Changes for page AB 02 Employee Files, Goals, and Reviews

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24	24
25	25	Review Date:
26	26
27		-05/13/2019
	27	+06/18/2013
28	28
29	29
30	30	Sheriff Cory C. Pulsipher
31	31
32		-Undersheriff James Standley
	32	+Undersheriff Bart Bailey
33	33
34	34
35	35	__**TABLE OF CONTENTS**__
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61	61	1. HRN: The WCSO electronic employee file management system.
62	62	1. Zimbra: The WCSO email system.
63	63
	64	+
64	64	**AB 02_102 __REFERENCES__**
65	65
66	66	1. Utah Sheriff's Association Jail Standards:
67	67	11. B01.03.01: Enforce Policy and Procedure Requirements
68	68
	70	+
69	69	**AB 02_103 __GENERAL__**
70	70
71	71	1. Policy:
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76	76	1. Rationale:
77	77	11. Employee files must be maintained and controlled effectively for the necessary operations of the WCSO and to minimize liability for the WCSO.
78	78
	81	+
79	79	**AB 02_104 __NOTES__**
80	80
81	81	1. Policy:
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86	86	111. Included in an employee evaluation.
87	87	11. Notes that have not been included in an employee's file as described above by the end of the annual evaluation period may be deleted by the current direct supervisor or other authorized person.
88	88	1. Rationale:
89		-11. Notes allow supervisors to temporarily document events quickly and easily while the facts are still subject to recall.
	92	+11. Notes allow supervisors to temporarily document events quickly and easily while the facts are still recallable.
90	90	11. Information in notes may have been entered before all the facts surrounding an event have been gathered.
91	91
	95	+
92	92	**AB 02_105 __EMPLOYEE FILES__**
93	93
94	94	1. Policy:
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106	106	1. Rationale:
107	107	11. Access and control procedures should be established and followed in order to protect privacy and ensure accuracy of records.
108	108
	113	+
109	109	**AB 02_106 __FORMS & REPORTS__**
110	110
111	111	1. Policy:
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121	121	111. Protect employee rights; and
122	122	111. Provide open and clear employer/employee communication.
123	123
	129	+
124	124	**AB 02_107 __EVALUATIONS__**
125	125
126	126	1. Policy:
127	127	11. Employees should be evaluated fairly and objectively for advancement opportunities and other staff management actions.
128	128	11. Details and examples should be used to support evaluation statements.
129		-11. Evaluations should be conducted for every regular full-time and part-time employee (excluding reserve staff) for each annual evaluation period.
	135	+11. Evaluations should be conducted for every regular full-time and part-time employee (excluding reserve staff) for each annual evaluation period (October 1st through September 30th):
	136	+111. Mid-Year Evaluation: October 1st through March 31st;
	137	+111. Annual Evaluation: October 1st through September 30th.
130	130	11. Evaluations should not be completed prior to the last day of the evaluation period. However, they may be started before then.
131	131	11. Evaluations should generally be completed within the following number of days of the end of the respective evaluation period:
132	132	111. Sergeants: 7 days;
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133	133	111. Lieutenants: 14 days;
134	134	111. Chief Deputies: 21 days.
135	135	11. Evaluations should include an in-person meeting between the direct supervisor and the employee.
136		-11. The annual evaluation should include a summary recommendation of “Meets Expectations” or “Does Not Meet Expectations” for each employee's performance factors. The recommendations should be based upon the current annual evaluation period.
	144	+11. The annual evaluation should include a summary recommendation of “Meets Expectations” or “Does Not Meet Expectations” for each employee's performance factors. The recommendations should be based upon the current annual evaluation period (October 1st through September 30th).
137	137	11. For each “Does Not Meet Expectations” and “Meets Expectations” recommendation, the supervisor must document a reason.
138	138	1. Rationale:
139	139	11. Unfair and/or subjective evaluations of employees may be demoralizing to employees and could create liability for the WCSO and the evaluators involved.
...	...	@@ -142,6 +142,7 @@
142	142	11. Evaluations should be completed promptly in order to remain a productive tool for the supervisor and the employee.
143	143	11. The annual evaluation provides a performance summary upon which employee management decisions may be based (e.g., pay increases, promotion opportunities, etc.).
144	144
	153	+
145	145	**AB 02_108 __GOALS__**
146	146
147	147	1. Policy:
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155	155	11. The employee should set his/her own goals in order to more firmly establish ownership for the individual goals.
156	156	11. If an employee is allowed to set a goal that is not attainable, the employee (and subsequently, the WCSO) may suffer from the unavoidable failure.
157	157
	167	+
158	158	**AB 02_109 __GRIEVANCES AND APPEALS__**
159	159
160	160	1. Policy:
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167	167	11. Following the chain of command may allow for quicker resolution for an employee.
168	168	11. Employees may need to seek assistance outside their chain of command in certain situations (e.g., harassment, retaliation, etc.).
169	169
	180	+
170	170	**AB 02_110 __PRIVACY WARNING__**
171	171
172	172	1. Policy: