Policies and Procedures

Manual

Bayshore Home | Policies & Procedures Index

RELATING TO EMPLOYEES

3. Relating to Employees

E1 Personnel Policy.......................................................................................... 32

E2 Job Description – Office Manager............................................................... 38

E3 Job Description – Facilities Manager........................................................... 40

E4 Job Description – Pool Attendant................................................................ 45

E5 Performance Appraisals............................................................................... 46

<========================Click on the link to the right to access the data below.

Personnel Policy

GENERAL

This policy is designed to provide working guidelines for personnel in the day-to-day administration of the corporation and to provide employees an understanding of what is expected of them, and to ensure consistent, fair and uniform treatment of employees.

Bayshore Beach Club reserves the right to change these policies and procedures at any time. These policies and procedures do not and are not intended to confer any property right in continued employment, to constitute an express or implied contract, or to give rise to a binding past practice under any collective bargaining agreement.

Employees and the corporation reserve the right to end the employment relationship, with or without cause, at any time.

PERSONNEL ADMINISTRATION

The board of directors has authority over all matters of personnel administration through adoption and implementation of the budget, pay plans, and motions/resolutions adopting and/or amending the personnel policy and job descriptions.

APPOINTMENTS and QUALIFICATIONS

Job announcements are made for any vacant position. The announcement includes the title and salary range of the position, the nature of duties performed qualification requirements and the time and place to apply. Job announcements are posted on the club bulletin board and may be published in newspapers and the employment office. Job announcements are posted a minimum of five working days prior to the closing date.

Applications are available in the office. Applicants must complete the application form and any required supplemental materials within the time period specified in the job announcement.

Selection criteria and procedures are based solely on job-related knowledge, skills, abilities, experience, education, training, and, when appropriate, prior demonstrated performance, aptitude, and character. Based on the results of the selection process, applicants are selected for an employment interview.

NEW HIRES

Upon appointment, the immediate supervisor is responsible for orientation of new employees. Orientation includes organization and services, work rules, personnel policies, completion of payroll forms, and introduction to other personnel.

New and rehired employees serve a probationary period of three months commencing with their first day of employment. Probation is part of the selection process used to confirm the initial employment decision and to reject those whose performance is not satisfactory. During this evaluation period, the employee and the corporation have an opportunity to determine whether further employment is appropriate.

Bayshore can extend the duration of the probationary period up to six additional months if, in its discretion, it determines that such an extension is appropriate. The employment relationship can be terminated by the employee or the corporation at any time during the probationary period for any reason. An employee who successfully completes the probationary period is notified in writing that he or she has become a regular employee.

EMPLOYEE STATUS

Regular Employee: An employee who regularly works an agreed upon schedule on a continuing basis.

Temporary Employee: Employees holding jobs of limited duration arising out of seasonal or special work needs. Temporary employees do not receive employee benefits.

All regular employees are hired for an unspecified duration. Employment is at the mutual consent of the employee and the corporation. Accordingly, either the employee or the corporation can end the employment relationship at any time, in accordance with procedures. Discipline and discharge may occur subject to policies and procedures.

PERSONNEL RECORDS

Employee personnel records are maintained by the office manager. If there is a change of name, address, telephone number, marital status, or number of dependents, the office manager should be notified.

Documents may not be removed from a personnel file, except pursuant to a determination by the supervisor that each particular document is not accurate, or is no longer relevant or timely to any personnel or performance matter. Any document removed must be destroyed.

No material of a negative or derogatory nature is placed in an employee's file unless the employee has had an opportunity to review the material. Employees may be allowed to include in their personnel file any material deemed relevant to job qualifications or performance, in the judgment of the corporation. Employees may inspect and review their personnel files, excluding confidential reports from previous employers. Employees may protest, or comment upon, in writing, any materials placed in their personnel file. Such protest/comments are placed in the personnel file.

Information regarding an employee's address or telephone number may not be released under any circumstance without the approval of the employee. Work history, performance or salaries are not given over the telephone. Only employment dates and job title may be released verbally.

Verification of employment or requests for salary or performance information must be in writing, signed by the employee, authorizing release of specific information.

A representative of the board of directors reviews all personnel files at least every three years for material reflecting caution, warning, admonishment, reprimand and/or suspension, to determine the continued appropriateness of retention.

Materials deemed inappropriate or no longer relevant may be removed from the personnel file, and the employee concerned is notified. Criteria that may be used include age of the material, seriousness of the infraction, and instances of repeated or similar infractions.

WORK WEEK AND WORKING HOURS

Employee job descriptions outline the usual pay range for each position. In arriving at such salary ranges, consideration is given to prevailing rates of pay for comparable work in other similar employment arenas, including consideration of conditions of work and basic pay, current costs of living, the local economy and wage adjustments in the community, and the corporation's financial condition.

Employee compensation is reviewed at the end of the probationary period and annually during the performance appraisal process. An increase may be recommended to the board based upon competent and commendable service.

Employees who are non-exempt under the Fair Labor Standards Act and state law are paid for all hours worked in excess of 40 hours in a work week at the rate of time and one-half their regular rate unless otherwise provided for. All overtime must be pre-approved by the supervisor.

Employees must take a paid 15-minute rest period every 4 hours, scheduled at, or as near as feasible to the middle of each half shift.

Employees must take an uncompensated off-duty meal period not to exceed one hour during each work shift of more than six hours. Meal periods should be scheduled at or about the middle of the work shift.

Payday for employees is every other week.

Federal and state laws require the following deductions from every paycheck:

· Federal Withholding Tax

· State Withholding Tax

· Social Security Taxes (FICA)

· Court ordered child support payments or garnishments

Time cards must serve as an accurate record of the time for which each employee works and is paid wages and overtime. Each employee is expected to record accurately the time spent working.

The actual cost of transportation incidental and necessary to the performance of official business is paid by allowance or by current IRS mileage rate for the actual mileage required for the trip, which begins and ends at the Beach Club.

Employees who may be required to drive must possess a valid Oregon driver's license and must comply with any operator's license restriction. All employees who may be required to drive on corporation business may at any time have their driving record checked. If the record indicates violations, the employee may be subject to appropriate warnings or disciplinary action. Employees who are required to drive must notify the immediate supervisor of any change in license status and all traffic violations.

An employee who is involuntarily terminated is paid no later than the end of the first business day after a discharge or termination. If an employee resigns and fails to give at least forty-eight (48) hours advance notice prior to quitting corporation employment, pay upon separation is paid within five days of the termination excluding weekends and holidays.

BENEFITS

The corporation provides no medical/dental or other insurance, and no retirement benefits.

The corporation provides vacation benefits to regular employees. Vacation is accrued at the rate of .04 hours per hour worked for employees with less than 5 years of service, and at the rate of .06 hours per hour for those with five or more years. Vacation time may be taken after six months of employment. Employees may accrue up to 80 vacation hours in addition to the current year accrual. Vacations must be scheduled and approved in advance.

Leave without pay may be granted for up to three days by the supervisor depending upon the circumstances and the requirements of the corporation. Any leave without pay in excess of three days must be approved by the board of directors. Vacation hours must be used before leave without pay is begun.

Permanent employees receive the day off with pay on each of the following recognized holidays:

· New Years Day

· Memorial Day

· Fourth of July

· Labor Day

· Thanksgiving Day

· Christmas Day

When a scheduled holiday falls on Sunday, it is observed on the following Monday. When a scheduled holiday falls on a Saturday, it is observed on the preceding Friday.

If an employee works on any observed holiday, the employee is paid at the rate of one and one-half times the regular rate of pay. If an employee works a holiday it must be approved of in advance by the supervisor.

Employees who are unable to report to work due to personal or dependent illness or injury must contact their immediate supervisor as soon as possible and before the beginning of the work shift. If the immediate supervisor is unavailable, the employee must contact a board member and/or another permanent employee. If an employee becomes sick during the day, the supervisor or designee should be notified before the employee leaves work. Medical certification may be required for extended sickness.

If a summons for jury duty is received, the employee must notify the immediate supervisor. The employee may work when not needed for jury duty. An employee who serves under the Universal Military Training and Service Act, or similar acts, is entitled to all benefits applicable under existing state and federal laws.

EMPLOYEE SAFETY & CONDUCT

The corporation complies with all applicable state and federal safety requirements, and employees are expected to perform work in a safe manner. Smoking is prohibited throughout the public areas of the clubhouse and in the enclosed pool area.

Positive attitude, proper courtesy, and conduct are important to the individual as well as to the corporation. Employees of the corporation are expected to be courteous, efficient, and helpful in all their work assignments.

Employees may not use corporation time, equipment or services for personal interest or gain. In matters of personal interest, employees should conduct themselves so as not to impair their working relationship with other employees, members, or the public.

Employees are responsible for maintaining a safe, neat work area and ensuring that all documents, supplies, and equipment are secure.

Employees must report to work free of the influence of alcohol or illegal controlled substances. While on the job, all employees are prohibited from the unauthorized or illegal use, possession, sale or assistance in the sale or transportation of alcohol or controlled substances. Employees undergoing medical treatment with any prescription drug that might impair their ability to perform their work in a safe and efficient manner must report such treatment to their supervisor.

NON DISCRIMINATION AND HARASSMENT

It is corporation policy to employ, retain, promote, discipline, discharge, and otherwise treat all employees and job applicants on the basis of merit, qualifications and competence or membership in any other classification protected under federal or state law. It is the policy to comply with federal and state statutes on equal employment opportunity. This policy is applied without regard to any individual's sex, race, color, religion, national origin, ancestry, age, marital status, political affiliation, veteran status or any physical handicap or disability which can be accommodated reasonably.

The corporation recognizes the need for a violence-free work environment for employees and members. The corporation does not tolerate violence in the workplace and is committed to maintaining an environment clear of all forms of violence, including verbal or physical threats as well as forms of intimidation such as sexual harassment or abusive language. Employees are expected to report all threats and violence, physical or verbal, to their supervisors.

All forms of unlawful discriminatory harassment are forbidden, including unsolicited remarks, gestures or physical contact, display or circulation of derogatory written materials or pictures, negative stereotyping, slurs or denigrating labels that relate to gender or disability, age, or racial, ethnic or religious groups, and personnel decisions based on an employee's response to such harassment. The corporation regards work related harassment as a serious transgression, whether it occurs on or off the job, and is in itself reason for discipline or discharge.

Any employee who feels they have been subjected to harassment, or is aware of harassment of another employee is urged to report this to his or her immediate supervisor. The report may be informal or formal. An employee may report harassment to the board without first contacting their supervisor. Regardless if written or unwritten, all reports of harassment will be investigated and appropriate measures taken where warranted.

EMPLOYEE PERFORMANCE APPRAISAL

Performance appraisals are completed at least annually (scheduled in January) for all regular employees. Employees are encouraged to complete a self-assessment form as part of the appraisal process. All performance appraisals are reviewed by the board of directors before being finalized. Recommendations for pay increases are made by the supervisor during the performance appraisal process.

Temporary employees are given an exit interview and informal evaluation by their supervisor. Probationary employees are evaluated at the end of their probationary period. Recommendations for transition to regular status or extension of the probationary period or termination are made by the supervisor at this time.

A supplemental performance appraisal may be conducted on any occasion deemed appropriate by the supervisor.

Bayshore Home | Policies & Procedures Index | Top
2

Job Description – Office Manager

Position Title: OFFICE MANAGER

Salary Range: $10.00 to $11.00 per hour

Supervisory Controls: Works under the supervision President of the Bayshore Board of Directors who provides general guidance in terms of scope, expected results, and deadlines. Works with relative independence and sets priorities to accomplish assigned duties. Refers to written policies and procedures for clarification. Obtains guidance from the President for deviations and unfamiliar situations.

Major Duties:

A. Customer Service

1. Responds appropriately to inquiries, requests, and complaints from board members, members, and others in person, on the telephone, via email, and in writing.

2. Maintains a positive and businesslike environment in the office.

3. Keeps privileged information confidential.

B. Board of Directors Support

1. Serves as board secretary-treasurer.

2. Attends board meetings; takes, transcribes, and posts minutes.

3. Prepares, distributes, and maintains board correspondence.

4. Assists board members with special projects.

C. Committee Support

1. Attends Budget Committee meetings and assists with budget preparation.

2. Maintains committee files and prepares correspondence.

D. Member Support and Communication

1. Maintains membership data base, updating regularly with information received from title and escrow companies and obtained from county clerk and tax assessor offices.

2. Provides membership cards and sends new homeowner membership packets. Provides youth cards.

3. Maintains clubhouse event schedule. Assists members in event planning.

4. Prepares annual member meeting and election documents.

5. Assists with web site maintenance.

6. Prepares newsletter six times a year with assistance of committee members. Coordinates mailing and email distribution of newsletter.

E. Financial

1. Performs accounts receivable and accounts payable activities including bill payment, preparation of liens and collection letters, and bank deposits. Prepares annual dues invoices.

2. Calculates employee wages and prepares payroll checks. Prepares Witholding, Social Security, and other tax payments and reports.

3. Prepares monthly profit and loss statements and year-end financial statements.

4. Reconciles bank accounts and assists the auditor with tax preparation and audits.

5. Recommends cost and timesaving improvements.

F. General Office

1. Secures all property and data.

2. Orders office, cleaning, and maintenance supplies.

3. Maintains computer and hard copy files.

4. Prepares annual inventory of club property.

5. Maintains office equipment and ensures proper operation and security of office computer system, including hardware and software updates and regular computer backups.

6. Performs other duties such as those not specifically identified but could reasonably be expected to be performed by employees in similar positions.

Knowledge, Skills, Education, and Experience:

1. High school diploma or equivalent.

2. Minimum two years experience in a direct customer service capacity.

3. Minimum one year experience in bookkeeping, billing or other financial position.

4. Outstanding communications and customer relations/service skills.

5. Ability to maintain professionalism under difficult or stressful situations.

6. Demonstrated ability to work independently and efficiently.

7. Demonstrated excellent problem-solving and organizational skills.

8. Proficiency with Quick Books Pro and Microsoft Word.

9. Familiarity with Microsoft Excel, Microsoft Publisher, and Outlook.

10. Basic knowledge of budgeting processes.

11. Ability to read, write, and speak English.

Hours: Works from 24 to 38 hours per week, at least four days a week. Work schedule dependent on seasonal demands, with fewer hours generally required in fall and winter. Occasional attendance of evening and weekend meetings is required. Actual work schedule is mutually arranged by employee and supervising board member.

This job description has been reviewed and accepted by:

________________________________

Office Manager Date

President Date

Bayshore Home | Policies & Procedures Index | Top

Job Description-Facilities Manager

Position Title: FACILITIES MANAGER

Salary Range: $1392.00 – 1,479.00 per month (based on a 40hr work week)

Basic Work Week

Hours:

1. Works 40 hours per week, usually five days per week. Responsible for planning own schedule so that time worked does not exceed 40 hours and required tasks are accomplished. Occasional attendance of evening and weekend meetings is required. General days off on Tuesday and Wednesday; days off and work schedule is mutually arranged by employee and supervisor.

2. Maintain a bi-weekly payroll time sheet

3. Maintain a daily log sheet containing time and activities.

Additional compensation:

Living Arrangement: Must live in apartment on the premises. Apartment, appliances, including washer and dryer. Electricity, satellite, water, trash collection, and local phone service are provided. Permission is needed from the Board of Directors for more than two permanent residents and one small animal.
Vehicle allowance: Reimbursement for Bayshore business trips is set by current fed rate.
The caretaker will be given a membership card. Pool use during pool operating hours. Rec room use at all times for caretaker and apartment occupant

Knowledge, Skills, Education, and Experience:

1. High school diploma or GED and prior experience.

2. Knowledge of property, equipment and building maintenance and cleaning.

3. Ability to maintain professional demeanor in difficult or stressful situations.

4. Clean three year DMV record.

5. Ability to read, write and speak English.

6. Must pass a drug test. (Bayshore expense)

Supervisory Controls:

Reports to the Bayshore Board-appointed supervisor who will provide primary supervision. The supervisor will report to the Board of Directors, which provides general guidance in terms of hiring, firing, scope of expected results, and deadlines. Refer to written policies and procedures for clarification.

Major Duties:

Customer Service

1. Responds appropriately to inquiries, requests, and complaints from board members, members, and others in person, on the telephone, and in writing.

2. Maintains a positive and friendly environment in the club.

Building Maintenance

1. Does cleaning

2. Performs preventive maintenance and repairs.

3. Informs the supervisor of need for major and specialty repairs in writing with appropriate plans for actions to be taken & accompanied with three bids when requested to do so by the board.

4. Keeps club storage areas and outbuildings in clean and orderly manner.

Building Use

1. Opens and sets up for scheduled club events.

2. Performs pre and post-rental inspections and recommends return of cleaning deposits to Office Manager.

3. Secures outside doors each night. On days off, if caretaker is gone at night, arrangements must be made with the Office Manager to have someone on the Board or staff secure building.

4. Coordinate with the Office Manager regarding the schedule for Clubhouse usage and assist renters in the proper usage of the facility.

Grounds Maintenance

1. Provides grounds keeping of the club lawn, parking lots, playground, and tennis courts.

2. Maintains plantings in clubhouse flowerbeds.

3. Ensures that trash containers are emptied and that grounds are kept clean.

4. Mowing and general maintenance of all club property, i.e. free of debris, disposing of garbage and sweeping walks.

Pool Operations

1. Prepares the pool and associated equipment for summer operation.

2. Maintains and monitors the pool and associated equipment. Verbally notifies the supervisor of needed major and specialty repairs and with plans and bids in writing if requested.

3. Ensures adequate supplies of pool chemicals, etc.

4. Does daily skimming of the pool by hand until the skimmer is repaired or replaced.

General Duties

1. Recommends cost and timesaving improvements.

2. Responsible for maintaining stock of all supplies needed for janitorial, preventive maintenance, pool chemicals and recreational equipment. Orders are placed through the Office Manager

3. Provides oversight of pool, recreation room, and clubhouse.

4. Performs a weekly drive-through of the community reporting any unusual conditions

to the supervisor.

5. Ensures that the flag is appropriately raised and lowered daily unless illuminated.

6. Repairs and maintenance of building & equipment. Develop and keep a Maintenance Checklist. A list of repairs should also be maintained for review and action by the Board of Directors. Notify supervisor in a timely manner if an outside contractor may be needed for any repairs.

7. Submit a report to supervisor for presentation at each regularly scheduled board meeting.

8. Submit a quarterly report to Board of Directors regarding future property expenditures.

9. Assists supervisor with annual inventory of club property.

Detailed Duties for Upstairs

Clean bathrooms:

Mop floors, empty trash, wipe down counters, clean sinks and toilets weekly and before/after events.

Clean general clubhouse areas:

Mop hard surface floors and vacuum carpets weekly and before/after events.
Wet mop vinyl and wood floors as needed. Use mixture of 1 part surface conditioner to 2 parts hot water. After surface is completely dry, buff with machine. Sweep and reset furniture.

Before and after each event, check bathrooms for paper, clean toilets, urinals, floors and sinks.

Wipe down all kitchen surfaces. Remove old food from refrigerator every other week. Clean freezer/refrigerator as needed.

Clean ovens, if not left clean by visitors.

Dust surfaces every other week including cob web removal

Clean window/door glass at least once each 2 weeks

Deep clean (clean fixtures, spot clean upholstery, wipe off planters, empty shelves) quarterly

Clean out fireplace after use

Remove everything from kitchen cabinets, wipe down shelves, and discard/replace broken or damaged items every 6 months.

Set-up for activities upstairs as needed

Set-up for exercise class Mondays, Wednesdays and Fridays at 8:45 AM: TV wheeled out from storage and plugged in at Audio Station. Class is from 9:00 to 10:00 AM.
Open west door every Monday at 1:15 PM for knitters.
2^nd Tuesday of month, open doors at noon for Mahjongg.
Every Wednesday, the line dancers are in at 12:30 PM
1^st Thursday of month, unlock door for South County Women's Club at 11:30 AM. If they want in earlier to decorate, they will let you know. (Women's Club does not meet in July or August.)
Every Friday open doors at 10:00 AM for quilters.

During the course of the year, the tables and chairs will need moved for Board meetings, potlucks, and scheduled special occasions. A hand rolling platform is available to speed work and keep floors from being marred by sliding furniture. Extra chairs and tables are in south-end storage room area.

Special Events

Check special events on calendar given by office manager each month and refer to calendar often. Sign member's Clubhouse Rental List (next day) for the cleaning deposit to be returned if they have completed the check list on their registration form.

Detailed Duties for Downstairs

Sweep, mop and buff floors as needed.
Clean bathrooms weekly (except during months pool is open)
Dust surfaces at least once each 2 weeks, including cob web removal
Clean window/door glass at least once each 2 weeks
Brush pool table and check all equipment according to use. Repair pool cues as needed.

Pool Maintenance and Bathrooms-Summer

Test pool water temperature and chemical levels every morning before pool opens and at night.
Keep state mandated record of all chemicals used. (If needed, pool chemical instructions will be provided)
Back-flush filters as needed.
Vacuum pool bi-weekly during swim season. This should be before or after scheduled pool hours.
Maintain all safety equipment.
Cover pool at night, uncover in morning.
Clean pool bathrooms thoroughly once a week. (Pool attendants will do on daily basis.)

1. Clean toilets, urinals, sinks and showers.

2. Check all paper and soap levels.

3. Rinse floors with hose; then flush with mixture of 1 cup bleach to 4 gallons hot water.

4. Empty garbage and place in dumpster.

Outdoor Maintenance Duties

Mow and maintain lawn/flowers/plant areas (entrance sign area, tennis court/playground and clubhouse)
Clean light fixtures quarterly
Replace rusty hardware; replace basketball net and touch-up paint as required.

Wash windows every 2 weeks.

TIP: Use solution of 1 TBP. of powdered dishwasher detergent and 4 drops of Jet Dry (liquid dishwasher rinse additive) per gallon of HOT water. Rinse windows with hose, apply soap solution and allow to set 15-30 seconds; then rinse again and allow to air dry for streak-free windows.

Lubricate all outside door hinges, locks and latches once a month with canned silicone spray.
Sweep walks twice weekly and more if needed.
Empty garbage at beach access and tennis court every Monday for Wednesday dumpster pick-up.

Trim hedges as needed

Winter projects:

Haul away limbs dumped near back parking lot and by entrance sign
Repair/replace broken light fixtures
Repair running toilets and water faucets
Paint wall heaters in clubhouse as needed
Find/plan repair of water leaks
Straighten wood pile and remove frayed tarps. (Wood pile must not contact building)

Inventory

Working with supervisor, submit an inventory list of equipment yearly (by November 1) to office manager. Office Manager will provide a copy of previous year’s depreciation list.

I hereby acknowledge that I have received and read a copy of the Bayshore Beach Club Personnel Policy.

Facilities Manager Date

President Date

Bayshore Home | Policies & Procedures Index | Top

Job Description – Pool Attendant

BE FRIENDLY, SMILE, YET BE FIRM ON RULES

OPENING SHIFT

1. Unlock pump room.

a. Place temperature gauge in pool for about 4-5 minutes.

b. While gauge is in the water use test strip and compare color-record.

c. Read temperature gauge-record.

1. Sweep and hose down the pool deck area daily. Sweep patio. Water all plants and remove dead leaves/flowers. Taking care of plants may be done during Aquasizers class if hose is not interfering with members.

2. Wipe lawn chairs dry each morning. This may be done during the Aquasizers class.

3. Check bathrooms, adding paper products if needed. Sweep and mop the activity room as needed.

CLOSING

1. Do final check with test strip and take pool temperature-record. (Anytime after 7:30 PM)

2. All swimmers must vacate pool/shower rooms at 8:00 PM

3. Sweep activity room. Use a large garbage bag from janitor’s closet and empty patio and bathroom trash cans.

4. Clean bathrooms and showers: clean toilets, wash counters and sinks. Hose down floors and showers. Spray bleach solution on entire floor and rinse off.

5. Lock pump room. Pool entrance door and activity room door. Exit office door.

DURING EACH SHIFT:

Your job is to be aware at all times of the use of the pool and the activity room. Be where you can see both areas.

Be sure EVERYONE signs in. Check membership cards. Take fee if renters. Sign out tennis court keys.

The till is to be counted and recorded at the beginning and ending of each shift.

Before lap swims make sure all toys are picked up and put in mesh bag.

Periodically check shower rooms and bathrooms. Clean any mess. Restock paper products as needed.

Every 4 hours use test strip-record.

Bayshore Home | Top | Policies and Procedures Index

Performance Appraisals

PERFORMANCE APPRAISAL

Facilities Manager

Check One: Probation Annual Other

NAME: TITLE:

Review Period: to EE = Exceeds Expectations

GENERAL STANDARDS	EE	ME	NI
TEAMWORK (Cooperation, adaptability, flexibility, communication, dependability,) STANDARD: Demonstrates support for others in accomplishing work. Demonstrates flexibility in adapting to changing needs. Supports team goals.
Customer Service (Professional behavior, confidentiality) Standard: Consistently interacts with others in a courteous and professional manner. Maintains confidentiality.
FISCAL RESPONSIBILITY: (Effective use of time, supplies, safe and attentive work practices) STANDARD: Minimizes waste of time and materials. Consistently uses safe work practice and is consistently productive. Suggest practice changes to decrease costs.
INNOVATION: (Participation in new projects and improvements) STANDARD: Takes on projects willingly, acts on opportunities to improve, and contributes new ideas.
QUALITY: (Quality improvement, change adaptation) STANDARD: Demonstrates integration of quality principles in job performance. Consistently follows policies, and procedures. Follows through with assignments.
JOB SPECIFIC STANDARDS
CUSTOMER SERVICE STANDARD: Responds appropriately in interactions with board members, members and others. Maintains a positive and friendly environment in the club.
BUILDING MAINTENANCE: STANDARD: Does routine cleaning, performs periodic preventive maintenance and minor repairs. Monitors for damage and informs the board of needs for major and specialty repairs. Maintains supply inventories and keeps club storage areas and outbuildings in clean and orderly manner.
BUILDING USE: STANDARD: Opens and sets up for scheduled club events, coordinates usage with the office manager and performs rental inspections.
GROUND MAINTENANCE: STANDARD: Performs grounds keeping of club properties. Empties trash.
POOL OPERATIONS: STANDARD: Maintains the pool, ensuring that all necessary monitoring and maintenance is done.
GENERAL DUTIES: STANDARD: Secures club buildings and property. Provides oversight of pool, recreation room, and club. Performs weekly community drive-through.

ME = Meets Expectations NI = Needs Improvement

DEVELOPMENT PLAN

For all competencies/accountabilities in which standards are not met .

GOAL

DATE .

Annual Goals:

Comments by Appraiser:

Comments by Employee:

Signatures below indicate that the annual review was reviewed and discussed with the employee:

Employee Signature Appraiser Signature & Title

Date: Employee Received Copy