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14 <br />(Guide. A mechanism for reviewing each manager's unfit of responsibility <br />and each supervisor's unit, to discover whether progress towards improved <br />representation of one or more protected groups needs to be made, and, if <br />so, if such progress is in fact being made, must be implemented. Use of <br />annuaZ performance reviews for this purpose is acceptable.) <br />(C) EMPLOYEE RELATIONS <br />(1) Requirement. Personnel administration within the jurisdiction will <br />conscientiously recognize the dignity and value of the individual <br />employee and promote means of communications, participation and <br />understanding among all employees. <br />(Guide. Provisions and strategies within the personneZ system <br />should seek to effect mutuaZ understanding, participation, and <br />accord between management and employees in achieving the overaZZ <br />mission of the county. Wher,, for whatever reasons, there may <br />occur a breach of understanding in any .area, efforts for empathetic <br />resolution shouZd be immediately effected.) <br />Merit Principle VI: Political Activit <br />General Requirement. Employees will be protected against coercion for <br />partisan political purposes, and will be prohibited from using their <br />official authority for the purpose of interfering with or affecting <br />the result of an election or a nomination foz office. <br />(Guide. PoZicies or. poZiticaZ activity need to assure that aZZ <br />employees have the runt to ewpress their views as citizens, to <br />u <br />pursue their Zegitimate involvement in the poZiticaZ system, and to <br />vote; that empZoyees not encace in or be subject to coercion �; "er <br />poZiticaZ purposes, and not seek candidacy Tcr pubZic off:.ce in a <br />pWrt.son election.. ) <br />