Purpose of Evaluation Clause Samples
The "Purpose of Evaluation" clause defines the specific reasons and objectives for which an evaluation is being conducted, typically within the context of a contract or agreement. This clause clarifies what is being evaluated—such as a product, service, or process—and outlines the intended use of the evaluation results, for example, to assess suitability, performance, or compliance. By clearly stating the evaluation's purpose, this clause helps prevent misunderstandings about the scope and limits of the evaluation, ensuring that both parties have aligned expectations and reducing the risk of disputes.
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Purpose of Evaluation. 10.1.1 It is recognized that a system of evaluation is essential to assist Unit Members in developing competency and realizing their potential. It is further recognized that information gathered through such a system will enable decisions that measure a Unit Member’s performance in a just and equitable manner.
10.1.2 The evaluation procedure is a cooperative process designed to:
a. Promote the achievement of goals and objectives of the County Office and its programs through the assessment and evaluation of the staff that perform within that program;
b. Provide a formal method of recognizing staff achievement and growth;
c. Identify abilities and specific indicators most critical to support job performance;
d. Develop suggestions and direction regarding desired performance and improvement based on standards for like positions;
e. Increase the employee’s understanding of performance from the supervisor’s viewpoint; and
f. Provide a process of two-way communication to evaluate job performance.
Purpose of Evaluation. The purpose of the evaluation is to provide employees with information that will enable them to monitor and improve job skills and effectiveness and to assess their suitability for reappointment or continuing appointment. A student complaint alone shall not invoke the evaluation process.
Purpose of Evaluation a. The Board and the University are responsible for evaluating the performance of all employees. The purposes of evaluation are to judge the degree of effectiveness of an employee's performance, to identify areas of strength and weakness, and to improve employee performance. Additionally it shall provide a basis for the University President and the Board to make decisions, as appropriate, concerning retention, promotion, or tenure. An employee who has submitted a resignation or has received a terminal contract shall not be eligible to apply for retention, promotion, or tenure.
b. Evaluation of an employee's performance shall be based on consideration of the employee's professional responsibilities. Evaluations shall be done in accordance with the terms of this Agreement.
Purpose of Evaluation. The assessment and evaluation of bargaining unit employees will be conducted utilizing a variety of criteria relating to professional competence and commitment of the Faculty member to the College. The purposes of evaluation are to:
A. Promote the highest quality instruction (teaching and learning);
B. Encourage the highest quality performance by Faculty;
C. Encourage professional growth and development of Faculty;
D. Review the effectiveness of instruction and service to students and use the results to continuously improve instruction and service to students;
E. Evaluate Faculty job performance;
F. Promote communication and provide feedback about job performance; and,
G. Establish performance goals and expectations.
Purpose of Evaluation. The intent of these procedures is to maintain excellence of instruction at the University-College, to provide the means whereby less than satisfactory professional performance (except those performance concerns which are dealt with through the disciplinary process) can be recognized and remedied, and, in general, to provide information on faculty effectiveness.
Purpose of Evaluation. 1. The first purpose is the use of the evaluation to improve instruction.
2. The second purpose of the evaluation is to fulfill the obligations of the Board of Education as stated under the Teachers' Tenure Act.
Purpose of Evaluation. The primary purpose of the tenured faculty performance evaluation is to ▇▇▇▇▇▇ the personal and professional development of the faculty member, by providing a useful and substantive assessment of performance, recognition and acknowledgment of good performance, and enhancement of performance by identification of areas needing improvement.
Section 19.1.1 This evaluation process will also apply for full-time temporary faculty after the completion of four years of continuous full-time temporary employment.
Purpose of Evaluation. The purpose of the evaluation is:
1. To facilitate and improve communication and understanding among administration and staff.
2. To improve job performance and competency and provide a means for growth through establishment of long and/or short range goals.
3. To provide an opportunity for each bargaining unit member to periodically assess his/her performance.
4. To provide assistance that the bargaining unit member may need for growth and self improvement.
5. To provide a bargaining unit member means for a better understanding of the scope of one’s duties and/or responsibilities.
6. To provide documentation in question of promotion or dismissal.
Purpose of Evaluation. COLLEGE CREDIT The purpose of evaluation is two- fold. First the objectives of evaluation for both tenured and non-tenured faculty are to acknowledge good performance, to strengthen satisfactory performance, and to help faculty improve performance through specific recommendations.
Purpose of Evaluation. Performance evaluations are used to:
1. Provide a common language around expectations and responsibilities.
2. Assess the effectiveness of Teacher performance and provide feedback in order to drive continuous improvement to instruction and enable Teachers to develop as professionals.
3. Serve as a measurement of professional growth and development of Teachers over time.
4. Enhance the implementation of the school’s curriculum.
5. Implement District and school goals in the classroom.
6. Measure the level of effectiveness for all Teachers.
7. Serve as documentation for a recommendation for dismissal based on unsatisfactory performance.