Results of Evaluation Process Sample Clauses

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Results of Evaluation Process. At the conclusion of the process, the Chair will provide a written performance evaluation that includes the determination of either satisfactory or unsatisfactory performance. Within ten (10) business days of the meeting, the Bargaining Unit Faculty member may write a response to the evaluation. Copies of both the Chair’s evaluation results and the Bargaining Unit Faculty member’s response to it will be placed in the Bargaining Unit Faculty member’s departmental or School file. If the Bargaining Unit Faculty member receives an evaluation of unsatisfactory, the Chair will provide the Bargaining Unit Faculty member with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Evaluations are not subject to the Grievance and Arbitration procedure.
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Results of Evaluation Process. Within ten (10) business days of receiving the written performance evaluation, the Adjunct Faculty member may write a response to the evaluation. Copies of both the Chair or their designee’s evaluation and the Adjunct Faculty member’s response to it will be placed in the Adjunct Faculty member’s departmental or School file. If the Adjunct Faculty member receives an evaluation of unsatisfactory, the Chair or designee will provide the Adjunct Faculty member with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Evaluations are not subject to the Grievance and Arbitration procedure.
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Results of Evaluation Process. At the conclusion of the process, the chair or their designee will provide a written evaluation letter in accordance with University evaluation practices. For Assistant and Associate Teaching Professors, it must include a clear indication of what the NTT Faculty member might do to enhance their candidacy for promotion. For all academic year NTT Faculty, the evaluation will indicate whether performance is satisfactory or unsatisfactory. Within ten (10) business days of the receipt of the report, the NTT Faculty member may write a response to the evaluation. Copies of both the FAR evaluation letter and the NTT Faculty member’s response will be placed in the NTT Faculty member’s personnel file.
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Results of Evaluation Process. Within ten (10) business days of the meeting, the Adjunct Faculty member (unit employee) may write a response to the evaluation. Copies of both the Chair’s evaluation and the Adjunct Faculty member’s (unit employee’s) response to it will be placed in the Adjunct Faculty member’s (unit employee’s) departmental or School file. If the Adjunct Faculty member (unit employee) receives an evaluation of unsatisfactory, the Chair will provide the Adjunct Faculty member (unit employee) with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Evaluations are not subject to the Grievance and Arbitration procedure.
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Results of Evaluation Process. 1. At the conclusion of the process, the Chair or qualified designee will provide a written performance evaluation that includes the determination of either satisfactory or unsatisfactory performance. 2. If that Bargaining Unit Faculty member teaches in more than one department and the evaluation results in a determination of unsatisfactory performance, the evaluation shall be repeated in the second, or an alternative department as determined by the Chair or designee. If the second evaluation results in a determination of satisfactory, then the Bargaining Unit Faculty member shall be subject to the provisions of Paragraph 4, below, only for that Department in which the Bargaining Unit Faculty member received the unsatisfactory evaluation. 3. Within ten (10) business days of the meeting, the Bargaining Unit Faculty member may write a response to the evaluation. Copies of both the Chair’s or designee’s evaluation results and the Bargaining Unit Faculty member’s response to it will be placed in the Bargaining Unit Faculty member’s departmental or School file. 4. If the Bargaining Unit Faculty member receives an evaluation of unsatisfactory, the Chair will provide the Bargaining Unit Faculty member with a performance improvement plan (PIP) that is objective, achievable and measurable (and the information, time and tools for ensuring the improvements are possible to make) before re-evaluation, which will be scheduled for the end of the PIP. Receipt of a second unsatisfactory evaluation following the conclusion of a PIP shall result in the Bargaining Unit Faculty member losing their seniority in all courses they teach in that department. This loss of seniority is not considered discipline under Article 18. 5. Evaluations are not subject to the Grievance and Arbitration procedure.
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Related to Results of Evaluation Process

  • Financial Statements Statistical Data 2.6.1. The financial statements, including the notes thereto and supporting schedules included in the Registration Statement and the Prospectus, fairly present the financial position and the results of operations of the Company at the dates and for the periods to which they apply. Such financial statements have been prepared in conformity with generally accepted accounting principles of the United States, consistently applied throughout the periods involved, and the supporting schedules included in the Registration Statement present fairly the information required to be stated therein. No other financial statements or supporting schedules are required to be included in the Registration Statement. The Registration Statement discloses all material off-balance sheet transactions, arrangements, obligations (including contingent obligations), and other relationships of the Company with unconsolidated entities or other persons that may have a material current or future effect on the Company's financial condition, changes in financial condition, results of operations, liquidity, capital expenditures, capital resources, or significant components of revenues or expenses. There are no pro forma or as adjusted financial statements which are required to be included in the Registration Statement and the Prospectus in accordance with Regulation S-X which have not been included as so required. 2.6.2. The statistical, industry-related and market-related data included in the Registration Statement and the Prospectus are based on or derived from sources which the Company reasonably and in good faith believes are reliable and accurate, and such data agree with the sources from which they are derived.

  • Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

  • Project Monitoring Reporting and Evaluation The Recipient shall furnish to the Association each Project Report not later than forty-five (45) days after the end of each calendar semester, covering the calendar semester.

  • Investment Analysis and Implementation In carrying out its obligations under Section 1 hereof, the Advisor shall: (a) supervise all aspects of the operations of the Funds; (b) obtain and evaluate pertinent information about significant developments and economic, statistical and financial data, domestic, foreign or otherwise, whether affecting the economy generally or the Funds, and whether concerning the individual issuers whose securities are included in the assets of the Funds or the activities in which such issuers engage, or with respect to securities which the Advisor considers desirable for inclusion in the Funds' assets; (c) determine which issuers and securities shall be represented in the Funds' investment portfolios and regularly report thereon to the Board of Trustees; (d) formulate and implement continuing programs for the purchases and sales of the securities of such issuers and regularly report thereon to the Board of Trustees; and (e) take, on behalf of the Trust and the Funds, all actions which appear to the Trust and the Funds necessary to carry into effect such purchase and sale programs and supervisory functions as aforesaid, including but not limited to the placing of orders for the purchase and sale of securities for the Funds.