Post on 26-Dec-2015
2
Personnel Management Responsibilities - DIRECTORS Oversee and Manage Employees Provide for staff development and training. Establish written Personnel Policies. Develop performance expectations with employee
at least annually. Conduct Job Performance Evaluations at least
annually. Maintain employee personnel files. Comply with all federal and state labor laws.
3
Personnel Management Responsibilities - STAFF
Varies. Implementation of Board Policies. Carry out district work with…
– Professional Expertise
– Input
– Data
Serve as a positive representative.
4
The Role of Personnel Committees
Liaison between staff and Board.– Assure Mutual Understanding– Communication
Maintain current personnel policies. Develop employee job descriptions. Conduct evaluations. Make recommendations for position or salary adjustments.
5
Personnel Committees Continued….
Recruitment of new employees. Review of applications. Interviewing. Hiring. Overseeing Personnel Actions.
Adhere to Fair Labor Standards Act, Etc.
6
Fair Labor Standards Act
Federal Law Governs Wages, Work Schedules, Benefits Classifies Positions
– “Exempt” or “Non-Exempt”
Refer to Tests Violations carry fines ($$$)
7
District Personnel Supervision Final Supervision responsibility rests
with each and every district BOARD!
Board should establish work schedules and employee reporting criteria prior to the beginning of employment.
8
District Personnel Policy
Vital Document. Directors must review &
become familiar w/
content. Refer to example under
Course Documents.
9
Essential Elements of a Personnel Policy
Definitions of Positions & Status Work hours; Holidays Types of Leave and Procedures Benefits Description Travel Reimbursement Procedures & Rates Grievance Procedure Procedures for Probationary Period,
Resignation, & Termination Statement of Nondiscrimination Labor Law Compliance
10
Position Descriptions Developed for each employee. Approved by Board. Components
– Job Title– Job Status (Exempt/Non-Exempt)– Qualifications– Expectations– Roles and Responsibilities– Salary Scale– Benefits– Supervision
11
Individual Development Plans (IDP) Assessment tool and training schedule. Created jointly between the employee and employer. Allows for
– Employee = Future Planning.– Board = Set Measurable Goals for Staff.
12
General Types of District Positions
District Manager– Supervisory Position– May be combined w/ other positions– Oversees day-to-day activities of other district
employees (schedules, training, travel, performance, problems, etc.)
– Provides guidance and advice to other employees
– Provides input to the District Board on employee performance and evaluations
13
General Types of District Positions
Technical– Conservation Specialist, Conservation
Technician– Implements components of VA’s Nonpoint
Source Pollution Control Program • VA Agricultural BMP Cost-Share Program• Tax Credit Program• CREP and Tributary Strategies
– Assist w/ Tributary Strategies– Landowner Needs– Conservation Planning – Manages Equipment Rental Program
14
General Types of District Positions
Administrative– Administrative Secretary or
Administrative Assistant– Performs Administrative Duties & Fiscal
Duties– Types and files for SWCD & NRCS – Answers telephone, keeps schedules,
orders supplies.– Prepares and Distributes meeting notices,
agendas, and minutes.
15
General Types of District Positions
Education/Information– Citizen outreach– Public Relations (Media Releases)
– Youth and Adult Education
– Awards Programs
– Other duties assigned by the district and as described in their position description
16
Employee Expectations
Professionalism
Commitment to conservation.
Actively promote SWCD programs.
Community Example.
17
Employee Expectations Continued…
Develop and maintain good working relationships.
Effective Management Techniques– Fair Treatment– Support Staff – Intervene when problems occur
18
Director Expectations
Professionalism Judicious Use of Time Concise, Accurate, w/ Attention to
Detail Keep directors informed of district
issues, problems, and related business
19
Director Expectations
Adequate preparation for meetings, especially those in which board volunteers must play a leadership role
Prompt response to requests for information & assistance
Follow-up of meetings, conferences, etc.
20
PROFESSIONALISM Definition: “the conduct, aims, or qualities
that characterize or mark a profession (a principal calling, vocation, or employment)” Merriam-Webster Dictionary Online
In our work, professionalism refers to treating others with respect which means being timely, courteous, responsible, contributing to group efforts, working as part of a team, focusing on assigned work, being accountable, and adhering to a moral standard.