Arkansas Department of Education Child Nutrition

1. Arkansas Department of EducationChild Nutrition PERSONNEL POLICY BY BETTY BAGGETT North Central Area Specialist

2. PERSONNEL POLICY • Policies state who, what, and why. • Procedures extend the scope of what policies start. They state how. • There is no “set” look and feel of what a policy document should look like. They can be as simple as a word processing document with the required information, or they can be extremely detailed.

3. PERSONNEL POLICY • The policy identification information (Title, Control ID, etc.) is used to discern one policy from the next. • The effective date of your policy should be the date that the person who is approving it signs off that it is complete. • The revision date of your policy should be automatically entered if at all possible. • The policy overview is probably the most important aspect of the policy as this is the heart of the whole thing. It should reflect the tone of the organization in its direction and meaning.

4. PERSONNEL POLICY The following is a sample list of policies. Consider the following list to get an impression of some of the major policies in an organization. This list is by no means definitive for every organization. The policies developed by an one organization depend on the nature and needs of the organization. Work Schedule • Work day hours Lunch periods Holidays Vacation Sick Time Personal Leave Leave of Absence Severe Weather Jury Duty

5. PERSONNEL POLICY New Employee and Internal Orientation • New employee orientation -- general information Agency-wide new employee orientation Intern orientation New employee and internal orientation checklist Hiring Procedures • Americans With Disabilities Act Interviewing job candidates Checking references Offering employment

6. PERSONNEL POLICY • Memo Number: FIN-05-036 • Memo Number: FIN-07-001 • Personnel Policy for Classified Employees • Examples of why policies are needed (employees leaving the premise with food) • Policies are important because it gives the employee an idea of what is expected of them from the school district.

7. JOB DESCRIPTIONS • A job description identifies each specific position within a job specification. It includes the job title, summary of major responsibilities, a list of duties in order of importance and job relationships. • It should also reflect the policies and regulations in your school system and the needs of the specific job you have available.

8. EMPLOYEE HANDBOOK • Employee Handbooks establish policies, procedures, benefits, and working conditions that will be followed by all employees as a condition of their employment at the school district. • The employee handbook may cover issues such as attire, phone calls, etc.