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Private CEEs7.1: 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.
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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 Documents7.1: 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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