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.
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
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