RM 12-01-72 - Laserfiche WebLink

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3:. PERSONNEL POLICY OF CITY OF SOUTH BEND, INDIANA DEPARVM OF REDEVELOPMENT The Re evelopment Department of South Bend is under the governmental jurisdic- tion of the City of South Bend and thus subject to the Personnel Policies, rules and regulations of the City of South Bend as established by City Ordinance and Common Coun it resolutions as well as being subject to the guidelines of the United Stat s Department of Housing and Urban Development. 1. BASIC PRINCIPLES. a. Merit System. The employment of personnel and all actions affecting employ - ees shall b based on merit, ability and justice. The merit rating shall be based on standard3 of performance.for all appropriate classes of work and shall relate to the quality and quantity of work done, the manner in which service is rendered and such other characteristics as will give a reasonable measure of the effective- ness of the individual employee. Iferit ratings shall be prepared for each employee periodicallY or on specific occasions in such manner as will insure rating by at least two superiors, whenever possible. Rating3 shall be used to advise employees of their progress or deficiencies and will be considered in connection with all personnel decisions and will become a part of tie employee's personal history record. b. Non-Discrimination. There shall be no discrimination against employees or applican s for employment on account of race, creed, color, sex, national origin,' or any political or union affiliation. This policy is supported and evidenced by the Affirmative Action Plan of the Department shown as EXHIBIT A. c. Politics. All members, officers, and exployees of the local agency whose employment as such constitutes their principal employment, are subject to the pro visions.of Section 12 (a) of the Hatch Act. d. Nepotism. The employment of more than one member of the same immediate family shall be avoided insofar as possible. €�. Outside Interests. Employees shall not have outside interests or activities which conflict with the performance of their duties with the Department of Redevelop- - ment. Wher doubt exists, the employee shall take the initiative of calling the matter tote attention of the Executive Director for ruling and guidance. f. Public Contact. The Executive Director shall, unless otherwise directed ` by the Commission,, represent the Commission before any public; agency or public, officer. Toward this end, he shall make official recommendations.in accordance with action by this Commission, on matters that are referred to this Commission