Performance of the Courts of Appeal

Fiscal Year 2015 - 2016

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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 during FY 2015-2016 to improve human resources and employee training and development.

QuestionIdQuestionStatementResponse
1010682541What actions, if any, did your court take during the reporting period to improve human resources and employee training and development?Actions taken during FY 2015-2016 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 during FY 2015-2016 to improve human resources and employee training and development.
Additional actions taken by the courts to address this objective
1st Circuit
The First Circuit chief judges instituted an annual Strategic Planning Retreat, which was attended by the court's business services managers, chief judges, and clerks of court. The retreat included planning and break-out sessions and discussions to facilitate improvements and uniformity in court administration. The retreat also included a preliminary review of the Human Resources Manual for revision in view of recent developments in labor employment law. The chiefs also began a review of court policies used to comply with employment law. Also, the Administrative Services Coordinator pro-actively monitored new developments in human resource programs and procedures and promptly informs the judges and employees of the court of these developments via email.
2nd Circuit
The Second Circuit participated in the state's Office of Risk Management's program to reduce all levels of risk to employees as well as to the state. We successfully completed an annual audit that results in cost savings to our insurance premiums. Orientation was provided to new employees to create awareness of the court's resources, training, and development. Our chief judge continued to serve on the HRC and is active in the application of uniform and fair employment practices. Our court administrator and business services manager participated in training and development. The clerk/judicial administrator created a Power Point presentation on workplace etiquette which is distributed to new employees.
3rd Circuit
The Third Circuit provided the district clerks and workers' compensation clerks with a manual on how to prepare appellate records. The Third Circuit Judges' Association had an annual meeting and an August seminar to address recent developments within our circuit.
5th Circuit
The Fifth Circuit regularly sponsored in-house CLE seminars and safety training for employees.
ResponseResponse_Court
Additional actions taken by the courts to address this objective4 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 5th 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 to address this objective as indicated below:5 courts (1st Circuit, 2nd Circuit, 3rd Circuit, 4th Circuit, 5th Circuit)
Did not address this objective 0
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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