Wednesday, 9:00am, Nov. 5, 2003Commission Hearing Room
4200 Smith School Road
Austin, TX 78744
|Item No.||Subject||Public Hearing Agenda Item No.|
|Approval of the Committee Minutes from the previous meeting|
|1.||Chairman's Charges (Oral Presentation)||Committee Only|
|2.||Strategic Planning Update
Staff: Scott Boruff
|3.||Proposed Print Artwork
Staff: Frances Stiles
|4.||Grants – Local Boat Ramp
Staff: Tim Hogsett
Staff: Mary Fields
|6.||Hunting and Fishing
Staff: Mary Fields/Gene McCarty
|7.||TPWD Human Resources
Staff: Al Bingham
|8.||State Park Annual Pass
Staff: Walt Dabney
Agenda Item No. 5
Presenter: Mary Fields
Financial Review Update
I. Executive Summary: Staff will present a financial review for the fiscal year ending 2003 and for the year-to-date FY 2004, including an update on Account 9, Game, Fish and Water Safety and Account 64, State Parks. This presentation will focus on the sale of hunting and fishing licenses, boat registration and titling fees, and state park fees. Updated budget and expenditure information will also be presented.
Agenda Item No. 6
Presenters: Mary Fields
Hunting and Fishing License
I. Executive Summary: Staff will present an overview and discussion of FY 2005 license structure options and stamp allocations.
Agenda Item No. 7
Presenter: Al Bingham
Revised Human Resources
I. Executive Summary: Human Resources (HR) Personnel Policies establish the framework for effective employee job performance and conduct, as well as provide basic guidance for human resources management decisions. The Human Resources Personnel Policies Manual was reviewed and updated during the 4th Quarter of Fiscal Year 2003. The primary goals and objectives of this project were to: update and simplify existing personnel policies, promote consistency of personnel actions and ensure that Texas Parks and Wildlife Department (TPWD) personnel policies comply with the Texas Commission on Human Rights Act.
II. Discussion: Several of the personnel policies in the old HR Personnel Policy Manual were outdated and many others needed to be revised to reflect current management philosophy and business practices. As a result, the HR staff completed a top to bottom review of all the personnel policies and made the necessary revisions. The revised policies were released in two phases with the most critical policies released first. The Phase One policies, effective July 7, 2003, included: At Will, Equal Employment Opportunity/Sexual Harassment, Hiring Practices, Performance Management, Employee Discipline, Complaints, Workplace Accommodation and Reduction in Force. Major revisions were made to the Discipline, Complaints and Reduction in Force policies to bring them in greater alignment with the State’s “at-will” employment doctrine. The remaining policies were released with an effective date of August 7, 2003. In order to familiarize managers and supervisors with the policy changes, the HR staff conducted a total of seven policy orientation sessions around the state; additional sessions were held at the headquarters for general employees. A bulletin reminding employees of the policy revisions is scheduled to be included in employees’ November paycheck envelopes. The purpose of this commission item is to provide an overview of policy review process and familiarize Commissioners with current personnel policies.
Attachments – 1
1. Exhibit A – Human Resources Policies Index
Agenda Item No. 7
Human Resources Policies Index
The following is a listing and brief summary of human resources policies that have been recently reviewed and/or revised. All employees are strongly encouraged to review the updated policies on WILDnet at:
HR-93-01 Employees taking Part in Commercial Activities Policy
- Employees are generally prohibited from participating in any commercial activity regulated by the Department that could benefit the employee or employee’s friends or family.
HR-95-01 Employee Investigation Policy
- The Executive Director must expressly approve any type of sting or covert surveillance related to suspected/alleged employee misconduct.
- Internal Affairs must be informed of any allegations of criminal misconduct prior to initiation of any investigation.
HR-03-01 At Will Status of Employee Policy
- Affirms the “at-will” employment relationship existing between TPWD and its employees.
- The employment status of employees may change at anytime and for any reason that does not violate the law.
- Employees have no property rights in their employment.
HR-03-02 Equal Employment Opportunity (EEO) and Sexual Harassment Policy
- Highlights the Department’s commitment to the principles of equal employment opportunity (EEO) and non-discrimination.
- Workplace discrimination, sexual harassment and retaliation are prohibited.
- All employees must receive EEO training.
HR-03-03 Hiring Practices Policy
- Establishes TPWD procedures related to the posting of job vacancies, application processing, and the interviewing and selection of employees.
- HR monitors department’s hiring practices to ensure compliance with EEO laws.
HR-03-04 Performance Management
- Establishes requirement for all TPWD employees to have a performance plan and receive an annual performance evaluation.
- Supervisors/team leaders are charged with providing employees with ongoing feedback such that employees may self-monitor their own progress towards performance goals.
HR-03-05 Disciplinary Process Policy
- Provides that certain disciplinary measures may administer to provide for effective employee job performance and workplace conduct.
- Facilitates the equal, consistent and timely treatment of all employees.
HR-03-06 Employee Complaint Policy
- Prescribes procedures to be utilized in resolving various types of workplace complaints or issues in a timely manner.
- The HR Division has primary responsibility for receiving, tracking, and/or investigating complaints related to discrimination, sexual harassment, or adverse personnel actions (i.e. terminations, demotions, suspensions, etc.).
HR-03-07 Reasonable Workplace Accommodation for Disabilities Policy
- Prescribes procedures for handling an employee’s request for a workplace accommodation under the Americans with Disabilities Act.
- Specifies the forms and other information required to process the request.
- The confidentiality of medical and disability records will be maintained as required by law.
HR-03-08 Separation Policy
- Employees ending employment with TPWD may be eligible to receive certain payments and entitlements.
- Employees separating employment are encouraged to complete the State Auditor’s on-line Exit Survey.
HR-03-09 Reduction in Force (RIF) Policy
- The department may find it necessary to implement a RIF due to a variety of reasons including budgetary constraints, reorganizations, legislative mandates, or other reasons deemed necessary by the Executive Director (ED).
- The ED, in consultation with division directors, will determine the number of positions to be eliminated.
HR-03-10 Standards of Conduct and Performance Policy
- All TPWD employees are expected to adhere to certain standards of conduct and performance.
- Employees who fail to meet standards may be subject to appropriate disciplinary action.
HR-03-11 Employee Records
- The Human Resources Division is the repository for TPWD employee master personnel files.
- The original of all required personnel documents will be forwarded to HR for inclusion in the employee’s master personnel file.
HR-03-12 Standard Work Hours and Work at Home Policy
- Establishes the workweek and general business hours for all headquarters and field employees.
- Provides guidelines for the use of alternative work schedules (i.e. flex-time, telecommuting, etc.).
HR-03-13 Compensation and Salary Administration Policy
- All TPWD positions are classified in accordance with the State Classification Plan, which establishes job classes, salary groups, and salary schedules for full-time, part-time, hourly, and temporary employees.
- All employees will be paid from a salary group within the classification salary schedule for their position.
HR-03-14 Leave Practices Policy
- Establishes procedures related to the administration of employee leaves (annual, sick, etc,).
- An employee may not use leave before it is accrued. Supervisors are responsible for ensuring an employee is eligible for leave and has an available balance.
HR-03-15 Benefits Policy
- Provides a summary of the employment benefits package provided by the state and TPWD;
- The HR Division is responsible for providing information and enrollment assistance assisting employees.
HR-03-16 Employee Recognition and Awards Policy
- Establishes a program to identify and recognize the work of employees in support of the department’s mission.
HR-03-17 Training and Development Policy
- Employees are provided a variety of training opportunities to increase their skills in current positions and provide greater career planning options.
- Program includes both job related training and tuition reimbursement for formal education coursework or certification programs.
Agenda Item No. 8
Presenter: Walt Dabney
State Park Annual Pass
I. Executive Summary: Following the August 28, 2003 Commission meeting, approval of new State Park Fee Ranges which included the approval of fee ranges for the reestablishment of the State Park Annual Pass, TPWD staff moved forward with reestablishing the State Park Annual Pass with a targeted implementation date of January 1, 2004. This State Park Annual Pass will replace the former Gold Texas Conservation Passport.
Division staff and private sector professionals comprised the working teams who developed the features and user benefits goal of providing a series of discounts, free park entrance, and a user loyalty program.
The pass will retail for $60.00 (individuals) and $75.00 (families).
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