Sentences with phrase «meet performance goals for»

Under current law, there is a mechanism for California to intervene in districts that fail to meet performance goals for certain student groups in three out of four consecutive years.

Not exact matches

• Teradyne acquired MiR, a Denmark - based robotics company, for $ 148 million, with $ 124 million on the table after meeting performance goals.

Use it as a tool for measuring performance goals, and a tool for understanding how to coach employees to meet those goals.

Coke will give performance - related shares (stock given to an executive for meeting certain goals) more weight in the long term awards, moving the ratio to two - thirds shares, one - third stock options, by 2016, compared to 60 % in options and 40 % in performance - shares now.

Meeting on a quarterly basis and discussing individual goals and performance can help employers identify opportunities for development, as well as tailor development plans around the individual.

The executive team determines that instead of simply rewarding employees for meeting performance goals, it will reward how employees approached their goals.

Although the Company's performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the Performance Policy and therefore did not improve upon the EPS results of the prior year.

However, performance shares tied to other performance measures will still vest if Walmart meets at least the threshold goal for those performance measures.

Our Named Executive Officers typically have the opportunity to earn cash incentives for meeting annual performance goals.

The CNGC's independent consultant attends and participates in CNGC meetings at which executive compensation matters are considered, and performs analyses for the CNGC at the CNGC's request, including benchmarking, realizable pay analyses, analyses of the correlation between performance measures and shareholder return, and assessments of the difficulty of attaining performance goals.

With respect to Awards granted to an Outside Director that are assumed or substituted for, if on the date of or following such assumption or substitution the Participant's status as a Director or a director of the successor corporation, as applicable, is terminated other than upon a voluntary resignation by the Participant (unless such resignation is at the request of the acquirer), then the Participant will fully vest in and have the right to exercise Options and / or Stock Appreciation Rights as to all of the Shares underlying such Award, including those Shares which would not otherwise be vested or exercisable, all restrictions on Restricted Stock and Restricted Stock Units will lapse, and, with respect to Awards with performance - based vesting, all performance goals or other vesting criteria will be deemed achieved at one hundred percent (100 %) of target levels and all other terms and conditions met.

These conditions include stockholder approval of the performance goals under the 2016 Plan, setting individual annual limits on each type of award, and for awards other than certain stock options and stock appreciation rights, establishing performance criteria that must be met before the award actually will vest or be paid.

The risk assessment process included, among other things, a review of (i) all key incentive compensation plans to ensure that they are aligned with our pay - for - performance philosophy and include performance metrics that meet and support corporate goals, and (ii) the overall compensation mix to ensure an appropriate balance between fixed and variable pay components and between short - term and long - term incentives.

The weak growth performance, in turn, has made it difficult for countries to meet the fiscal goals stipulated by the Maastricht treaty.

The performance of the wastewater plant has enabled Pacific Beverages to be on target to meet its goal to be world's best practice for breweries in water management by using only 2.2 litres of water for each litre of beer produced

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

Three day - long workshops were offered, including «Lab Dynamics 1: Difficult conversations in the research workplace - fundamentals of negotiation,» «Lab Dynamics 2: Effective science team meetings; Goal setting and performance review for scientists,» and «Fundamentals of negotiation for science and technical professionals - reaching an agreement when none seems possible.»

A study by researchers at the National Center on Performance Incentives at Vanderbilt finds that teachers who were offered rewards of up to $ 15,000 if their students met goals for test - score gains did not outperform teachers who were not offered the bonuses.

For example, these schools may have scattered years of not meeting performance goals.

Local and state education authorities could use it when assessing performance, for example, in hearing an appeal from a school that failed to meet its AYP goals.

The charter school theory of action trades autonomy for accountability — allowing schools freedom from regulations imposed on school districts in exchange for meeting established performance goals.

Under the law, signed by President Bush in 2002, schools must meet annual performance goals for their student populations as a whole and for specific groups of students.

They suggest that the way to ensure high - quality teaching is to set performance goals and hold teachers accountable for meeting them.

Research behind VAL - ED (the Vanderbilt Assessment of Leadership in Education tool to assess principal performance, developed by researchers at Vanderbilt University) suggests that there are six key steps - or «processes» - that the effective principal takes when carrying out his or her most important leadership responsibilities: planning, implementing, supporting, advocating, communicating and monitoring.40 The school leader pressing for high academic standards would, for example, map out rigorous targets for improvements in learning (planning), get the faculty on board to do what's necessary to meet those targets (implementing), encourage students and teachers in meeting the goals (supporting), challenge low expectations and low district funding for students with special needs (advocating), make sure families are aware of the learning goals (communicating), and keep on top of test results (monitoring).41

No single method, reform, or system is the» silver bullet» that can solve all educational challenges, but improved formative assessing strategies does proffer a potent means for meeting goals for high - performance, high - equity student outcomes.

For example, the 2007 — 08 goal for student performance for the district indicates that by June 2008, 87 percent of students will meet or exceed reading standards, and 92 percent will meet or exceed math standarFor example, the 2007 — 08 goal for student performance for the district indicates that by June 2008, 87 percent of students will meet or exceed reading standards, and 92 percent will meet or exceed math standarfor student performance for the district indicates that by June 2008, 87 percent of students will meet or exceed reading standards, and 92 percent will meet or exceed math standarfor the district indicates that by June 2008, 87 percent of students will meet or exceed reading standards, and 92 percent will meet or exceed math standards.

Renewal of a contract (every 3 - 5 years) is dependent on overall performance and the meeting of goals / expectations set forth by UST, the school board and school leadership working collaboratively to determine what is best and most realistic for the school.

Schools must meet performance goals based on student achievement results yearly, with swift consequences for schools that fail to meet expectations.

Special education teachers typically do the following: • Assess students skills to determine their needs and to develop teaching plans • Adapt lessons to meet the needs of students • Develop Individualized Education Programs (IEPs) for each student • Plan, organize, and assign activities that are specific to each students abilities • Teach and mentor students as a class, in small groups, and one - on - one • Implement IEPs, assess students» performance, and track their progress • Update IEPs throughout the school year to reflect students» progress and goals • Discuss students» progress with parents, teachers, counselors, and administrators • Supervise and mentor teacher assistants who work with students with disabilities • Prepare and help students transition from grade to grade and after graduation Special education teachers in public schools are required to have at least a bachelor's degree and a state - issued certification or license Most states require a degree specifically in special education.

● Oversee the implementation of the educational vision across all campuses, and ensure schools are producing amazing outcomes for students ● Ensure all schools meet their academic and cultural goals ● Build a strong, collaborative team of principals ● Ensure schools are operationally strong, aesthetically beautiful and clean, within budget, and well - organized ● Oversee performance management systems and the hiring process across the schools ● Manage the college teams in supporting students as they prepare for college ● Provide individual development and management to school principals through one - on - one meetings, coaching, modeling, planning, and feedback ● Lead regular professional learning for school leaders (topics such as instructional leadership, personnel management, school operations, data analysis, school culture, and family investment) ● Study and analyze data on an ongoing basis ● Work with school principals to develop and implement action plans based on academic results

Under such an arrangement, the SEA authorizes outside organizations to take on these responsibilities, distributes funds to them, grants them significant authority and flexibility, and develops performance contracts by which to hold them accountable for meeting the state's goals.

Are held accountable for meeting student performance goals.

Currently serving 2.3 million students in 43 states and Washington, DC, charter schools are public schools of choice granted varying degrees of autonomy from state laws in exchange for accountability for meeting student performance goals.

In the Congress, his focus on education included improving teacher quality, holding schools accountable for the education of all children, and the necessity of providing substantial federal financial resources to schools to meet performance goals.

Unlike previous federal efforts, it combined specific performance goals for all students and high - stakes consequences for schools and districts for failing to meet those goals.

To make the autonomy for accountability bargain work, charter schools must face credible consequences for failing to meet the performance goals stipulated in their charters.

About a third of the state's public schools met goals this year for academic achievement and closing gaps in school performance between whites and minority students.

Timely and specific feedback based upon formative assessments of student performance on grade level expectations is given to establish individualized goals for all students and to modify instruction to meet the learning needs of all students.

For example, a performance gap might exist if your learners aren't motivated to meet the performance goal, or if the process they are required to follow is clumsy and convoluted.

The system is still in flux, as the state is developing the rubrics for judging whether districts have met their performance goals, while also designing a school - level accountability system to comply with ESSA, and trying to ensure the system as a whole is coherent.

Charter schools are held accountable for their performance and when they do not meet their goals, they face sanctions and closure, making them the most accountable public schools there are.

Schools eligible for the state - run district, most situated in high - poverty neighborhoods, reported performance scores in the bottom five percent statewide and hadn't met or exceeded growth goals in at least one of the prior three school years.

The charter lasts for a finite number of years, and for it to be renewed, the charter school must meet performance goals set by the state - authorized agency.

Online digital book club Goodreads was to be purchased by Amazon a few weeks ago for $ 200 million dollars if performance goals are met.

For example, Jason Burnett has argued that the EPA might have to use the performance - standards portions of the Clean Air Act, which would involve setting overall goals and working with states to meet those targets.

Once you have identified your goals and key performance indicators, don't continue to pay for services, strategies, etc, that consistently fail to meet those established goals.

Level 5, Practice Group goals and objectives, including each Practice group's Strategic Marketing Plan, an assessment of the Practice Group's strengths and weaknesses, specific goals and time - lines in areas of significance for that group and three or four meetings each year of the head of the Practice group with the Managing Partner and Management Committee to assess the performance and recommend corrective action, as required.

Set target hours for performance of time tracked per user, break down how much time is spent hourly or unbilled and see whether associates and staff are meeting their goals.

In particular, a red flag will be raised if the employee is achieving his or her measurable performance goals such as sales targets or profitability yet has been placed on a PIP for allegedly failing to meet subjective objectives such as «leadership» and «communication ability».

Other studies by Leah M. Christensen explored how law students become mastery - oriented learners by focusing on learning in law school as something valuable and meaningful in itself by fostering a love of learning, rather than performance - oriented students who learn for the sake of meeting an identified goal or need.