Supervisor Evaluation Sample Clauses

The SUPERVISOR EVALUATION clause establishes a process for assessing the performance or effectiveness of a supervisor within an organization or project. Typically, this clause outlines the criteria, frequency, and methods by which the supervisor's work will be reviewed, such as through periodic reports, feedback from team members, or formal performance appraisals. Its core function is to ensure accountability and maintain standards of supervision by providing a structured mechanism for regular evaluation and improvement.
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Supervisor Evaluation. The immediate supervisor shall evaluate the Unit Member using the evaluation forms negotiated between the District and SCCDAA.
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Supervisor Evaluation. A. 1. All monitoring or observation of the work performance of a supervisor shall be conducted openly, with full knowledge of the supervisor, by a duly certificated person.
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Supervisor Evaluation. At the end of your service experience have your supervisor fill out this form Supervisor must fax form back to ▇. ▇▇▇▇▇ at (▇▇▇) ▇▇▇-▇▇▇▇ If you had an exceptional experience this is a great time to ask for a letter of recommendation Turn in the white copy to the Service-Learning office, yellow copy is for your records, and the pink copy is for your instructor Please have the supervisor at your site fax back this form to ▇. ▇▇▇▇▇ at (▇▇▇) ▇▇▇-▇▇▇▇
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Supervisor Evaluation. Supervisors should also list major pieces of work assigned to the analyst during the previous 12-month period, whether job expectations were met or exceeded, and areas for training and growth. Feedback should be as specific as possible.
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Supervisor Evaluation a. In June of each year Union workers will be invited to complete an anonymous evaluation of the Site Supervisors, the Directors, and the CEO. The results of the evaluations will be tabulated and presented to the CEO for inclusion in the Executive Session Agenda for the next Board of Directors' Meeting. The Labor-Management Committee will develop this evaluation.
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Supervisor Evaluation. The Site Supervisor is required to send a final Performance Evaluation to the Assistant Head of Academic Affiars. This evaluation must be received before the last day of the semester in order for a passing grade to appear on the student's grade report.
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Supervisor Evaluation. After reviewing the employee’s self-evaluation, please rate the employee’s performance for each criterion in the evaluation which includes some of the following areas: quality and quantity of work performed, customer focus, initiative, process improvement, work ethic, communication, adherence to County policies, overall achievement of business results, supporting effective teams, and employee development. There is also a section for employees supervising others that includes: develops and communicates performance expectations, monitors job performance, effectively communicates performance results, provides timely evaluations, and recognizes individual accomplishments. If you rate the employee as a Developmental Performer, you are required to have verbally counseled the employee on the areas you consider below standard prior to the evaluation. If you rate the employee as a Non-Performer, you are required to have counseled and documented the discussion(s) prior to the evaluation. After you have rated the employee’s performance, you will then provide comments in the following areas:  General comments—Provide general comments about work performance. Your comments should include additional feedback or clarify your ratings in this section. You are not limited to commenting only on the criteria included in the work performance section. If you have comments you would like to add about other areas of work performance, it would be important to include them in this comment section.  Strengths demonstrated in past year—Identifying strengths is very important to the person being evaluated. This allows the person to make a concerted effort to continue doing what they do well.  Opportunities for Improvement—As an organization that is committed to continuous improvement, staff must be focused on improving performance. Input from the employee’s supervisor is valuable in this process and helps guide the employee’s development efforts in the coming year. Often, opportunities for improvement identified in the evaluation will help the employee to develop his/her self-development goals. It is important to remember that each employee wants to improve performance and this feedback serves as a guide. When providing comments on opportunities for improvement, be sure they are constructive in nature.
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Supervisor Evaluation. Those Bargaining Unit Members who receive the
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Supervisor Evaluation 
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Related to Supervisor Evaluation

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP ▇▇-▇▇-▇▇▇, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • 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.

  • EMPLOYEE EVALUATION A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation. B. The evaluator shall review the written evaluation with the employee and provide the employee with a copy. The employee shall sign the evaluation acknowledging receipt. If the employee has objections to the evaluation, s/he, may within twenty (20) working days following receipt of the evaluation put such objections in writing and have them attached to the evaluation report and placed in his/her personnel file. C. The frequency of evaluations shall be determined by the District and generally occur every other year by April 1st for bargaining unit employees. If the District chooses to do so, it may conduct formal evaluations on an annual basis. An employee may request to receive one (1) annual evaluation. Such request shall be in writing to the employee’s supervisor with a copy to the Human Resources Department. D. The Human Resources Department will consult with the Federation in developing an outline of best practices to be used in conducting employee evaluations. E. When the District determines that an employee’s work performance is unsatisfactory, it shall inform the employee in writing of any deficiency and the improvement expected and provide the employee with the opportunity to correct the unsatisfactory performance within a reasonable time period established by the District. F. The judgment of an employee’s work performance by an evaluating supervisor shall not be the subject of a grievance. A grievance concerning an evaluation shall be limited to an allegation that the evaluation was done in bad faith or clearly untrue. The burden of proof shall rest with the grievant. Such grievance shall be filed at the next administrative level above that of the evaluator and that administrator shall provide a written decision within ten (10) working days of any hearing. If the grievance is not resolved, it may be appealed by submitting a written statement to the Human Resources Department within ten (10) working days following receipt of the administrative written decision. The written statement must clearly set forth why the previous decision is in error regarding the allegation of bad faith or being clearly untrue. The Director of Labor Relations, or designee, may review the record of the grievance and/or conduct a hearing and shall issue a written decision within ten (10) working days following such review or hearing. Such decision shall be final. G. Effective July 1, 2013, Sign Language Interpreters will be evaluated using the Educational Interpreter Performance Assessment (EIPA) pursuant to OAR 581-015-2035 and/or the District’s evaluation form.