, and (5) Past performance in completing and administering ▇▇▇▇▇ funded Projects. (c) Non-land manager Applicants required to complete the general criteria shall cooperate with the Land Manager(s) to obtain the information necessary to complete the general criteria section of the Application. Note: Authority cited: Sections 5001.5 and 5003, Public Resources Code. Reference: Sections 5024.1, 5090.32 and 5090.50, Public Resources Code.

  • Criteria (1) Annual Evaluation Criteria. All performance evaluations shall be based upon assigned duties, and shall carefully consider the nature of the assignment in terms, where applicable, of: a. Teaching effectiveness, including effectiveness in presenting knowledge, information, and ideas by means or methods such as lecture, discussion, assignment and recitation, demonstration, laboratory exercise, practical experience, supervision of interns, theses, professional projects and/or dissertations, and direct consultation with students. The evaluation shall include consideration of effectiveness in imparting knowledge and skills, and effectiveness in stimulating students' critical thinking and/or creative abilities, the development or revision of curriculum and course structure, and adherence to accepted standards of professional behavior in meeting responsibilities to students. The evaluator may take into account class notes, syllabi, student exams and assignments, and any other materials relevant to the employee's teaching assignment. The teaching evaluation must take into account any relevant materials submitted by the employee, including the results of peer evaluations of teaching, and may not be based solely on student evaluations when this additional information has been made available to the evaluator. b. Contribution to the discovery of new knowledge, development of new educational techniques, and other forms of creative activity. Evidence of research and other creative activity shall include, but not be limited to, published books; articles and papers in professional journals; musical compositions, paintings, sculpture; works of performing art; papers presented at meetings of professional societies; funded grant activities; and research and creative accomplishments that have not yet resulted in publication, display, or performance. The evaluation shall include consideration of the employee's productivity, including the quality and quantity of the employee's research and other creative programs and contributions during the year, as well as recognition by the academic or professional community of what has been done. c. Public service that extends professional or discipline-related contributions to the community, the State, public schools, and/or the national and international community. This public service includes contributions to scholarly and professional organizations, governmental boards, agencies, and commissions that are beneficial to such groups and individuals. d. Participation in the governance processes of the University through significant service on committees, councils, and senates, beyond that associated with the expected responsibility to participate in the governance of the University through participation in regular departmental or college meetings. e. Other assigned University duties, such as attending University events, advising, counseling, and academic administration, or as described in a Position Description, if any, of the position held by the employee. Other assigned duties may include entrepreneurial activities that contribute to the further development of the University with an end result of creating a new venture. Evidence of entrepreneurial contributions shall include, but not be limited to, creation of self- supporting centers or institutes, development of multi- disciplinary research partnerships, and applications of research to implementations in society. To provide guidelines for the establishment, maintenance and use of employee evaluation files within the employee’s respective academic unit.

  • Award criteria 40.1 The Procuring Entity shall award the Contract to the successful tenderer whose tender has been determined to be the Lowest Evaluated Tender in accordance with procedures in Section 3: Evaluation and Qualification Criteria.