Private CEEs

7.1: The organization has written personnel policies that have been reviewed by an attorney and approved by the governing board within the past 5 years.


7.2: The organization makes available the employee handbook (or personnel policies in cases without a handbook) to all staff and notifies staff of any changes.
 

7.3: The organization has written job descriptions for all positions, which have been updated within the past 5 years.


7.4: The governing board conducts a performance appraisal of the CEO/executive director within each calendar year.

7.5: The governing board reviews and approves CEO/executive director compensation within every calendar year.

7.6: The organization has a policy in place for regular written evaluation of employees by their supervisors.

7.7: The organization has a whistleblower policy that has been approved by the governing board.


7.8: All staff participate in a new employee orientation within 60 days of hire.

7.9: The organization conducts or makes available staff development/training (including ROMA) on an ongoing basis.

Public CEEs

7.1: Not applicable: Local governmental personnel policies are outside of the purview of the department and the tripartite board/ advisory body, therefore this standard does not apply to public entities.

7.2: The department follows local governmental policies in making available the employee handbook (or personnel policies in cases without a handbook) to all staff and in notifying staff of any changes.

7.3: The department has written job descriptions for all positions. Updates may be outside of the purview of the department.

7.4: The department follows local government procedures for performance appraisal of the department head.
 
7.5: The compensation of the department head is made available according to local government procedure.

7.6: The department follows local governmental policies for regular written evaluation of employees by their supervisors.

7.7: The department provides a copy of any existing local government whistleblower policy to members of the tripartite board/advisory body at the time of orientation.

7.8: The department follows local governmental policies for new employee orientation.

7.9: The department conducts or makes available staff development/training (including ROMA) on an ongoing basis.

How to Meet the Standard?

7.1: Personnel policies, attorney statement or invoice, board  pre-meeting packet, meeting minutes

7.2: Employee handbook, notification process

7.3: Organizational chart, staff list, job descriptions, meeting minutes

7.4: Evaluation tool, Meeting minutes

7.5: Executive director/CEO Contract, meeting minutes, compensation policy, publicly available information

7.6: Evaluation policy, evaluation tool

7.7: Whistleblower policy, board pre-meeting packet, meeting minutes

7.8: Orientation agenda, personnel policies

7.9: Training certificates, documentation of attendance, training agendas, training plan

Sample Documents

7.1: Personnel policies from NOWCAP


7.2: Employee Handbook from CALC

7.3: Job Description from YCAN


7.4: Evaluation Tool from CAPNC

7.5: Employment contract from Converse County Human Resources Council

7.6: Evaluation policy from NOWCAP

7.7: Whistleblower Policy from CALC


7.8: TBD

7.9: ROMA Training Certificate from Fremont County, Training Certificate from NOWCAP

 

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