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

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24	24
25	25	Review Date:
26	26
27		-06/18/2013
	27	+05/13/2019
28	28
29	29
30	30	Sheriff Cory C. Pulsipher
31	31
32		-Undersheriff Bart Bailey
	32	+Undersheriff James Standley
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		-
65	65	**AB 02_102 __REFERENCES__**
66	66
67	67	1. Utah Sheriff's Association Jail Standards:
68	68	11. B01.03.01: Enforce Policy and Procedure Requirements
69	69
70		-
71	71	**AB 02_103 __GENERAL__**
72	72
73	73	1. Policy:
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78	78	1. Rationale:
79	79	11. Employee files must be maintained and controlled effectively for the necessary operations of the WCSO and to minimize liability for the WCSO.
80	80
81		-
82	82	**AB 02_104 __NOTES__**
83	83
84	84	1. Policy:
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89	89	111. Included in an employee evaluation.
90	90	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.
91	91	1. Rationale:
92		-11. Notes allow supervisors to temporarily document events quickly and easily while the facts are still recallable.
	89	+11. Notes allow supervisors to temporarily document events quickly and easily while the facts are still subject to recall.
93	93	11. Information in notes may have been entered before all the facts surrounding an event have been gathered.
94	94
95		-
96	96	**AB 02_105 __EMPLOYEE FILES__**
97	97
98	98	1. Policy:
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110	110	1. Rationale:
111	111	11. Access and control procedures should be established and followed in order to protect privacy and ensure accuracy of records.
112	112
113		-
114	114	**AB 02_106 __FORMS & REPORTS__**
115	115
116	116	1. Policy:
...	...	@@ -126,15 +126,12 @@
126	126	111. Protect employee rights; and
127	127	111. Provide open and clear employer/employee communication.
128	128
129		-
130	130	**AB 02_107 __EVALUATIONS__**
131	131
132	132	1. Policy:
133	133	11. Employees should be evaluated fairly and objectively for advancement opportunities and other staff management actions.
134	134	11. Details and examples should be used to support evaluation statements.
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.
	129	+11. Evaluations should be conducted for every regular full-time and part-time employee (excluding reserve staff) for each annual evaluation period.
138	138	11. Evaluations should not be completed prior to the last day of the evaluation period. However, they may be started before then.
139	139	11. Evaluations should generally be completed within the following number of days of the end of the respective evaluation period:
140	140	111. Sergeants: 7 days;
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141	141	111. Lieutenants: 14 days;
142	142	111. Chief Deputies: 21 days.
143	143	11. Evaluations should include an in-person meeting between the direct supervisor and the employee.
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).
	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.
145	145	11. For each “Does Not Meet Expectations” and “Meets Expectations” recommendation, the supervisor must document a reason.
146	146	1. Rationale:
147	147	11. Unfair and/or subjective evaluations of employees may be demoralizing to employees and could create liability for the WCSO and the evaluators involved.
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150	150	11. Evaluations should be completed promptly in order to remain a productive tool for the supervisor and the employee.
151	151	11. The annual evaluation provides a performance summary upon which employee management decisions may be based (e.g., pay increases, promotion opportunities, etc.).
152	152
153		-
154	154	**AB 02_108 __GOALS__**
155	155
156	156	1. Policy:
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164	164	11. The employee should set his/her own goals in order to more firmly establish ownership for the individual goals.
165	165	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.
166	166
167		-
168	168	**AB 02_109 __GRIEVANCES AND APPEALS__**
169	169
170	170	1. Policy:
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177	177	11. Following the chain of command may allow for quicker resolution for an employee.
178	178	11. Employees may need to seek assistance outside their chain of command in certain situations (e.g., harassment, retaliation, etc.).
179	179
180		-
181	181	**AB 02_110 __PRIVACY WARNING__**
182	182
183	183	1. Policy: