Self-Evaluations Clause Samples

The Self-Evaluations clause requires individuals or entities to assess and report on their own performance, compliance, or progress according to specified criteria. Typically, this involves completing periodic reviews or submitting written statements that detail achievements, challenges, or adherence to agreed standards. By mandating self-assessment, the clause promotes accountability and transparency, helping organizations identify issues early and ensure ongoing alignment with expectations or contractual obligations.
Self-Evaluations. When an Adjunct/Associate Professor teaches at least once per year, they may be asked to complete a self-evaluation.
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Self-Evaluations. At least once per academic year, all non-tenured faculty members shall prepare individual self-evaluations. The individual self-evaluations shall address the following eight areas: a. Effectiveness of the teaching/learning process by identifying professional strengths and weaknesses. b. Evidence of professional growth in teaching effectiveness resulting from personal or professional development activities (workshops, conferences, courses, etc). c. Evidence of institutional service activities including any committee work. d. Evidence of participation in program and curriculum development. e. Evidence of community service activities. f. Evidence of professional growth resulting from previous student and administrative evaluations, if appropriate. g. Identification of annual professional growth goals and evidence of progress toward the previous annual professional growth goals, if appropriate. h. Use of college provided professional development allocations, if any.
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Self-Evaluations. The faculty will write a self-evaluation in response to the student assessments and submit the self-evaluation to the Division ▇▇▇▇’▇ office by the end of the quarter in which the faculty receives the assessment results. The faculty may provide an optional written response to any peer or ▇▇▇▇ evaluation.
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Self-Evaluations. Suppliers may periodically be asked to complete a self-evaluation form (i.e. Supplier Self- Assessment Survey). Exceptions to this requirement are those Suppliers that are managed through performance meetings. The performance meetings may be held on a month, semi-annual or annual basis.
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Self-Evaluations. Probationary faculty members shall submit a self-evaluation to their supervising administrator during each academic year. Self-evaluations shall be submitted to the supervising administrator by the final contractual workday in May, and shall report on professional activities outlined in the Self- Evaluation Form.
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Self-Evaluations. Probationers will evaluate themselves once per year. First (1st) year probationers will complete and submit a self-evaluation in either quarter two or quarter three of the tenure process, as agreed upon by their Tenure Review Committees. Second (2nd) year probationers will complete and submit a self-evaluation prior to the quarter four meeting of the Tenure Review Committee. Third (3rd) year probationers will complete and submit a self-evaluation prior to the quarter seven meeting of the Tenure Review Committee. Probationers are encouraged to contact the office of Planning and Effectiveness to identify and obtain data that will be useful in the self-evaluation process.
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Related to Self-Evaluations

  • Self-Evaluation Each regular faculty member shall provide a self-evaluation. It shall address, among other items, the faculty member's fulfillment of professional responsibilities as referenced in Section 18.2.3 and an assessment of his or her own performance. The faculty member will share the self-evaluation with the Faculty Evaluation Committee and the first-level manager or designee. The self-evaluation will become part of the evaluation report.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • JOC EVALUATION If any materials being utilized for a project cannot be found in the RS Means Price Book, this question is what is the markup percentage on those materials? When answering this question please insert the number that represents your percentage of proposed markup. Example: if you are proposing a 30 percent markup, please insert the number "30". Remember that this is a ceiling markup. You may markup a lesser percentage to the TIPS Member customer when pricing the project, but not a greater percentage. EXAMPLE: You need special materials that are not in the RS Means Unit Price Book for a project. You would buy the materials and ▇▇▇▇ them up to the TIPS Member customer by the percentage you propose in this question. If the materials cost you, the contractor, $100 and you proposed a markup on this question for the material of 30 percent, then you would charge the TIPS Member customer $130 for the materials. TIPS/ESC Region 8 is required by Texas Government Code § 791 to be compensated for its work and thus, failure to agree shall render your response void and it will not be considered. Vendor agrees to remit to TIPS the required administration fee or, if resellers are named, guarantee the fee remittance by or for the reseller named by the vendor?

  • 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.