a. The organization has a written personnel handbook/policy that is regularly reviewed by an expert on employment laws and updated to describe procedures for a) staffing, b) performance management, c) compensation, d) compliance with government employment laws and regulations, and e) other work rules as needed. (E)
a. The organization has a written personnel handbook/policy that is regularly reviewed by an expert on employment laws and updated to describe procedures for a) staffing, b) performance management, c) compensation, d) compliance with government employment laws and regulations, and e) other work rules as needed. (E) Met
a. The organization has a written personnel handbook/policy that is regularly reviewed by an expert on employment laws and updated to describe procedures for a) staffing, b) performance management, c) compensation, d) compliance with government employment laws and regulations, and e) other work rules as needed. (E) Needs Work
a. The organization has a written personnel handbook/policy that is regularly reviewed by an expert on employment laws and updated to describe procedures for a) staffing, b) performance management, c) compensation, d) compliance with government employment laws and regulations, and e) other work rules as needed. (E) Not Applicable
a. The organization has a written personnel handbook/policy that is regularly reviewed by an expert on employment laws and updated to describe procedures for a) staffing, b) performance management, c) compensation, d) compliance with government employment laws and regulations, and e) other work rules as needed. (E) Don't Know
b. The organization follows nondiscriminatory hiring practices. (R)
b. The organization follows nondiscriminatory hiring practices. (R) Met
b. The organization follows nondiscriminatory hiring practices. (R) Needs Work
b. The organization follows nondiscriminatory hiring practices. (R) Not Applicable
b. The organization follows nondiscriminatory hiring practices. (R) Don't Know
c. The organization provides a copy of or access to the written personnel policy to all members of the Board, the Chief Executive Officer and all employees. All employees acknowledge in writing that they have read and have access to the personnel handbook/policies. (R)
c. The organization provides a copy of or access to the written personnel policy to all members of the Board, the Chief Executive Officer and all employees. All employees acknowledge in writing that they have read and have access to the personnel handbook/policies. (R) Met
c. The organization provides a copy of or access to the written personnel policy to all members of the Board, the Chief Executive Officer and all employees. All employees acknowledge in writing that they have read and have access to the personnel handbook/policies. (R) Needs Work
c. The organization provides a copy of or access to the written personnel policy to all members of the Board, the Chief Executive Officer and all employees. All employees acknowledge in writing that they have read and have access to the personnel handbook/policies. (R) Not Applicable
c. The organization provides a copy of or access to the written personnel policy to all members of the Board, the Chief Executive Officer and all employees. All employees acknowledge in writing that they have read and have access to the personnel handbook/policies. (R) Don't Know
d. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators. All employees have the opportunity to provide input to the content of their job descriptions. (R)
d. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators. All employees have the opportunity to provide input to the content of their job descriptions. (R) Met
d. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators. All employees have the opportunity to provide input to the content of their job descriptions. (R) Needs Work
d. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators. All employees have the opportunity to provide input to the content of their job descriptions. (R) Not Applicable
d. The organization has job descriptions including qualifications, duties, reporting relationships and key indicators. All employees have the opportunity to provide input to the content of their job descriptions. (R) Don't Know
e. The organization's Board of Directors conducts an annual review/evaluation of its Chief Executive Officer in relationship to a previously determined set of expectations. (R)
e. The organization's Board of Directors conducts an annual review/evaluation of its Chief Executive Officer in relationship to a previously determined set of expectations. (R) Met
e. The organization's Board of Directors conducts an annual review/evaluation of its Chief Executive Officer in relationship to a previously determined set of expectations. (R) Needs Work
e. The organization's Board of Directors conducts an annual review/evaluation of its Chief Executive Officer in relationship to a previously determined set of expectations. (R) Not Applicable
e. The organization's Board of Directors conducts an annual review/evaluation of its Chief Executive Officer in relationship to a previously determined set of expectations. (R) Don't Know
f. The Chief Executive Officer's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan. (R)
f. The Chief Executive Officer's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan. (R) Met
f. The Chief Executive Officer's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan. (R) Needs Work
f. The Chief Executive Officer's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan. (R) Not Applicable
f. The Chief Executive Officer's salary is set by the Board of Directors in a reasonable process and is in compliance with the organization's compensation plan. (R) Don't Know
g. The organization requires employee performance appraisals to be conducted and documented at least annually. Employees have the opportunity to provide input to their appraisals. (E)
g. The organization requires employee performance appraisals to be conducted and documented at least annually. Employees have the opportunity to provide input to their appraisals. (E) Met
g. The organization requires employee performance appraisals to be conducted and documented at least annually. Employees have the opportunity to provide input to their appraisals. (E) Needs Work
g. The organization requires employee performance appraisals to be conducted and documented at least annually. Employees have the opportunity to provide input to their appraisals. (E) Not Applicable
g. The organization requires employee performance appraisals to be conducted and documented at least annually. Employees have the opportunity to provide input to their appraisals. (E) Don't Know
h. The organization has a compensation plan and a periodic review of salary ranges and benefits is conducted. (A)
h. The organization has a compensation plan and a periodic review of salary ranges and benefits is conducted. (A) Met
h. The organization has a compensation plan and a periodic review of salary ranges and benefits is conducted. (A) Needs Work
h. The organization has a compensation plan and a periodic review of salary ranges and benefits is conducted. (A) Not Applicable
h. The organization has a compensation plan and a periodic review of salary ranges and benefits is conducted. (A) Don't Know
i. The organization has a timely process for filling vacant positions to prevent an interruption of products services or disruption to organization operations. (A)
i. The organization has a timely process for filling vacant positions to prevent an interruption of products services or disruption to organization operations. (A) Met
i. The organization has a timely process for filling vacant positions to prevent an interruption of products services or disruption to organization operations. (A) Needs Work
i. The organization has a timely process for filling vacant positions to prevent an interruption of products services or disruption to organization operations. (A) Not Applicable
i. The organization has a timely process for filling vacant positions to prevent an interruption of products services or disruption to organization operations. (A) Don't Know
j. New employees receive an effective orientation and training process about the company and its personnel policies. (E)
j. New employees receive an effective orientation and training process about the company and its personnel policies. (E) Met
j. New employees receive an effective orientation and training process about the company and its personnel policies. (E) Needs Work
j. New employees receive an effective orientation and training process about the company and its personnel policies. (E) Not Applicable
j. New employees receive an effective orientation and training process about the company and its personnel policies. (E) Don't Know
k. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all employees. (A)
k. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all employees. (A) Met
k. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all employees. (A) Needs Work
k. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all employees. (A) Not Applicable
k. The organization has a process for reviewing and responding to ideas, suggestions, comments and perceptions from all employees. (A) Don't Know
l. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development. (A)
l. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development. (A) Met
l. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development. (A) Needs Work
l. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development. (A) Not Applicable
l. The organization provides opportunities for employees' professional development and training with their job skill area and also in such areas as cultural sensitivity and personal development. (A) Don't Know
m. Supervisors receive training about setting goals with employees, effective delegating, monitoring performance, and addressing performance issues, in conformance with the personnel policies. (R)
m. Supervisors receive training about setting goals with employees, effective delegating, monitoring performance, and addressing performance issues, in conformance with the personnel policies. (R) Met
m. Supervisors receive training about setting goals with employees, effective delegating, monitoring performance, and addressing performance issues, in conformance with the personnel policies. (R) Needs Work
m. Supervisors receive training about setting goals with employees, effective delegating, monitoring performance, and addressing performance issues, in conformance with the personnel policies. (R) Not Applicable
m. Supervisors receive training about setting goals with employees, effective delegating, monitoring performance, and addressing performance issues, in conformance with the personnel policies. (R) Don't Know
n. Morale is high throughout the organization as evidenced by strong mutual respect among employees and sustained motivation to work toward the organization's mission. (R)
n. Morale is high throughout the organization as evidenced by strong mutual respect among employees and sustained motivation to work toward the organization's mission. (R) Met
n. Morale is high throughout the organization as evidenced by strong mutual respect among employees and sustained motivation to work toward the organization's mission. (R) Needs Work
n. Morale is high throughout the organization as evidenced by strong mutual respect among employees and sustained motivation to work toward the organization's mission. (R) Not Applicable
n. Morale is high throughout the organization as evidenced by strong mutual respect among employees and sustained motivation to work toward the organization's mission. (R) Don't Know
