5. Personnel Policy Handbook - Laserfiche WebLink

EMPLOYMENT STATUS AND RECORDS Driving Records The County’s insurance carrier may conduct a motor vehicle record (MVR) check at least annually for all employees listed as drivers of County vehicles. An employee’s driving privileges may be suspended if an employee does not have a current, valid driver’s license. Upon review of the MVR, the County may revoke driving privileges, reassign, reprimand, suspend, and/or terminate the employee, at the sole discretion of the County. PERSONNEL DATA CHANGES 204 Effective Date: 01/01/2016 It is the responsibility of each employee to promptly notify Cass County of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, changes in beneficiaries, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the Human Resources Department. EMPLOYMENT APPLICATIONS 205 Effective Date: 01/01/2016 Cass County relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in Cass County’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. PERFORMANCE EVALUATION 206 Effective Date: 01/01/2016 Supervisors and employees are strongly encouraged to engage in a course of regular, day-to- day interactions that should provide the opportunity to discuss job tasks, encourage and recognize strengths, identify areas for improvement, and discuss positive, purposeful approaches for meeting goals. Newly hired employees may receive a formal progress evaluation before the first year of employment. During this period, both the employee and the supervisor will be expected to engage in an ongoing dialogue about the needs of the job, as well as the standards and expectations associated with the new position. Annual performance evaluations are generally scheduled to take place on or near the employee’s anniversary date each year. More frequent evaluations may take place. The basis for determining the employee’s performance shall be the comparison of the employee’s actual performance against accountabilities established for each position. Supervisors or department heads shall work with employees in establishing accountabilities, based on the duties, responsibilities and standards of the position. The performance evaluation process should be a cooperative process and employee participation is encouraged through all phases of the process. Goals and objectives should be jointly established by the supervisor or department head and the employee for the next review period. Cass County 10