Procedures to be Followed Sample Clauses
The "procedures-to-be-followed" clause sets out the specific steps or actions that parties must adhere to in certain situations under the agreement. This may include requirements for providing notice, obtaining approvals, or following a sequence of tasks before an action can be taken, such as initiating a dispute or making a change to the contract. By clearly outlining these procedures, the clause ensures that all parties understand their obligations and helps prevent misunderstandings or disputes about how processes should be carried out.
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Procedures to be Followed. 11.8.1 An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time.
11.8.2 During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary. Both the employee and the evaluator should contribute evaluation content regarding duties being performed by the employee that are referenced in the classification description/Work Performance Evaluation. Special importance should be placed upon the evaluator's responsibility to inform the employee of problem areas in his/her performance, and to provide written recommendation regarding performance goals.
11.8.3 At the end of each evaluation period, a Work Performance Evaluation shall be made by the appropriate evaluator and discussed in conference with the employee. Upon initial presentation of the evaluation document, the employee has the option of continuing the conference or postponing the conference up to two (2) working days pending review of the evaluation document by the employee.
11.8.4 Evaluation forms shall be signed by both the supervisor and the unit member being evaluated. The signing of the evaluation form may not necessarily mean the unit member is in agreement with the evaluation but shall signify that he/she has reviewed the evaluation and received a copy. One copy of the evaluation shall be retained by the unit member and one copy shall be retained by the supervisor. Also, one copy shall be sent to the Personnel Department for inclusion in the unit member's permanent file.
11.8.5 Each evaluation shall reflect the judgment and review of the evaluator. Any category evaluated as “Needs Improvement” or “Unsatisfactory” shall include written recommendations for correction unless the District intends to commence dismissal proceedings.
Procedures to be Followed. Approval of the request shall be dependent upon compliance with the following:
a. The employee must submit a properly completed personal leave request using the online substitute management system at least five (5) school days prior to the actual date of the proposed leave. Written reason(s) must be submitted for approval of the Director of Human Resources for personal leave requests during the last twenty (20) work days of the school year.
b. Requests for two (2) or more consecutive days of personal leave, or requests to extend holidays or recesses, must specifically state in detail the reason for the request and are subject to the approval of the Director of Human Resources.
c. Requests for single days of personal leave shall be approved based upon the checking of categories a., b., or c., and timely submission.
d. Applications submitted under provisions of Section 6.4.1.d. above, must state the specific reason for the leave, be submitted at least five (5) days prior to the day of the proposed leave, and be approved by the Director of Human Resources. All personal leave requests will be processed through the building principal or the appropriate supervisor and will be forwarded to the Director of Human Resources. In reviewing all requests the Director of Human Resources will render the final approval or disapproval where required. A member may roll unused accrued personal leave days, not including the two (2) specific days available for religious observance, into accumulated sick leave up to the maximum accrual established in Article 6.1. The roll over will occur at the end of the school year.
Procedures to be Followed. Approval of the request shall be dependent upon compliance with the following:
Procedures to be Followed. 3.1. In rendering the services set forth herein, the Supplier undertakes to follow the procedures described for such purpose in these Special Terms and Conditions.
3.2. Modifications to the agreed procedures shall require a corresponding prior amendment to the Special Terms and Conditions.
3.3. The Supplier must at all times analyse the procedures in place and propose improvements to BMW in relation to such procedures and the quality of the services rendered under this agreement. In turn, BMW may, at any time, request the Supplier to modify these procedures with a view to improving the performance or quality thereof.
3.4. In order for the Supplier to render any service that is not envisaged as a general service herein, the Supplier must have received the corresponding written request from BMW, which shall be prepared in the manner and sent via the channels described in the Special Terms and Conditions.
Procedures to be Followed. Before staff who are eligible for eye tests in terms of the VDU agreement take up work on a VDU, the council should inform them of the advisability of having an eye tests and of their entitlement to such a test. Tests are to be arranged by the individuals through their preferred optometrist. Each staff member who is to be tested should be supplied with:
a) Three copies of the form Visual Examination Record - VDU Operators. Because of limited potential usage, this form should be photocopied for use as and when required.
b) One copy of the test form will be sent by the optometrist to the polytechnic council concerned, together with the account for payment, and the other two will go to the Optometrical Association and remain with the optometrist respectively. Councils should hold their copy record.
Procedures to be Followed. Disciplinary action may result from unsatisfactory performance and/or conduct. The following procedural steps are to be followed.
Procedures to be Followed. 3.1. In rendering the services set forth herein, the Supplier undertakes to follow the procedures described for such purpose in these Special Terms and Conditions.
3.2. Modifications to the agreed procedures shall require a corresponding prior amendment to the Special Terms and Conditions.
3.3. The Supplier must at all times analyse the procedures in place and propose improvements to ALPHABET in relation to such procedures and the quality of the services rendered under this agreement. In turn, ALPHABET may, at any time, request the Supplier to modify these procedures with a view to improving the performance or quality thereof.
3.4. In order for the Supplier to render any service that is not envisaged as a general service herein, the Supplier must have received the corresponding written request from ALPHABET, which shall be prepared in the manner and sent via the channels described in the Special Terms and Conditions.
Procedures to be Followed. 3.1 Definition of surplus The reasons for a promoted post to be considered surplus may be : The closure or amalgamation of school(s). Where the circumstances of a school e.g. a falling roll have caused the school to have more promoted posts than it is entitled to under the Council’s devolved school management scheme Where a future review, either at service or Establishment level, of promoted posts structures takes place
3.2 Where a Parent Council exists, the Improving Outcomes Manager will consult the Parent Council when it is proposed that a surplus promoted teacher should fill a vacant promoted post. Discussion will also take place with the Parent Council about the specific skills, strengths and experience required for the post. The Authority will make the final decision on whether to transfer and in this event the Parent Council will have no further involvement in the appointment process. This will only apply to Head Teacher and Depute Head Teacher posts. In the case of a Roman Catholic school consultation with the church will be required
3.3 Where a teacher has been identified as surplus, they will be invited to meet the Improving Outcomes Manager to discuss the process for transfer. Teachers may be accompanied by a professional association colleague or a friend at this meeting. Following this meeting the member of staff will be provided with a form to complete which will allow them to highlight their skills strengths and experience to facilitate the process. They will be asked to return the completed form within one week.
3.4 Where there is a surplus promoted post in an establishment and there is more than one post holder at the same grade, then the following would apply to determine which promoted teacher is surplus: A volunteer for transfer should be sought for the first instance. The continuous length of service in promoted post will be given a weighing of 2 points per year and 1 point will be given for any other year of teaching (e.g. 10 years in teaching the last 2 of which have been in a promoted post now declared surplus. Therefore for compulsory transfer purposes, 12 years would be used.) The candidate with the lowest score would be eligible for transfer
Procedures to be Followed. An important part of each performance evaluation is the establishment of job targets (goals and objectives) for the coming evaluation period. Monitoring or "feedback" systems, if any, are to be discussed at this time. During the evaluation period, both the employee and the evaluator will take an active role in assessing the progress achieved in meeting the established job targets (goals and objectives). Periodic conferences should be held where necessary.
Procedures to be Followed. Performance reports shall be made on forms prescribed by the District. Evaluations should be preceded by observation. Evaluations should be based upon observation and direct knowledge, and not upon unsubstantiated charges or rumors. No evaluation shall be based upon derogatory written materials where the unit member has not previously been given notice and opportunity to review and comment on, and have such comments attached to the material.
15.8.2.1 The immediate supervisor shall prepare the written performance evaluation report and discuss it with the unit member. Both the immediate supervisor and the unit member will sign the evaluation. Signature of the unit member means only that the unit member has received a copy of the evaluation. The unit member may submit written comments for attachment to the evaluation.
15.8.2.2 Copies of the evaluation together with any attachments will be distributed as follows: one copy to the unit member; one copy to the District Office/personnel file; one copy to the evaluator.
15.8.2.3 If any category on the performance report of an employee is rated lower than "meets standard," the following will be included on the evaluation or in a separate document: (a) statement of the problem or concern, (b) the desired improvement, (c) suggestions as to how to improve, and (d) provisions for assisting the unit member.
15.8.2.4 If the unit member disagrees with their evaluation, they may, within ten