Basics of a Personnel System
Paul Greufe
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Human Resources
• Local Impact - WIIFM
– Quality
– Money
– Lawsuits (personal liability)
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Human Resources
• Overview
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Job Description
Recruitment
Selection
Orientation
Performance Appraisals
Discipline – Corrective Action
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Human Resources
• Overview
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Sexual Harassment
Compensation
Unions
Health, Safety and Security
Policy Manuals
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Human Resources
• Job Description
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Staffing
Training
Performance Appraisal
Compensation
Legal
Safety
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Human Resources
• Job Description
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Job Analysis
Work Activities
• Interaction
• Financial Impact
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Human Resources
• Job Description
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Job Analysis
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Machines and Equipment
Working Conditions
Supervisory Role
Education
Knowledge, Skills and Abilities
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Human Resources
• Job Description
• Overview
• Examples
• Process, sign off
• Legal review
–ADA, FMLA, FLSA, discipline, performance,
compensation requests, training…
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Human Resources
• Recruitment
Job Description
– Pool
– Sources
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Internal
• External
• Internet
• Temporary
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Human Resources
• Recruitment
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Why?
• Affirmative action
• Business necessity
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Human Resources
• Selection
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Job Description
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Pre-established qualifications
– Discipline, testing, interview…
» Consistency
» Weighted
» Numerical
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Human Resources
• Selection
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Job Description
• Interview questions
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Behaviorally based
• Team approach
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Human Resources
• Selection
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Testing
Reliable
– Valid
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Human Resources
• Selection
• Legal
– Applications only accepted when there
is an opening
– Must fill out application
– “On file” for specified time
– Must apply for specific job
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Human Resources
• Selection
•
Reference Checking
Dig!
– Liability release
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Legal
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Liability
» Violent former employee
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Human Resources
• Orientation - Training
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Checklist
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Overview
Working hours
Pay policies / Policies
Handbook
Insurance benefits
Lunch with boss?
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Human Resources
• Performance Appraisal
Job Description
– Overview
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Identify
Encourage
Measure
Evaluate
Improve
Reward
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Human Resources
• Performance Appraisal
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Who?
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Supervisors – employees
Employees – supervisors
Team members – team members
Outside sources
Self appraisal
360 degree
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Human Resources
• Performance Appraisal
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What?
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Quantity of output
Quality of output
Timeliness of output
Presence at work
Cooperativeness
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Human Resources
• Performance Appraisal
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How?
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Essay
Graphic rating scale (continuum)
Behavioral rating approach (most common)
Self appraisal
360 degree
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Human Resources
• Performance Appraisal
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When?
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Probation
6 month
Annually
Hire date
Same time
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Human Resources
• Performance Appraisal
– Rater errors
• Recency effect
• Rater bias
• Halo effect
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Human Resources
• Performance Appraisal
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Goal setting
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SMART
S pecific
M easurable
A ction
R ealistic
T ime frame
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Human Resources
• Performance Appraisal
– Form
• Paper
• Software
– Compensation
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Pay policy based on score
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Human Resources
• Discipline – Corrective Action
– Statutory Rights
– Contractual Rights
• Implied contracts
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Employment at Will
• Public policy
– Whistleblower
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Human Resources
• Discipline – Corrective Action
– Just Cause
• Employee warned of the consequences?
• Employer’s rule reasonable?
• Investigation?
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Human Resources
• Discipline – Corrective Action
– Just Cause
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Investigation fair and impartial?
Evidence of guilt?
Rules and penalties applied evenhandedly?
Penalty reasonable?
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Human Resources
• Discipline – Corrective Action
– Progressive Discipline
• Verbal
• Written
• Suspension
• Termination
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Human Resources
• Discipline – Corrective Action
– Reserve the right to administer discipline at
any level deemed appropriate given the
circumstances of the situation.
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Human Resources
• Sexual Harassment
– Quid pro quo
– Hostile environment
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Human Resources
• Sexual Harassment
– Employee consequence
• (No) Tangible employment action
– Employer action
• (No) Affirmative defense
– Employer liability
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Human Resources
• Sexual Harassment
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Establish a policy
Communicate regularly
Train managers
Investigate complaints
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Human Resources
• Compensation
– Pay grades
– Broad banding
– Hay Analysis
– Surveys
– Hourly - Salary
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Human Resources
• Compensation
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Exempt – Non-exempt
• Overtime eligibility
• Hourly vs. “paid to do a job”
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Human Resources
• Compensation
–FLSA
•
Exemptions
»Executive, Administrative, Professional
and Outside Sales
»Discretionary authority, % of time,
earnings level
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Human Resources
• Compensation
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Compensatory Time
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Voluntary
1.5 time
Limit accrual, not use
Compounding
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Human Resources
• Unions
– Organizing
• Organizer contacts employees
• Authorization cards
• Petition PERB
• Bargaining unit determination
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Human Resources
• Unions
– Organizing
• Election
• Recognition
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Human Resources
• Unions
– Bargaining
• Mandatory
• Permissive
• Illegal
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Human Resources
• Unions
– Bargaining
• Traditional
• Interest based bargaining
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Human Resources
• Unions
– Bargaining
• Intent to bargain
• Team
• Data collection
• Current contract
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Human Resources
• Unions
– Bargaining
• Ground rules
• Negotiate
• TA
• Ratification
• Administration
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Human Resources
• Unions
– Impasse
• Mediation
• Fact finding
• Arbitration
• Strike
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Human Resources
• Unions
– Grievances
• Steps
• Arbitration
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Human Resources
• Health, Safety and Security
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Workers’ Compensation
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Mandated
On the job injuries
Employee lawsuits
Controlling costs
– Active administrator
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Human Resources
• Health, Safety and Security
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Unemployment Compensation
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Mandated
Experience rates / pay as you go
26 weeks @ 50-80% salary
Gross misconduct
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Human Resources
• Health, Safety and Security
– FMLA
• 50 or more employees
• 12 months, 1250 hours
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Human Resources
• Health, Safety and Security
– FMLA
• 12 weeks (intermittent)
• Serious medical condition
– Birth, adoption or placement
– Spouse, child or parent
– Employee
– Exigency
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Human Resources
• Health, Safety and Security
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FMLA
• Return to same position
• Health benefits continue
• Required to use accrued leave (not comp.
time)
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Human Resources
• Health, Safety and Security
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FMLA
• 30 day notice
• Employer requirements
• Employee requirements
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Human Resources
• Health, Safety and Security
– ADA (AA)
• Reasonable accommodations
• “Look” at current practices and procedures
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Human Resources
• Health, Safety and Security
–OSHA (Occupational Safety and Health Act)
• Safe working conditions
• Audit, employee driven
• Rights
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Human Resources
• Health, Safety and Security
–OSHA (Occupational Safety and Health Act)
• Fines
• First report of injury
• OSHA 300
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Human Resources
• Health, Safety and Security
–Safety Management Program
• Safety Policies
• Safety Training
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Human Resources
• Health, Safety and Security
–Safety Management Program
•Committees
• Incentive Programs
– Change
– Entitlement
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Human Resources
• Health, Safety and Security
– Essential Functions of the Job
• Job Description
• FMLA, ADA, Workers Compensation, Nonwork Related Injury
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Human Resources
• Health, Safety and Security
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Workplace Violence
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Security cameras
Guards – bailiffs
ID badges
Discipline
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Human Resources
• Policy Manual
– Policies
• Consistent (No good deed goes unpunished)
• Necessary
• Applicable (General guidelines to the
masses)
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Human Resources
• Policy Manual
– Policies
• Understandable
• Reasonable
• Distributed and communicated (Did the
employee know?)
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Basics of a Personnel System
Paul Greufe
563-271-7561
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