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Staff members raised from a lower to a higher classification should <br /> receive the minirmm salary of the new classification ( or one increment <br /> above present salary , whichever is greater ) when the new classification <br /> is assumed with the necessary approval . <br /> Target date--on going <br /> Responsibility--Director of Personnel <br /> Any employee with advancement potential , by needing further <br /> education or training will be encourages to take advantage of <br /> education or technical courses available . <br /> Employees shall also be made aware of and encouraged to take ad- <br /> vantage of the various workshops and institutes that are available <br /> in their areas of interest . 14henever there is a fee charged , the <br /> Agency will make every attempt to pay it depending on the availability <br /> of funds in the program ' s budget . <br /> Target date—on going <br /> Responsibility—Supervisory Personnel and Director of Personnel <br /> B . Each program will keep an Affirmative Action file on all <br /> applicants who have applied for a position with that program . <br /> Those applicants who were not selected will also be maintained in <br /> this file . As new positions or vacancies occur , the Administrative <br /> Director and Director of Personnel will consult this file to <br /> determine if qualified applicants are available from minority <br /> group applications on hand , when analysis reflects the need to <br /> hire from these respective pools . <br /> Target date--on going <br /> Responsibility--Administrative Directors <br /> C . Each program will maintain a complete record of recruitment and <br /> selection . activities , listing all applicants , with selection or re- <br /> jection decision in each case and reasons for rejection to insure <br /> that there is no discrimination because of race , color , age , set , <br /> national origin , or physical handicap , in the employment decision . <br /> D . Evaluation of Employees is covered in the personnel policies . <br /> The frequency of evaluation is also governed by the personnel rx, lcles . <br /> Evaluation consists of an evaluation conference for all personnel <br /> idth their respective supervisor , followed up by a forma �% ritten <br /> evaluation . Both the employee and the sunren- risor share in this <br /> process and both sign. a final evaluation. report . <br /> Target date—on going <br /> Responsibility--Respective Supervisor <br />