Personnel Management for SWCD Directors
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Transcript Personnel Management for SWCD Directors
Personnel Management
for Soil & Water
Conservation Districts
Angela P. White, Ph.D.
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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.
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Personnel Management
Responsibilities - STAFF
Varies.
Implementation of Board Policies.
Carry out district work with…
– Professional Expertise
– Input
– Data
Serve as a positive representative.
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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.
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Personnel Committees
Continued….
Recruitment of new employees.
Review of applications.
Interviewing.
Hiring.
Overseeing Personnel Actions.
Adhere to Fair Labor Standards Act, Etc.
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Fair Labor Standards Act
Federal Law
Governs Wages, Work Schedules, Benefits
Classifies Positions
– “Exempt” or “Non-Exempt”
Refer to Tests
Violations carry fines ($$$)
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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.
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District Personnel Policy
Vital Document.
Directors must review &
become familiar w/
content.
Refer to example under
Course Documents.
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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
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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
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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.
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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
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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
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– Manages Equipment Rental Program
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,
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agendas, and minutes.
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
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Employee Expectations
Professionalism
Commitment to
conservation.
Actively promote SWCD
programs.
Community Example.
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Employee Expectations
Continued…
Develop and maintain good working
relationships.
Effective Management Techniques
– Fair Treatment
– Support Staff
– Intervene when problems occur
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Director Expectations
Professionalism
Judicious Use of Time
Concise, Accurate, w/ Attention to
Detail
Keep directors informed of district
issues, problems, and related business
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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.
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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.
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Sources of Assistance
Department of Labor (www.dol.gov)
Code of Virginia
(http://leg1.state.va.us/000/src.htm)
State or Federal Human Resources Offices
National Association of Soil & Water
Conservation Districts (NACD)
DCR Conservation District Coordinator
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