Chapter One - Introduction

1.1                   ADMINISTRATION AND AUTHORITY

 The District 19 Community Services Board (D19 CSB) is established in accordance with Chapter 10, Title 37.1 of the Code of Virginia, as an agent of the governments of the cities of Petersburg, Colonial Heights, Hopewell, and Emporia, and the counties of Sussex, Prince George, Surry, Dinwiddie and Greensville.  District 19 Community Services Board's mission includes the planning, evaluation and assessing of needs, and the provision of prevention, treatment and rehabilitative services for persons with mental illness, mental retardation and substance abuse disorders.  District 19 Community Services Board operates programs or contracts for services with other providers through an Executive Director responsible to D19 CSB.  District 19 Community Services Board utilizes both public and private funding to carry out its program of services.

 The Board's operations shall:

1. Be governed by clear Human Resources Policies and Procedures designed to facilitate the provision of services, and which meet the requirements of all applicable laws and regulations.
2. Achieve the goals of the Board through efficient and productive use of the knowledge, skills, and abilities of staff.
3. Address the needs of staff for competitive compensation, conducive to working conditions, opportunities for professional development and advancement, and commendation for outstanding performance within the constraints of client needs and financial requirements.
4. Provide support and assistance, which allow staff the opportunity to resolve difficulties affecting job performance.

 The human resources policies and practices described in this manual are developed and designed to meet these objectives.

 1.1.1                Applicability

 These policies and procedures are applicable to all employees unless otherwise stated.

 1.1.2                Responsibility

1. The Board of Directors of D19 CSB establishes human resources policies and practices. The Board appoints the Human Resources Committee, a standing committee composed of several members of the Board.  The Human Resources Committee shall:

   1. Review human resources policies and practices periodically and present recommended revisions to the Board for consideration.
   2. Review the Board's classification and compensation plan periodically and present recommended revisions to the Board for consideration.
   3. Advise the Board regarding human resources policies and practices.
   4. Review annually the performance of the Executive Director and make its recommendations to the full Board for action.

2. Executive Director

 The Executive Director is appointed by the Board of Directors.  He/ she is the chief human resources officer of the Board and is responsible for ensuring consistent application of the Human Resources Policies and Procedures within D19 CSB.  The Executive Director is designated as the appointing authority in personnel matters.  As appointing authority, the Executive Director has final decision-making authority for recruitment, selection, promotion, transfer, demotion and/ or discharge of staff.

 The Human Resources Director is further responsible for:

1. Reviewing and monitoring D19 CSB's compliance with stated policies and practices and implementing necessary procedures.
2. Assuring that D19 CSB is functioning in compliance with legislated standards and mandates.

3. Serving as advisor to the Human Resources Committee on human resources matters.
4. Communicating changes in human resources policies and practices to Board employees and orienting new employees to human resources procedures.
5. Developing policies which are:  a) consistent with D19 CSB goals and objectives; b) comply with Federal, State, and local regulations; and c) are in keeping with good employee relations management.
6. Providing consistent interpretation of policies.   

 1.1.3                Intent

 These Human Resources Policies and Procedures were developed to provide D19 CSB management with an authoritative and useful reference manual.  It is expected that the manual will serve the following purposes

• support consistency in D19 CSB policy application,
• increase understanding of D19 CSB policies and procedures,
• provide an easily accessible reference for questions concerning policies and procedures.

 A copy of the complete manual will be provided to all clinics and programs of D19 CSB.  Requests for replacement of worn or lost manuals should be made to the Human Resources Office.  All staff of D19 CSB shall have access to the Human Resources Policies and Procedures upon demand as well as a complete copy for themselves if requested in writing.  (A nominal charge related to copying costs will apply.)

 Changes in the policies in this manual require approval by the Board of Directors.  Suggestions for changes in Human Resources Policies and Procedures may be submitted to the Human Resources Office.

 These policies are issued by the Board of Directors of D19 CSB under the authority of §37.1-197.2 of the Code of Virginia.  These policies supersede all other D19 CSB Human Resources Policies and Procedures.  The Human Resources Director shall interpret and administer these human resources policies for employees of D19 CSB.  All provisions of these policies pertaining to pay and benefits are contingent upon available funding.

 1.1.4                Legislative Compliance

 District 19 Community Services Board 's Human Resources Policies and practices are designed to comply with applicable laws and standards.  The Title VI/ Equal Employment Opportunity Assurance Statement is part of each year's performance contract and is signed by the Board Chairman.

 1.1.5                On Going Review

 Each employee is required to familiarize themselves with these policies and subsequent revisions, updates, and/or addendums that may be forthcoming.  A copy of this policy is available for review from the employee's supervisor, Disability/Division Director, or Human Resources Office.

 1.1.6                Disclaimer

1. The policies contained in this manual do not constitute an employee contract and should not be construed as such.
2. These policies will take precedent in cases when conflicts with management arise in the workplace.

 1.1.7                Effective Date

 The policies and procedures outlined herein will be effective July 1, 1997.