Members of an employee's immediate family will be considered for employment based on their qualifications. Immediate family members may not be hired if employment would:
This policy must also be considered when assigning, transferring, or promoting an employee. For this policy, immediate family includes individuals related by blood, marriage, or a domestic partnership recognized under AIM’s applicable benefit or employment policy.
For the purposes of this policy, a domestic partner is defined as an individual who is of the same or opposite sex, at least 18 years of age, not related by blood, in a committed exclusive relationship for a minimum of 6 months with the employee, and financially interdependent (consistent with documentation required for benefits).
If two employees become immediate family members or domestic partners and a prohibited reporting relationship, conflict of interest, or appearance of favoritism results, the employees must promptly disclose the situation to Human Resources. AIM will determine an appropriate resolution, which may include changes in supervision, duties, scheduling, work location, transfer, or other measures. If no reasonable resolution is available, AIM may take further action consistent with applicable law and policy.
The purpose of a periodic performance review/evaluation is to communicate to each employee their overall job performance and contribution to the philosophy, goals, and expectations of the Agency, in the position in which they are employed.
AIM conducts annual performance reviews using observation, routine supervision, appropriate stakeholder input, and relevant personnel-file information. Employees in direct support roles, including self-hired staff, are evaluated under OPWDD Core Competencies using the applicable tool. Employees in other roles are evaluated in a format approved by Human Resources and Senior Administration, which may include a self-evaluation. Every review must use a standardized written format, identify successes and areas for improvement, establish goals and any needed improvement plan, and document the employee's review and written acknowledgment.
Interim evaluations or reviews may be completed at any time, as deemed necessary. The performance review/evaluation is not an employee contract, nor an employment guarantee.
Upon receiving notice from the Justice Center or the New York State Division of Criminal Justice Services that a current employee or volunteer has a new conviction or pending criminal charge following the initial criminal history record check, AIM will conduct an individualized safety assessment and take appropriate steps to protect the health, safety, and rights of the people receiving services. Depending on the facts, applicable requirements, and the employee's duties, AIM may implement interim measures,