Department of commerce employee handbook

Effective September 1, , eight state agencies, boards, and commissions were consolidated as the Texas Department of Commerce. The goals of the agency are to attract new businesses to Texas, to encourage expansion of existing businesses, and to improve rural economic development. Initially the department was under the direction of a six-member policy board with members appointed by the governor, with the consent of the Senate, to six-year overlapping terms.

An executive director is appointed by the governor to two year terms. Supplemental standards are expressed in terms of quality, quantity, timeliness, cost-effectiveness, or other relevant measures.

The Department requires the use of supplemental performance standards for all performance plans. If a rating official and employee disagree on the contents of the performance plan, the rating official and employee should attempt to resolve the disagreement informally. However, the approving official must make the final decision regarding the contents of the plan. If the employee refuses to sign the plan, the rating official should annotate the plan to indicate that it was discussed with the employee, the employee received a copy, and the employee refused to sign.

The employee's refusal to sign does not preclude the plan's implementation or the employee's obligation to perform under it. Skip to main content. Was this page helpful? Helpful Not helpful. Performance management handbook appraisal - chapter 5. Chapter 5. Performance Management Process Introduction The performance management process is used to communicate organizational strategic goals, reinforce individual employee accountability for meeting those goals, and track and evaluate individual and organizational performance results.

The performance management process involves: Performance planning; Monitoring employee performance; Employee development; Evaluating employee performance; and Recognition Note: At any point in the process, appropriate action should be taken to address performance deficiencies.

Performance Planning Approximately four weeks before the start of the appraisal period, rating officials supervisors and employees should begin developing written performance plans for the next appraisal period. Critical Elements A critical element is a work assignment, responsibility, or result to be achieved that is of such importance that unacceptable performance in that element would result in a determination that the employee's overall performance is Level 1 Title 5 USC 3.

Critical elements must: Be aligned with organizational goals and objectives; Be the cornerstone of individual accountability in employee performance management; Be a major component of work; Describe work assignments and responsibilities that are within the employee's control to accomplish; and Be weighted at no less than 15 percent. Critical elements may not: Describe a group's performance. However, it may be possible to hold a supervisor or manager individually accountable for his or her work unit's products or services by including a critical element and standard in his or her plan to assess the group's performance.

Mandatory Policies Certain policies are mandatory and must be included in your employee handbook. Additional Information You Must Provide to Employees In addition to the mandatory policies, there is certain information that must be communicated to employees.

Recommended Policies Some of your organization's policies or benefits may not be required by law, but if you offer them, they may bring legal requirements with them. Staying Out of Trouble Although an employee handbook is a powerful tool for avoiding litigation by clarifying and publishing your policies, it can lead to potential lawsuits if not done correctly.

Select from more than company policies at your fingertips, including policies that may be required, recommended or optional for your company. Print a copy of wizard questions and your answers. Stop and start anytime progress tracked. Customize handbook with your logo and company-specific content.

Add your own custom policies. Copy and paste company-specific text from a previous handbook. Revise online as needed and export the new version. Receive required policy updates during your subscription.

California does not require employers to have a handbook. However, if you create a handbook, there are policies that must be included. To lower your cost, we offer English and Spanish versions separately so you can subscribe to the version you need.

Instructions, explanations, navigation and the wizard are in English for both versions of Employee Handbook Creator online tool. Why would I need a Spanish version of the handbook?

California has a large Spanish-speaking workforce, so communicating your policies to employees in a language they understand is important.

In some cases, such as anti-harassment policies, the failure to communicate the policy in the language that your employees speak may increase your risk of liability in the event of a lawsuit. An employee handbook gives you the best opportunity to clearly communicate your company policies and help protect yourself from unlawful termination suits. If I have an existing policy or want to add information to a policy in the online tool, will it translate it into Spanish?

What if I need more than one handbook?