Performance Review Committee Sample Clauses
The Performance Review Committee clause establishes a designated group responsible for evaluating the performance of parties or individuals under an agreement. Typically, this committee is tasked with setting performance benchmarks, conducting regular assessments, and providing feedback or recommendations based on their findings. By formalizing the review process, the clause ensures objective oversight and accountability, helping to identify issues early and promote continuous improvement.
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Performance Review Committee. Where there are concerns regarding the performance of a regular instructor, the matter may be referred by either the appropriate Vice President or the instructor concerned to a Performance Review Committee. Prior to referral to a Performance Review Committee, the appropriate Vice President, the instructor, and the President or delegate, shall meet and Performance Review Suspension and Dismissal endeavour to agree upon a plan of action to remedy the concerns. This stage shall not last more than five (5) duty days but may be extended with the mutual agreement of the parties. If agreement is reached, it shall be in writing and signed by all three (3) parties. Referral to a Performance Review Committee shall, in such instances, be deferred pending the outcome of the action plan. If agreement cannot be reached, the matter shall be referred to a Performance Review m The Performance Review Committee shall consist of the nominee of the appropriate Vice President, as chair, an instructor from the same or related area chosen by the instructor being reviewed, an instructor from outside the department or area named by the Association and an instructor at large named by the members of the department or area by secret ballot. The Performance Review Committee shall not include a person who intends to make a submission to the committee. To ensure impartiality, consistency, and confidentiality, all submissions, classroom observations, reports, and minutes of committee meeting, etc. shall be placed in an Evaluation File. The Evaluation File shall not contain any written submission or report predating the formation of the Performance Review Committee. Only the instructor concerned and members of the Performance Review Committee shall have access to the Evaluation File during the proceedings of the Performance Review Committee. The instructor shall be given the opportunity to respond to any submissions contained in the Evaluation File and any such responses shall be included therein. The committee shall solicit and receive written and signed submissions from the instructor concerned and from others who have observed the instructor's performance. Where instructional competence is the concern, each member of the committee shall make at least one (1) independent observation of the performance of the instructor concerned. Two (2) of the independent observations shall be unannounced and the remainder with three (3) duty days notice. All discussions and information pertaining to th...
Performance Review Committee. 10.5.1 If, on the basis of performance review, a second opinion is deemed necessary by either the employee or the ▇▇▇▇/Manager, the employee or the ▇▇▇▇/Manager may ask for a mutually agreed upon third party to assist them to develop an action plan to address their differences. Such a plan must be in writing, signed by both the employee and the ▇▇▇▇/Manager, and, unless mutually agreed, developed within 5 duty days of the request for assistance. If neither asks for third party assistance, the matter shall be referred to a Performance Review Committee.
10.5.2 A Performance Review Committee, when required, will consist of two
Performance Review Committee. 7.3.1 In each Department, a Departmental Performance Review Committee (PRC) shall be formed consisting of: a minimum of three elected members; one Faculty Association representative (non-voting); and the Chair (non-voting). Both genders shall be included wherever possible. At least one member of the committee must be representative of the appointment type (ie. bipartite or tripartite) of the member(s) being evaluated. If a representative from one of the appointment types is not available, then the committee shall choose such a representative from a cognate Department.
7.3.2 The performance of a Member shall not be reviewed by anyone with a real or apparent conflict of interest.
7.3.3 Normally, the elected members shall be tenured members of that Department. The Chair shall normally act as chair of the PRC.
7.3.4 In the case of Departments having fewer than nine tenured Faculty members, one or more cognate Departments may be combined to form a PRC according to Article 7.
Performance Review Committee. 10.5.1 If, on the basis of performance review, a second opinion is deemed necessary by either the employee or the ▇▇▇▇/Manager, the employee or the ▇▇▇▇/Manager may ask for a mutually agreed upon third party to assist them to develop an action plan to address their differences. Such a plan must be in writing, signed by both the employee and the ▇▇▇▇/Manager, and, unless mutually agreed, developed within 5 duty days of the request for assistance. If neither asks for third party assistance, the matter shall be referred to a Performance Review Committee.
10.5.2 A Performance Review Committee, when required, will consist of two (2) Deans/Managers, and two (2) employees appointed by the Faculty Association. No one shall serve on this committee who has submitted material to the employee’s performance review file for the performance review period unless agreed to by the ▇▇▇▇/Manager and the employee. Notice of the establishment of such a Committee will be provided to the President of the Faculty Association and the Executive Director, Human Resources.
10.5.3 The Performance Review Committee, established per article 10.5.2 will review the formal performance review portfolio in reference to Performance Review Criteria (developed pursuant to the Letter of Understanding re. Evaluation and Performance Review Criteria), and will forward their conclusions to the Vice President, Academic.
Performance Review Committee. Where there are concerns regarding the performance of a regular instructor, the Vice President, the instructor and a representative of the Association shall meet to discuss the concerns.
Performance Review Committee. Evaluate program effectiveness and participant progression as needed. Make recommendations for improvement of the program as needed. Review and provide directives for program as needed. Search for and review new training modules The Review Committee shall be comprised of the following: One (1) Program Administrator One (1) T&D Supervisor One (1) Senior Lineman Trainer
Performance Review Committee. (a) CPP and Metris will establish a performance review committee, which shall consist of three representatives from each party to meet (in person or by tele-conference or other appropriate method) as often as the parties mutually agree from time to time to review performance under applicable service level standards as set forth in this Agreement, including standards set forth in the Schedules hereto, resolve disputes and make recommendations on process and performance improvements (the "Review Committee"). All Review Committee decisions must be agreed to through committee consensus (which shall be deemed reached if a majority of the representatives of each party agree and all representatives are present) and documented in writing to bind either party. Any Review Committee decision that materially alters or modifies this Agreement shall be void unless properly executed as an amendment to this Agreement.
(b) Among the initial responsibilities of the Review Committee shall be the establishment of remedies for substantial deviations from service level standards, appropriate allocation of costs with respect to termination, decreases and/or increases in levels of Metris Services and CPP services, and identification and resolution of issues not contemplated in this Agreement. Both parties shall diligently apply their best efforts to resolve issues raised by the Review Committee fairly and equitably.
(c) Nothing contained in this Agreement, and no action taken or recommended by the Review Committee, shall be deemed to:
(i) make any party hereto (or any of such other party's employees, agents or representatives) an employee, agent, or representative of the other party;
(ii) create any partnership, joint venture, association, or syndicate between the Parties;
(iii) confer on any party any express or implied right, power or authority to enter into any agreement, express or implied, or to incur any obligation or liability on behalf of any other Party; or
(iv) require any party to take any action which is contrary to any regulatory or legal requirements or standards.
Performance Review Committee. 10.5.1 If, on the basis of performance review, a second opinion is deemed necessary by either the employee or the ▇▇▇▇/Manager, the employee or the ▇▇▇▇/Manager may ask for a mutually agreed upon third party to assist them to develop an action plan to address their differences. ▇▇▇▇/Manager, and, unless mutually agreed, developed within 5 duty days of the request for assistance. If neither asks for third party assistance, the matter shall be referred to a Performance Review Committee.
10.5.2 A Performance Review Committee, when required, will consist of two (2) Deans/Managers, and two (2) employees appointed by the Faculty Association. No one shall serve on this committee who has submitted material to the employee’s performance review file for the performance review period unless agreed to by the ▇▇▇▇/Manager and the employee. Notice of the establishment of such a Committee will be provided to the President of the Faculty Association.
10.5.3 The Performance Review Committee, established per article 10.5.2 will review the formal performance review portfolio in reference to Performance Review Criteria (developed pursuant to the Letter of Understanding re. Evaluation and
Performance Review Committee. 10.5.1 If, on the basis of performance review, a second opinion is deemed necessary by either the employee or the ▇▇▇▇/Manager, the employee or the ▇▇▇▇/Manager may ask for a mutually agreed upon third party to assist them to develop an action plan to address their differences. Such a plan must be in writing, signed by both the employee and the ▇▇▇▇/Manager, and, unless mutually agreed, developed within 5 duty days of the request for assistance. If neither asks for third party assistance, the matter shall be referred to a Performance Review Committee.
10.5.2 A Performance Review Committee, when required, will consist of two (2) Deans/Managers, and two (2) employees appointed by the Faculty Association. No one shall serve on this committee who has submitted material to the employee’s performance review file for the performance review period unless agreed to by the ▇▇▇▇/Manager and the employee. Notice of the establishment of such a Committee will be provided to the President of the Faculty Association.
10.5.3 The Performance Review Committee, established per article