Human Resources Management

Context and Fairness

Curriculum Guideline Three

Fairness in court Human Resources ensures that the actions of court employees, particularly supervisors, are acceptable. Concerning fairness, the court must be a model employer, which serves the court’s mission, and protects court stakeholders.  Among those stakeholders are court employees.  Court structure and organization, civil service rules, merit procedures, and collective bargaining agreements define the organizational context in which fair court Human Resource Management is situated.  Whatever the context, court Human Resource Management should be fair and impartial.

Knowledge, Skills and Abilities

  • Ability to convey to every court employee the court’s commitment to fair treatment of everyone that works in and comes to court, whatever the court’s structure or funding;

  • Knowledge of the governmental and organizational structure in which the court operates, the legal authority of court and other governmental leaders, and their implications for Human Resources;

  • Ability to apply federal and state affirmative action laws, cross cultural, ethnic, racial, religious, diverse life styles, and gender issues to Human Resources policies and practices;

  • Skill in recruiting and developing employees who are reflective of the community, particularly groups that are disadvantaged by income and other factors;

  • Knowledge of due process, fairness, equity, and consistency in managing Human Resources;

  • Ability to engender a court culture that is sensitive to and willing to report bias in the court, both between employees and court employees and the public;

  • Knowledge of effective complaint or grievance procedures and disciplinary investigations that balance the rights of accusers and those accused of bias and other misconduct affecting actual and perceived fairness;

  • Skill in responding to and properly resolving employee concerns, complaints, and grievances, including charges of sexual harassment;

  • Ability to convey to every court employee the courts’ commitment to fair treatment of everyone that works in and comes to court, whatever the courts’ structure or funding;

  • Knowledge of the governmental and organizational structure in which the court operates, the legal authority of court and other governmental leaders, and their implications for Human Resources.

View the Summary of Human Resources Management Curriculum Guidelines or click on each of the four Curriculum Guidelines to see the associated Knowledge, Skills and Abilities:

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