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SECTION 2: OVERALL ORGANIZATION EFFECTIVENESS (3 <br />FINAL REPORT <br />Employees are encouraged to participate in the myriad of professional development <br />and training courses offered by Orange County. Copies of certificates awarded for <br />completion of courses are maintained in not only the personnel file maintained by the <br />Transportation Manager but in an additional file maintained by the County's <br />Personnel Manager, Course topics include not only federally mandated subjects <br />(examples: CPR, First Aid, Bloodborne Pathogens, Defensive Driving Module, <br />Special Needs Awareness and Assistance) but also skills development (examples: <br />Microsoft Office operating programs and procedures, Notary Public, Stress <br />Management, Financial Planning for Retirement). <br />Job descriptions and the OPT Employees' Performance Review form were modified <br />three years ago to include quantifiable performance standards (examples: on time <br />performance, customer commendations and complaints, number of tardy incidents <br />and absences) Discussions with some of the Operators revealed that the <br />employees clearly understand Management's expectations of performance. <br />OPT Administration promotes cross training between job positions. The Scheduler <br />and Dispatcher can assume each other's duties whenever one orthe other is absent <br />from the workplace. Operators are trained to enter their time in the computerized <br />scheduling and compensation database. They also assist in the calculations of <br />OPT's number of passenger or trips by purpose included in the Triangle J. Council of <br />Government's annual report. One or two Operators have been cross-trained on the <br />Scheduler's job position. All training, no matter the type, occurs during Employees' <br />scheduled work shift. <br />OPT Administration, working with the county (Human Resources Director or <br />Employment Manager) initiated a "Confidentiality Agreement" that each employee is <br />required to sign and practice, The agreement requires employees to commit not <br />discussing any information pertaining to OPT operations or any of OPT's riders. <br />Copies of the Agreement are contained in OPT's personnel/qualification files. <br />Prior to the employees' Annual Reviews, copies of their performance evaluation <br />forms are provided. Employees complete a section entitled "Self Evaluation". <br />Together, OPT Administration and the Employee summarize the performance and <br />conduct for the past 12 months. Goals and objectives are also established for the <br />ensuing year. During the next year, the OPT Administration assesses how well the <br />Employees are performing to achieve their goals Performance based compensation <br />/merit pay is provided to those Employees who accomplish their goals. <br />Reporting directly to the Director of the Department on Aging, the OPT Supervisor's <br />performance is reviewed daily. Once a year, a formal review is conducted and <br />documented on Orange County's Work Planning and Performance Review The <br />Director receives input from the TSB and the Assistant County Manager, although <br />the input is received informally. <br />The OPT Supervisor's own management style is one of the strongest motivators in <br />OPT. He encourages Employees to go beyond their essential job tasks and <br />responsibilities. He provides them promotional opportunities to seek out more <br />challenging job positions, either within the County or outside the entire County <br />Orange County 2-4 <br />COMMUNITY TRANSPORTATION IMPROVEMENT PLAN