Standard Summary Form (Version 1.0)

Florida Telecommunications Accreditation Commission (FLA-TAC)

Standard Summary Form (Version 1.0)

STANDARD SUMMARY FORMS

Chapter 4

HUMAN RESOURCES

The most valuable asset of a communications center is its members, and the standards developed in this chapter are designed to support and manage these highly important individuals. Employees are referred to as “members” throughout the accreditation process.

The human resources function has overall responsibility for implementing strategies and policies relating to the management and support of individuals. Ethical business practices, diversity, applicable laws and regulations should all factor into processes adopted by the communications center.

This can be achieved by:

• Maintaining awareness of and compliance with local, state and federal labor laws
• Developing accurate member record-keeping programs
• Ensuring equitable performance, conduct and behavior management
• Maintaining sound employee relations
• Adopting compensation and employee benefit management programs
• Implementing employee motivation and morale-building (employee retention and loyalty)

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.01A job description has been developed for each position in the communications center. / RF / 1 / Separate descriptions do not need to be developed for each person, rather each type of job in the center must have a position description.
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Job descriptions. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.02A performance evaluation system has been developed, and a written directive describes: / RD / 1

1. Objectives of the performance evaluation system;

/ RD / 1

1. Measurement definitions;

/ RD / 1, 2

1. Procedures for completion of the evaluation;

/ RD / 1

1. Use of performance evaluation results; and

/ RD / 1

1. Review process by the chain of command.

/ RD / 1, 2
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Written directive. / 1 / 1
2 / Completed performance evaluations. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.03A performance evaluation is completed annually for each member and is based on the members position description, with exceptions noted. / RF / 1 / Performance evaluations must include part time members.
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Performance evaluations. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.04Members are informed, in writing, of their performance expectations at the beginning of each rating period. / RF - I / 1 / Written documentation can take the form of performance planning forms, position descriptions, job task analysis, etc. Regardless of format, the member must know what expectations exist for them at the start of the rating period.
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Written performance expectations. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.05Members are evaluated only by their immediate supervisor, who signs the completed evaluation. / RF - I / 1
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Completed performance evaluations. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.06A written directive provides for member review of the completed performance evaluation and contains provisions for: / RD - RF / 1

1. Written comments by the member; and

/ RD - RF / 2

1. Procedures for contesting the evaluation by the member.

/ RD - RF / 3 / If there are no contested evaluations, the A/M must include a memo in the file.
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Written directive addressing elements of the standard. / 1 / 1
2 / Performance evaluations with written comments by members. / Sampling / Sampling
3 / Contested performance evaluations. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.07A written directive requires that members are provided a copy of their completed performance evaluation upon request. / RD - I / 1
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Written directive addressing elements of the standard. / 1 / 1 / Assessors must interview a sampling of members
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.08Probationary members are evaluated at least once prior to the end of their probationary period. / RF / 1 / This standard applies to both newly hired members and those who serve a probationary period as part of the promotion process. “CTO” type evaluations do not meet the requirements of this standard.
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Completed probationary evaluations. / Sampling / Sampling
Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

Standard / Review Methods / Compliance Key(s) / Accreditation
Manager Notes / Reference
4.09Information on employment benefits/ compensation package are provided in writing to each member at the time of hiring and include, at a minimum: / RF / 1

1. Health insurance options;

/ RF - I / 1 / Medical, vision, and dental options both for the member and the member’s family.

1. Death and disability benefits;

/ RF - I / 1

1. Educational incentives;

/ RF - I / 1

1. Overtime and compensatory time policy;

/ RF - I / 1

1. Holiday policy;

/ RF - I / 1

1. Sick leave/family medical leave/major medical leave;

/ RF - I / 1 / If a sick leave donation program exists, information must be included with the package.

1. Funeral/Bereavement leave;

/ RF - I / 1

1. Personal leave;

/ RF - I / 1

1. Vacation policy; and

/ RF - I / 1

1. Retirement options.

/ RF - I / 1
No. / Compliance Keys / Quantity Initial / Quantity Reaccred / Assessor Guidelines
1 / Compensation or benefits package. / 1 / 1 / Newly hired members should be interviewed.

STANDARD 4.09

Proof(s) of Compliance

Compliance10%Not Applicable

Written Directive:

Supporting Documentation:

Factors to Observe / People to Interview:

For Assessor Use Only

ComplianceNon-Compliance10%Not Applicable

Corrective Action:_________

Assigned Assessor:______Signature:______

Print Name

Date: ______

General Comments / Discussion:

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