Regular Performance Evaluations Clause Samples

Regular Performance Evaluations. The Department Chairs, Program Directors, and Vice Presidents have overall responsibility for the regular evaluation of Part-time Faculty Members. This may include, but not be limited to, the following: a. Reviewing all student evaluations, syllabi, and applicable course materials, examining assessment methods, and observing teaching to evaluate teaching effectiveness. The Chair, Program Director, or Vice President or their designee may also take into consideration any student complaints and commendations, both written and oral, about a Part-time Faculty Member's performance. b. Student Evaluations: Every Part-time Faculty Member shall be evaluated by students in each class each semester, using University-approved course evaluation processes and forms. Departments may use different course evaluation forms, provided they have been approved by the respective ▇▇▇▇ of the School or College. At the end of each semester, the Department Chair, Program Director, or Vice President will review the course evaluations and shall provide feedback to the Part-time Faculty Member if there is evidence of unsatisfactory teaching performance. c. In order to assess teaching effectiveness, the Department Chair, Program Director, Vice President, or designee may also visit the classes of any Part­ time Faculty Member under his/her supervision at any time and as he/she deems appropriate based on reasonable concerns of teaching performance or 19 I at the request of the Part-time Faculty Member. Normally, this will be done no more than once a semester. Whether or not visits are scheduled by mutual agreement will be at the discretion of each School or College. Generally, the date and time of the classroom observation shall be decided in advance by mutual agreement between the Department Chair, Program Director, Vice President or designee doing the observation and the Part-time Faculty Member. Under normal circumstances, the Part-time Faculty Member will be notified one week in advance of a classroom visit, and a classroom visit will be done no more than once during a course. The Chair, Program Director, Vice President or designee, shall write a summary of any classroom visit and shall meet with the Part-time Faculty Member in order to provide a copy of the written summary and review his/her observations. The Part-time Faculty Member is free to add his/her own comments about the observation summary. Such summary by the Chair, Program Director, Vice President or designee, as well as a...
View Source
Regular Performance Evaluations. The Department Chairs, Program Directors, and Vice Presidents have overall responsibility for the regular evaluation A. Reviewing all student evaluations, syllabi, and applicable course materials, examining assessment methods, and observing teaching to evaluate teaching effectiveness. The Chair, Program Director, or Vice President or their designee may also take into consideration any student complaints and commendations, both written and oral, about a Part-time Faculty Member’s performance.
View Source
Regular Performance Evaluations. The Department Chairs, Program Directors, and Vice Presidents have overall responsibility for the regular evaluation of Part-time Faculty Members. This may include, but need not be limited to, the following: (a) Reviewing all student evaluations, syllabi, and applicable course materials, examining assessment methods, and observing teaching to evaluate teaching effectiveness. The Chair, Program Director, or Vice President or their designee may also take into consideration any student complaints and commendations, both written and oral, about a Part-time Faculty Member’s performance. (b) Student Evaluations. Every Part-time Faculty Member shall be evaluated by students in each class each semester, using University- approved course evaluation processes and forms. Departments may use different course evaluation forms, provided they have been approved by the ▇▇▇▇ of the respective School or College. At the end of each semester, the Department Chair, Program Director, or Vice President will review the course evaluations and shall provide feedback to the Part-time Faculty Member if there is evidence of unsatisfactory teaching performance.
View Source

Related to Regular Performance Evaluations

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

  • Performance Evaluations Employee performance shall be evaluated and communicated on a yearly basis as required under County policy. Performance evaluations are used to demonstrate to employees that they are valued; record how an employee’s performance meet the requirements of the job; create a job history record; identify employee strengths and areas for enhancement; assist the employee and supervisor in an effort to attain the highest level of performance; and reinforce performance standards. Every effort will be made to include substantiated information within an employee’s performance evaluation. Non-recurring discipline history which is more than two (2) years old will not be referenced in performance evaluations. The County shall ensure employee performance evaluations are conducted in accordance with County and departmental policy. Performance evaluations and disciplinary matters shall only be conducted by County employees. When an employee who does not agree with the overall rating he/she receives on his/her written performance evaluation, he/she shall discuss and attempt to resolve the differences with his/her immediate supervisor. If discussion with his/her immediate supervisor does not result in resolution of the differences, the employee may file a written request to meet with the next level of management. Said request shall state the unresolved issues and the specific changes in the written performance evaluation the employee is seeking. The appropriate manager shall meet with the employee to discuss the unresolved issues. If the issues are not resolved to the employee’s satisfaction following discussion with the appropriate manager, the employee may within thirty (30) working days file a written request for a meeting with the department head. Within fourteen (14) working days of receipt of a written request stating the unresolved issues and the desired changes in the written performance evaluation, the department head shall meet with the employee to discuss the issues. Within ten (10) working days of said meeting, the department head shall respond in writing to the employee. The decision of the Department Head shall be final and not subject to the grievance procedure. An employee may submit a written response to his/her evaluation that shall be placed in his/her personnel file.

  • Performance Evaluation The Department may conduct a performance evaluation of Contractor’s Services, including Contractor’s Subcontractors. Results of any evaluation may be made available to Contractor upon request.

  • SCHEDULE FOR PERFORMANCE REVIEWS 7.1 The performance of the Employee in relation to his performance agreement shall be reviewed for the following quarters with the understanding that the reviews in the first and the third quarter may be verbal if performance is satisfactory:

  • Historical Performance Information To the extent agreed upon by the parties, the Sub-Advisor will provide the Trust with historical performance information on similarly managed investment companies or for other accounts to be included in the Prospectus or for any other uses permitted by applicable law.