Performance of the Courts of Appeal

Fiscal Year 2014 - 2015

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GOAL 4: TO USE PUBLIC RESOURCES EFFICIENTLY


Objective

4.4 To use fair employment practices; and to train and develop the court’s human resources.

Intent of the Objective

The judiciary stands as an important and visible symbol of government. Equal treatment of all persons before the law is essential to the concept of justice. Accordingly, courts should operate free of bias in their personnel practices and decisions. Fairness in the recruitment, compensation, supervision, and development of court personnel helps ensure judicial independence, accountability, and organizational competence. Fairness in employment, as manifested in a court’s human resource policies and practices, will help establish the highest standards of personal integrity and competence among its employees.

Responses To Objective

  1. Actions taken in FY 2014-2015 to improve human resources and employee training and development.

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QuestionIdQuestionStatementResponse
857700277What actions, if any, did your court take in FY 2014-2015 to improve human resources and employee training and development?Actions taken in FY 2014-2015 to improve human resources and employee training and development.
(Hover on the chart for more information and click on the chart to see which courts chose that response.)
Actions taken in FY 2014-2015 to improve human resources and employee training and development.
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Additional actions taken by the courts to address this objective
1st Circuit
The Administrative Services Coordinator proactively monitored new developments in human resource programs and procedures and promptly informed the judges and Court employees of these developments via email.
2nd Circuit
The court continued to participate in the state's Office of Risk Management program to reduce all levels of risk to employees as well as to the state. The court successfully completed an annual audit that resulted in insurance premium cost savings.

The court provided orientation to new employees to create awareness of the Court's resources, training, and development.

The chief judge continued to serve on the Human Resources Committee and was active in the application of uniform and fair employment practices. The court administrator and business services manager participated in training and development.
3rd Circuit
The Third Circuit continued to provide the district clerks and workers' compensation clerks with a manual on how to prepare appellate records. The Third Circuit Judges' Association continued an annual meeting and an August seminar to address recent developments within the circuit.
ResponseResponse_Court
Additional actions taken by the courts to address this objective3 courts (1st Circuit, 2nd Circuit, 3rd Circuit)
Adopted and/or updated personnel policies5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)
Continued to address this objective through the actions indicated below, or implemented the following new policies/procedures in FY 2014-2015 to address this objective as indicated below:5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)
Did not address this objective in FY 2014-20150
Implemented or maintained employee training on civility and professionalism5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)
Participated in Office of Risk Management safety training5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)
Provided in-house and/or outside training and/or education5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)
Provided technology training to court employees5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)

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