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Employee Suggestion Program Procedures Manual.pdf
The Employee Suggestion Program encourages employees to exercise creative judgment and initiative beyond that required by their normal job duties, and to submit ideas as suggestions. Suggestions that identify specific problems and propose valid solutions enhance the efficiency and effectiveness of Virginia’s government through increased productivity, reduced costs, improved and safer working conditions, conservation of resources, and improved public services. Additionally, the suggestion process establishes a climate within state agencies that encourages open communication of ideas and maximizes employee talents.
Employee Recognition Program Handbook.pdf
Taken from Introduction: The Task Force on Employee Recognition, in conjunction with the Department of Human Resource Management (DHRM), revised Policy 1.20, Employee Recognition Programs for all full-time and part-time classified, restricted, “at will” and hourly employees. This policy promotes programs that recognize employees’ contributions to the overall objectives and efficient operation of State Government.
Agencies shall develop and implement recognition programs. The Governor of Virginia, the Governor’s Cabinet and Agency Heads support programs within the agencies and State Government to recognize the contributions of their employees. This handbook serves as a guide to agency management in developing individual agency Employee Recognition Programs in accordance with DHRM Policy 1.20.
The handbook provides: information on the importance of recognition and rewards; program development that links to the organization’s mission and values; steps to assist agencies in developing a successful program; ideas to consider within your budget; and includes an Appendix of various resources and tools.
Commonwealth of Virginia Department of Human Resource Management: Employee Handbook.pdf
Taken from Notice: This handbook contains general information about your employment with the Commonwealth
and outlines policies and procedures that affect your daily work. It does not include specific provisions of the policies and procedures, nor does it create any employee rights or benefits. The handbook is not a contract, nor is it an invitation to contract. Nothing in this handbook is intended to create or imply any contract rights.
Discrimination on the basis of race, sex, color, national origin, religion, age, or political affiliation, or against otherwise qualified persons with disabilities is prohibited in all aspects of employment with the Commonwealth of Virginia.
Human Resource Management Manual.pdf
Taken from Authority and Responsibilities > Introduction: The Compensation Management System is designed to permit managers a more active role in administering employee compensation to support their agencies’ mission and objectives. There is a deliberate shift in accountability from the Department of Human Resource Management (DHRM) to agencies’ management. This shift in accountability will require agencies to account for and justify the fiscal impact of payroll expenditure to senior managers, explain pay decisions to employees and stay within existing budgets. Decisions made because of Compensation Reform will have both long term and recurring financial impact on agencies. Additionally, since agencies will have available a number of different pay practice options, they will be required to monitor and validate salary transactions to ensure compliance with the Commonwealth’s pay practices.
The Compensation Management System relies on a sound infrastructure to ensure effective program compliance and performance. This infrastructure includes policies, pay practices, training and communications, business transactions, information technology support systems, trends analysis, and program evaluation at the state and agency levels. A process of defining roles and authority, and conducting program evaluation provides the critical components needed to support continued improvement of the Compensation Management System.
Managing employee pay and the systems that support it is critical to the success and effectiveness of the Compensation Management System.
The administration of compensation transforms the roles of DHRM, state agencies, and agency managers, to one of partnership requiring a balanced investment of support from each partner.
The Seven Challenges Workbook – Cooperative Communication Skills for Success at Home and at Work.pdf
Taken from Communication Skills Introduction and Overview: Searching for what is most important.
This workbook proposes seven ways to guide your conversations in directions that are more satisfying for both you and your conversation partners. I have selected these suggestions from the work of a wide range of communication teachers, therapists and researchers in many fields. While these seven skills are not all a person needs to know about talking, listening and resolving conflicts, I believe they are a large and worthwhile chunk of it, and a great place to begin.