ࡱ>  Bbjbj££ O4O,,2:2:2:2:2:t:::n;:?D:~E SpSSS*]n4ufhhhhhh$wr2:y\@*]yy2:2:SSH \\\y2:S2:Sf\yf\\S Lsz<,R0hz{X2:yy\yyyyybyyyyyyyyyyyyyyyy, 8:   FORMTEXT District Name Soil and Water Conservation District  FORMTEXT Address  FORMTEXT Phone Number Employee Handbook Welcome to employment with  FORMTEXT Insert County Name Soil and Water Conservation District (SWCD). This Employee Handbook is designed for your use and information. It contains a brief description about the organizational structure, history and purpose of the Iowa Soil and Water Conservation Districts. It also contains information on your position, salary and various personnel policies. Any questions and issues not answered in this Employee Handbook should be addressed to the District Board of Commissioners and your designated day-to-day coordinator. If for some reason you prefer not to share your concerns with your day-to-day coordinator, address your questions to the Commissioners of the  FORMTEXT Insert County Name SWCD. All issues of a personal nature will be held in confidence between you, the day-to-day coordinator and the District Board of Commissioners, as appropriate. This handbook does not constitute an employment contract. The  FORMTEXT Insert County Name SWCD is an at-will employer and reserves the right to amend the contents of this handbook at any time without prior notice.  FORMTEXT Insert County Name SWCD Board of Commissioners Table of Contents  TOC \o "1-3" \u Iowas Soil and Water Conservation Districts  PAGEREF _Toc449962053 \h 1 Vision, Mission, Values, Goals  PAGEREF _Toc449962054 \h 3 Your Employment  PAGEREF _Toc449962055 \h 4 Position Description  PAGEREF _Toc449962056 \h 4 Performance Evaluation  PAGEREF _Toc449962057 \h 4 Employee Compensation  PAGEREF _Toc449962059 \h 5 General Employment Issues  PAGEREF _Toc449962060 \h 5 Equal Employment Opportunity and Anti-Discrimination  PAGEREF _Toc449962061 \h 5 At-Will Employees  PAGEREF _Toc449962062 \h 6 Supervision  PAGEREF _Toc449962063 \h 6 Hours of Work  PAGEREF _Toc449962064 \h 6 Emergency Closing.... PAGEREF _Ref449962525 \h 6 Work Station and Equipment  PAGEREF _Toc449962065 \h 6 Travel and Training  PAGEREF _Toc449962066 \h 7 Safety  PAGEREF _Toc449962067 \h 7 Accident Reporting and Workers Compensation  PAGEREF _Toc449962068 \h 7 Standards of Conduct and Ethics  PAGEREF _Toc449962069 \h 7 Conflict Resolution  PAGEREF _Toc449962070 \h 9 Core Conservation Partners Exhibit 1  PAGEREF _Toc449962071 \h 10 Example of Employees in Field Office Exhibit 2  PAGEREF _Toc449962072 \h 11 Cooperative Working Agreement Exhibit 3  PAGEREF _Toc449962073 \h 12 Time Reporting Document Exhibit 4... PAGEREF _Ref449962709 \h 13 Application for Leave Exhibit 5  PAGEREF _Toc449962075 \h 14 Request to Attend Conferences, Conventions or Training Sessions Exhibit 6.... PAGEREF _Toc449962076 \h 15 Workers Compensation First Report of Injury or Illness Exhibit 7  PAGEREF _Toc449962079 \h 16 Harassment and Sexual Harassment Exhibit 8  PAGEREF _Toc449962080 \h 17 Hatch Act for State and Local Employees Exhibit 9  PAGEREF _Toc449962081 \h 19 Acronyms  PAGEREF _Toc449962082 \h 20 Acknowledgement of Receipt of Handbook  PAGEREF _Toc449962083 \h 24  Iowas Soil and Water Conservation Districts The Iowa soil conservation program was initiated in 1939 when the Iowa General Assembly passed enabling legislation to allow soil conservation districts to organize and to provide for their administration. Legislation of the 48th General Assembly was responsible for the Conservation Districts Law and establishment of the State Soil Conservation Committee. Iowa has 100 Soil and Water Conservation Districts. The first district organized in 1940 was the Marion District. However, the Montgomery District, also organized in 1940 was the first district organized on a countywide basis. Today all districts are organized on county boundaries with the exception of Pottawattamie, which is divided into two districts. The last district organized was the Howard District in 1952. See map of the districts and CDI regions. In 1987 legislation was adopted to add "water" to the district title, creating Soil and Water Conservation Districts.   FORMTEXT Insert County Name SWCD Organizational Structure FORMTEXT      , Chairperson FORMTEXT       FORMTEXT , Assistant Commissioner FORMTEXT (Contact Information) FORMTEXT (Contact Information) FORMTEXT      , Commissioner FORMTEXT       FORMTEXT , Assistant Commissioner FORMTEXT (Contact Information) FORMTEXT (Contact Information) FORMTEXT      , Commissioner FORMTEXT       FORMTEXT , Assistant Commissioner FORMTEXT (Contact Information) FORMTEXT (Contact Information) FORMTEXT      , Commissioner FORMTEXT       FORMTEXT , Assistant Commissioner FORMTEXT (Contact Information) FORMTEXT (Contact Information) FORMTEXT      ,Treasurer/Secretary FORMTEXT       FORMTEXT , Assistant Commissioner FORMTEXT (Contact Information) FORMTEXT (Contact Information) FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , District Conservationist FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Conservation Assistant FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT , Additional Staff FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT Website and Other Office Information Vision, Mission, Values, Goals Vision:  FORMTEXT (insert your SWCD Vision) Mission Statement:  FORMTEXT (insert your SWCD Mission Statement) Values:  FORMTEXT (insert your SWCD Values) Goals:  FORMTEXT (insert your SWCD Goals) Your Employment Position Description  FORMTEXT    (Insert an employee position description here. Refer to the District Conservation Aide and technical position descriptions found as Exhibit 2.2 and exhibit 2.3 in the Employer Handbook. The position description should include a title, introduction, duties and responsibilities, supervision and performance review standards. The position description should be reviewed and signed by the employee. The District Board will retain a copy for the employee file.)   Performance Evaluation  FORMTEXT   (Insert a performance evaluation here. Refer to the performance evaluation example found as Exhibit 6.1 in the Employer Handbook. The evaluation should identify the performance duties and standards expected, identifying the duty and the standard assocated, and evaluation of performance rated. The District should conduct a general appraisal of the employee performance, and complete the evaluation with an overall performance rating. The performance evaluation should be signed by the employee and the District. The District will retain a copy for the employee file.)    Employee Compensation  FORMTEXT (Refer to Chapters 4 and 5 of the Employer Handbook to develop your compensation package. Use sample forms provided.) You are employed as a  FORMTEXT Title and your current hourly wage is $ FORMTEXT Hourly Wage as of  FORMTEXT Date. NO OVERTIME PAY IS AUTHORIZED. A flexible work schedule will be agreed upon between the employee and the District Board. The District will pay  FORMTEXT Weekly, Bi-weekly, Monthly, with the pay periods ending  FORMTEXT Day of Week. Time reporting documents are to be turned in to the district office. The payroll checks to be distributed on  FORMTEXT Day. 2013 Health Care Reform information: The Affordable Care Act requires certain employers with at least 50 full-time employees (or equivalents) to offer health insurance coverage to its full-time employees (and their dependents) that meets certain minimum standards set by the Affordable Care Act or to make a tax payment called the Employer Shared Responsibility Payment. Because SWCDs employ fewer than 50 full time employees they are not subject to the Employer Shared Responsibility parts of the law. SWCDs are not required to offer health care to their employees and will not be subject to any fees or fines for not providing health care to their employees. For More Info: Log on to  HYPERLINK "http://www.healthcare.gov" www.healthcare.gov or call 1-800-706-7893. Your direct day-to-day coordinator will be  FORMTEXT Name, the District Conservationist (DC). Any initial questions or problems should be routed to the DC for technical assistance and if a satisfactory resolution is not reached then the employee should contact the District Board.  FORMTEXT List other employee compensation details, if any. General Employment Issues Equal Employment Opportunity and Anti-Discrimination The policy of the District is to apply recruiting, hiring, promotion, and compensation to all qualified persons. The District is committed to equal employment opportunity (EEO) and to the benefits that come from a diverse workforce, and strive to be consistent with federal, state, municipal EEO laws. The hiring process complies with the Civil Rights Clause of the Cooperative Working Agreement. Appointments, promotions, assignments, training and performance evaluations are to be based on individual qualifications and merit, and shall be equally available to all qualified applicants and employees. Each employee is responsible for helping the District to maintain a climate that provides equal opportunity for all. See Exhibit 8, Harassment and Sexual Harassment. The District will not tolerate or condone any form of discriminatory harassment of its employees. Immediate action will be taken to stop harassment or discrimination where it exists. Alleged actions of discriminatory harassment by anyone, should be reported to the District Conservationist. If the alleged problem involves the District Conservationist, it should be reported to a District Commissioner. Alleged discrimination may also be reported to the Iowa Civil Rights Commission and the Federal Equal Opportunity Employment Commission. At-Will Employees All District employees are classified as at-will. At-will employees serve at the pleasure of the SWCD Board of Commissioners and 1) are not covered by the State merit system; and 2) are not covered by a collective bargaining agreement; and 3) are not covered by Iowa Code provisions relating to cause or just cause discipline and discharge hearings; or 4) are designated by the Iowa Codes as being at-will. Therefore, at-will employees may be dismissed for any lawful reason at any time without regard to the just-cause standard. Supervision You are hired, paid, disciplined, and, when appropriate, dismissed by the District Board. Commissioners set your job expectations, work schedule, wages, and benefits. The District Conservationist is responsible for day-to-day coordination of your activities to accomplish job expectations. Refer to the Cooperative Working Agreement, Exhibit 3. Hours of Work The District Board and the day-to-day coordinator will set your hours. You are required to be at your work station and ready to begin work promptly at starting time and will continue to work until quitting time, except for authorized breaks. Someone will be overseeing your day-to-day activities at all times. You will not be working when the office is officially closed. Overtime is not authorized, and you are not to work more than 40 hours per week. Refer to the Time Reporting Document, Exhibit 4, and an Application for Leave, Exhibit 5. Emergency Closing In the event of a federal government shutdown, the commissioners shall provide direction to the District employee. Work Station and Equipment NRCS will provide a work station and access to equipment for you according to the Cooperative Working Agreement, which will allow you to carry out the job expectations. An employee should not use or allow the use of district, state or federal property of any kind for other than officially approved activities. No government equipment of any kind can be used for lobbying purposes. If you are required to operate a motor vehicle as a part of the job, you must read and sign a Safety and Health Request for Authorization to Operate Government Vehicle form. This form explains the drivers license obligations associated with the employees job. It is unacceptable for an employee to operate a government vehicle while under the influence of alcohol or drugs. An employee could be held personally liable if driving and acting outside the scope of his employment, and the district could be held liable as the employer. Be aware that if you are employed in a position that requires a valid state drivers license and your drivers license is suspended, revoked, or cancelled or you are otherwise disqualified from operating a motor vehicle, you must notify the District before the end of the business day following the date you received notice of the loss of driving privileges. If this occurs, you will be unable to perform assigned duties, will no longer meet the minimum qualification requirements for the position, and will be dismissed. You are bound by the same rules for computer usage as those that apply to state and federal employees. A government security check, including fingerprinting will be required to operate all USDA computers. All activities on the computer system and network may be monitored, intercepted, recorded, read, copied, or captured in any manner and disclosed in any manner, by authorized personnel. There is no right of privacy in the system. System personnel may give to law enforcement officials any potential evidence of crime found on USDA computer systems. Use of the system by any user, authorized or unauthorized, constitutes consent to this monitoring, interception, recording, reading, copying or capturing and disclosure. Unauthorized use shall be reported to a USDA information systems security officer. The electronic tools referred to in this section should not be used to conduct personal business. Be aware of disciplinary action that will follow computer use for pornographic, gambling, or sites that promote hate or ethnic violence or civil rights violations. Do not send personal e-mails for questionable purposes such as so-called ethnic humor. Personal use should never interfere with individual duties and the on-going operations of the office. The USDA, State of Iowa and the District have a zero tolerance policy on visiting sites that are or could be child pornography. Any suspected incidents will be investigated for potential prosecution. Travel and Training All travel and training must be job related and at the discretion of the District Board. Prior approval must be requested in written form, using the Request to Attend Conferences, Conventions or Training Sessions, Exhibit 6, and pre-approved by the District. Receipts must be submitted for reimbursement. Safety People are the Districts greatest asset; your safety is our greatest responsibility. You are expected to exercise caution, observe safety rules, and use good common sense to prevent property damage and personal injury to yourself, fellow workers, and the public. When driving or riding in a work-provided vehicle for any reason, you are required to wear the safety lap and shoulder belt. The safety belt must be adjusted and fastened before the vehicle moves. All motor vehicle and traffic regulations, including speed limits, must be obeyed. Failure to comply with the safety belt requirement, speed limits, or other traffic regulations can result in disciplinary action up to and including dismissal. You must promptly report potential safety hazards to your day-to-day coordinator. Personal injury and property damage accidents must be reported to your day-to-day coordinator immediately. Accident Reporting and Workers Compensation Report all accidents to your day-to-day coordinator. Injuries must be reported to IDALS Personnel Bureau, Wallace Building, Des Moines, Iowa 50319, phone (515) 281-5693 or fax (515) 281-8503 as soon as possible to be directed to the nearest Workers Compensation doctor. The Personnel Bureau will assist you in completing the Workers Compensation First Report of Injury or Illness, Exhibit 7. Prior approval is needed or Workers Compensation will not pay for the visit or any needed prescriptions or treatments. In case of an emergency, you should get treatment first and then take care of the paperwork as soon as possible. Or, if injury happens before or after normal office hours (8:00 am 4:30 pm) you should seek treatment first and take care of any necessary paperwork as soon as possible. Standards of Conduct and Ethics A district program cannot be effective unless it is carried out by a district staff which, in addition to being technically competent, demonstrates professional integrity in its conduct. You have a responsibility to perform your assigned duties, to support your supervisors and District Board and to uphold the public trust in Soil and Water Conservation Districts. All employees should be expected to maintain high standards of ethics and personal conduct. The following minimum requirements should be considered. Alcohol/Drugs/Substance Abuse. The District is committed to maintaining a safe work environment, free from the use, abuse or effects of alcohol, drugs, or controlled substances (hereinafter referred to as drugs. All employees have the right to work in an environment that is free from drug abuse or misuse. Employees who are under the influence of drugs or alcohol may adversely affect other employees and the public at large. In accordance with the Federal Drug-Free Workplace Act of 1988, you are required to report to your day-to-day coordinator any criminal drug-statute convictions for violations occurring in the workplace or on work time within five days following such a conviction. Attendance. You are expected to report for work and leave work at the time designated by the District Board. Planned lost time is to be arranged with your day-to-day coordinator in advance. Unexpected lost time is to be reported promptly to your day-to-day coordinator prior to the beginning of your work period. Conflict of Interest. You may not have other employment that conflicts with the interests of the District. This may include but is not limited to furnishing information or technical assistance that is not generally available to the public or work that is the same or substantially the same as your regular duties. (See Iowa Code, Section 68B.2A.) Criminal Conduct. You shall not engage in criminal, dishonest, immoral, disgraceful or other conduct prejudicial to the District. Diligence during Work Period. You are expected to perform assigned duties during the entire schedule for which compensation is being received, except for reasonable time provided to take care of personal needs. Discrimination. You cannot perform duties in a manner that discriminates against any employee or customer. You must routinely display courteous and tactful behavior towards internal and external customers, supervisors, coworkers, and/or team members. You must project a positive and professional image. You must perform all duties in a manner which consistently demonstrates fairness, cooperation, and respect towards coworkers, office visitors, and all others in the performance of official business. You must demonstrate an awareness of equal opportunity/civil rights policies and district goals of valuing a diverse, yet unified workforce and providing equal service to all potential customers. Emergency Closings. Closing the USDA field office is a local decision. When the proper authorities, USDA and/or the District, declare a severe weather condition, you will not be required to report for work. You may use accrued PTO, if available, or leave without pay for such absences. You must inform the District office if you are not going to report to work. Official State policy is that severe weather will not result in closing state facilities. Financial Interest. You shall not have a direct or indirect financial interest that conflicts substantially, or appears to conflict substantially, with your duties and responsibilities or engage in a financial transaction that results from information obtained through employment. Harassment. Harassment in any form is an unacceptable behavior and will not be tolerated. In general, harassment is any conduct that has the purpose or effect of unreasonable interfering with an individuals work performance or creating an intimidating, hostile or offensive working environment. See Exhibit 8, Harassment and Sexual Harassment. Official Information. You shall not use or allow the use of official information gained through employment, which has not been made available to the general public, for furthering a private interest. Outside Employment. You shall not engage in any outside employment or other activity which interferes in any way with the full performance of duties and responsibilities of your position. Personal Telephone Use and Visitors. Telephone use should be limited to business purposes. Local personal calls must be kept to a minimum and should not interfere with your work responsibilities. Personal toll calls are not permitted. Receiving personal visitors is discouraged and should occur only briefly. Smoking. Smoking is not permitted inside a USDA Service Center Field Office or any state or federal building or in any government vehicle. Smoking includes, but is not limited to, burning or vaporizing tobacco or other products in a cigarette, cigar, pipe, electronic cigarette, or any noncombustible product, which may or may not contain nicotine, that employs a heating element, power source, electronic circuit, or other electronic, chemical, or mechanical means, regardless of shape or size, that can be used to produce vapor from a solution or other substance. Tobacco includes any type of tobacco product including, but not limited to, cigarettes, cigars, cigarillos, electronic cigarettes, pipes, bidis, hookahs, smokeless chewing tobacco, and/or snuff. Social Media Policy. District employees shall not represent their own opinions as those of the Districts on either the Districts or their own personal social networking, media, or web-based, information sharing/open communication site(s). Violation of this policy may result in disciplinary action up to and including discharge. This policy shall not be interpreted or applied as limiting an employees right to engage in speech protected by the Unites States and Iowa Constitution. Solicitation, Selling, and Political Activities. Solicitation, promoting a cause, selling, and political activity are all protected rights but not during working hours or when using District, state or federal equipment or facilities. You are subject to the Hatch Act and shall not be a candidate for public office in a partisan election. See Exhibit 9, Hatch Act for State and Local Employees. Use of Personal Electronic Devices. The use of personal electronic devices in the workplace will be governed by the district. If permitted, use of personal electronic devices shall not interfere with an employees work. Use of State and Federal Property. The use of federal and state property must be in accordance with rules and regulation of the agency whom owns the property. Verify rules and regulations for property use with office staff from the appropriate agency. Violence. Acts of violence intended to cause damage or injury or which in fact result in damage or injury, will not be tolerated and may result in disciplinary action up to and including dismissal. Such acts include, but are not limited to, engaging in a riot or civil disorder. Any employee who has been the victim of workplace violence, or who has a concern about potential workplace violence, is directed to bring the matter to the attention of the day-to-day coordinator and/or the District Board. All complaints will be promptly investigated. Work Performance. You are expected to meet established performance standards. Any conditions or circumstances in the work environment which prevent an employee from performing effectively are to be reported to your day-to-day coordinator. Conflict Resolution It is the policy of all Districts that employees be treated fairly and equitably in all respects. If you believe you have not been treated in this manner you should have the right to present your grievances to your day-to-day coordinator and/or the District Board for consideration. The following procedure should be followed: Whenever possible, conflicts should be resolved with parties involved. If resolution cannot be reached, the matter should be brought to the attention of your day-to-day coordinator. Every effort should be made by the employee and the day-to-day coordinator to come to an agreeable resolution of the grievance within a reasonable period of time (two weeks). Complaints which the day-to-day coordinator does not have the authority to resolve should be referred to the District Board immediately. Unsuccessful attempts at an informal resolution of a complaint should be followed by the formal grievance procedure, which is as follows. The employee should prepare a written statement which states the grievance, describes the remedial action being sought, and provides all information available in support of the complaint to the District Board. Core Conservation Partners Exhibit 1 Local Level100 NRCS Field OfficesIDALS-DSCWQ100 SWCDDistrict/Resource Conservationist Soil Conservationists Soil Conservation Technicians Volunteers (Federal)Conservation Assistant Soil Conservation Technician Environmental Specialist (State)5 Elected Commissioners Assistant Commissioners District Employees (District--subdivisions of state government Iowa Code 161A)Regional Level (within Iowa)5 NRCS Area OfficesIDALS-DSCWQCDIAsst. State Conservationist Field Operations Area 1 Damarys Mortenson Sioux City Area 2 Kevin McCall Fort Dodge Area 3 Matt Drechsel West Union Area 4 Jamie Carpenter Atlantic Area 5 Lane Collins Fairfield (Engineers, Soil Scientist, Agronomists provide technical support to field staff) (Federal)Field Services Bureau Field Representatives: Kate Bussanmas Matt McDonald David Strom Watershed Protection & Water Quality Programs, Regional Coordinators: James Martin Jeff Tisl Bob Waters (State)Regional Directors: Region Ramona Nitz 1 Cherokee Rick Wadle 2 Fonda Fred Abels 3 Holland Paula Even 4 Gilbertsville Randy Caviness 5 Greenfield Cathy Ayers 6 Indianola Jack Boyer 7 Reinbeck Barbara Johnson 8 Villisca Robert Oldham 9 Eddyville (Non-Profit)State LevelNRCSIDALS-DSCWQCDIKurt Simon - State Conservationist Jon Hubbert Asst St Con Operations Martin Adkins Asst St Con - Partnerships Adam Stiegelmeier Asst St Con Management Grover DePriest- St Resource Con (Federal)State Office Director Jim Gillespie Bureau Chiefs: Vince Sitzmann Field Services Susan Kozak Mines & Minerals Jake Hansen - Water Resources (State)State Board Robert Lynch President Alex Schmidt - Vice President Jane Weber Past President Jeri Thornsberry Secretary Jim Frederick - Treasurer Clare Lindahl Executive Director Courtney Slagle- Office & Projects Mgr (Non-Profit)  Iowa Code, Chapter 161A, states division (DSCWQ) shall be administered in accordance with the policies of the State Soil Conservation Committee (SSCC) which shall advise the division and which shall approve administrative rules proposed by the divisionSSCC Appointed Voting Members Linda Querry (Southwest) Sharon Krause (South Central) Paula Ellis (Southeast) Kevin Pope (North Central) Charles McCullough (Northeast) Dale Farnham (Cities & Towns Rep.) Susan Vance Hjelm (Northwest) Jody Kerns (Tree Farming Rep.) Sherm Lundy (Mining Industry Rep.)National LevelNRCSNASCANACDU.S. Department of Agriculture Jason Weller, Chief (Plus Regional Offices) (Federal)Michael Brown - Executive Director (Non-Profit)Lee McDaniel - President (Plus Regional Offices) (Non-Profit)NCDEATim Riley - President (Plus Regional Offices) CDI = Conservation Districts of Iowa IDALS-DSCWQ = IA Dept. of Ag & Land Stewardship - Div. of Soil Conservation and Water Quality NRCS = Natural Resource Conservation Service NCDEA = Natl. Cons. District Employees Assn. SWCD = Soil & Water Conservation District NACD = National Association of Conservation Districts NASCA = Natl. Assn. of State Conservation Agencies  Example of Employees in Field Office Exhibit 2Employee RoleSupervision ByCommissioner RoleSWCD Employees (Hired by SWCD)District Conservation AideServes as receptionist for field office Types, files and maintains records Performs accounting functions Maintains supplies Administrative supervision by District Board Coordination of daily activities by District Conservationist (DC)Communicate with DC to assure clerical and technical requirement are met Hire, set salary and benefits, set duties, supervision, termination when necessary District Conservation Technician Assists clients in conservation planning and especially conservation practice applications Administrative supervision by District Board Coordination of daily activities by DC District Watershed CoordinatorAssists with assessment planning, implementation and reporting on watershed and water quality projectsAdministrative supervision by District Board Coordination of daily activities by DC State Employees (Hired and Placed by IDALS-DSCWQ)Conservation Assistant (CA)Serves as office receptionist Assists with correspondence Support to Commissioners activities Posts ledgers for funds held by the district.Administrative supervision by DSCWQ Field Representative Coordination of daily activities by DCAssists in interviews when vacancies are filled Communicates to assure staff are aware of any concernsSoil Conservation Technician (SCT)Assists clients in conservation planning and especially conservation practice applicationsAdministrative supervision by DSCWQ Field Representative Coordination of daily activities by DCEnvironmental Specialist (ES)Usually managing a state water quality project Assists clients in conservation planning and applicationAdministrative supervision by DSCWQ Field Representative Coordination of daily activities by DCFederal Employees (Hired and Placed by NRCS)District Conservationist (DC)NRCS representative to SWCD Technical Supervision of all staff Complete Supervision of Federal Staff Plan and assign work of staff to assure Federal mandates are met and that the local priorities on which NRCS may work are addressed Assists clients in conservation planningSupervised by Assistant State Conservationist for Field Office OperationsSet broad work priorities, through Long-Range and Annual Work Plans and enlist partners to implement portion of Work Plans for which NRCS has no authority or lack of staffSoil Conservationist (SC)In a training location to become a DC Depending on level, may manage a project Assists clients in conservation planning and applicationSupervised by DCCommunicates, especially with DC, to assure priorities are addressed Soil Conservation Technician (SCT)Assists clients in conservation planning and especially conservation practice applicationsSupervised by DCCommunicates concerns to DC  FORMTEXT Cooperative Working Agreement - Exhibit 3  FORMTEXT (Insert your own Cooperative Agreement)   FORMTEXT Time Reporting Document Exhibit 4 Time Reporting Document Soil and Water Conservation District Week 1DayDateHours WorkedPTOFunding SourceMondayTuesdayWednesdayThursdayFridayWeek 2DayDateHours WorkedPTOFunding SourceMondayTuesdayWednesdayThursdayFridayPay Period TotalsEmployees SignatureCommissioners SignatureName Application for Leave Exhibit 5 APPLICATION FOR LEAVEDate Submitted Last Name FirstMiddleDistrict No. of hours requestedBeginningEndingTimeDateTimeDate Mo/Day/Yr Mo/Day/Yr Employees Signature Date Leave Request  FORMCHECKBOX  Approved  FORMCHECKBOX  Disapproved Commissioners Signature Date Request to Attend Conferences, Conventions or Training Sessions Exhibit 6 01/13 REQUEST TO ATTEND TRAINING SESSIONS The following information must be submitted to your field representative at least three weeks before the pre-registration deadline. It is the responsibility of the employee making the request to submit this information. Information submitted by telephone will not be accepted. Name:  FORMTEXT NAME SWCD:  FORMTEXT DISTRICT Date of Request:  FORMTEXT DATE OF REQUEST SSN:  FORMTEXT LAST 4 DIGITS OF SS # Attach copy of the agenda and registration form to this form. Reason for attending:  FORMTEXT       Has training need been identified on Performance Plan and Evaluation?  FORMTEXT       Time and date of leaving and returning to your assigned work location:  FORMTEXT       Direct and indirect costs A. Registration costs $  FORMTEXT       (Registration deadline: FORMTEXT      ) B. Transportation Costs $  FORMTEXT       C. Lodging costs $  FORMTEXT       D. Meal costs $  FORMTEXT       E. Miscellaneous costs $  FORMTEXT       Funding Source A. Cost Center Number  FORMTEXT        FORMCHECKBOX  State  FORMCHECKBOX  Federal  FORMCHECKBOX  Other FORMTEXT       TOTAL COSTS $  FORMTEXT       ---------------------------------------------------------------------------------------------------------------- FOR DSCWQ OFFICE USE ONLY Training offered by:  FORMCHECKBOX  IDOP  FORMCHECKBOX  Private Contractor How is training relevant to the employee s current duties?  FORMTEXT       Conference fee directly paid: YES  FORMCHECKBOX  / NO  FORMCHECKBOX  Approval or denial statement: Supervisor: Bureau Chief: Division Director: Administration Division Director: Workers Compensation First Report of Injury or Illness Exhibit 7 CLAIM ADMINClaim Administrator Name: Sedgwick Claims Management Services Claim Representative Business Phone Number:Insurer Name (If different than claim administrator) State of IowaMailing Address, City, State, & Postal Code:Claim Administrator Claim Number:Insurer FEIN: Claim Administrator FEIN: 362685608Claim Type Code:EMPLOYEREmployer Name: Soil and Water Conservation DistrictEmployer FEIN: Insured Report Number:Employer Type Code:  FORMCHECKBOX  Employer (E)  FORMCHECKBOX  Lessor (L)Physical Address, City, State, & Postal CodeMailing Address, City, State, & Postal CodeIndustry Code:Insured Location Number:Employer UI Number:Nature of Business: GovernmentEmployer Contact:POLICYInsured Name (parent company if different than employer):Insured FEIN:Insured Postal Code:Policy/Contract Number:Coverage Effective Date:Self Insurance License//Certificate Coverage Expiration Date:EMPLOYEEEmployee Name (First, Middle, Last, & Suffix):Date of Birth:Gender  FORMCHECKBOX  Male (M)  FORMCHECKBOX  Female (F)Tax Filing Status (Check One)  FORMCHECKBOX  Single (A)  FORMCHECKBOX  Married/Filing Joint(C)  FORMCHECKBOX  Single/Head of Household (B)  FORMCHECKBOX  Married/Filing Separate (D) Mailing Address, City, State, & Postal Code Date of Hire:Education Level (grade completed: (GED = 12)Marital Status : (Check one)  FORMCHECKBOX  Unmarried (U)  FORMCHECKBOX  Married (M)  FORMCHECKBOX  Separated (S)Phone Number (include area code):Employment Status (Check one)  FORMCHECKBOX  Piece Worker  FORMCHECKBOX  Volunteer  FORMCHECKBOX  Seasonal  FORMCHECKBOX  Apprenticeship/Full-Time  FORMCHECKBOX  Apprenticeship/Part-Time  FORMCHECKBOX  Regular Employment/Full-Time  FORMCHECKBOX  Part-Time  FORMCHECKBOX  OtherEmployee ID Number (Check one) ID #  FORMCHECKBOX  Social Security Number  FORMCHECKBOX  Employment VISA Number  FORMCHECKBOX  Passport Number  FORMCHECKBOX  Green Card  FORMCHECKBOX  Employee ID Assigned by JurisdictionOccupation Description:Employees Authorization to Release the Following: Medical Records  FORMCHECKBOX  yes  FORMCHECKBOX  no Social Security Number  FORMCHECKBOX  yes  FORMCHECKBOX noManual Classification Code:Department Where Regularly Worked:WAGEAverage Wage $ Check one):  FORMCHECKBOX  hourly  FORMCHECKBOX  daily  FORMCHECKBOX  semi-monthly  FORMCHECKBOX  monthly  FORMCHECKBOX  bi-weekly  FORMCHECKBOX  annual  FORMCHECKBOX  weekly Salary Continued in Lieu of Compensation:  FORMCHECKBOX  Yes  FORMCHECKBOX  NoEmployee Number of Dependents: Full Wages Paid for Date of Injury:  FORMCHECKBOX  Yes  FORMCHECKBOX  NoEmployee Number of Exemptions:  FORMTEXT       (Check One)  FORMCHECKBOX  Entitled  FORMCHECKBOX  WithholdingNumber of Days Regularly Worked Per Week:  FORMTEXT      Discontinued Fringe Benefits: $ FORMTEXT       ACCIDENT/INJURY Date of Injury Date Employer Had Knowledge of the Injury Date Claim Administrator Had Knowledge of the Injury Initial Date Last Day Worked Initial Return to Work Date (if applicable) Employee Date of Death (if applicable)Describe the nature of injury. (ex. Amputation, burn, cut, fracture): Time of Injury Time Employee Began Work Describe the events that caused the injury. (ex. Fell, operating machinery, chemical exposure):Pre-existing Disability Code:  FORMCHECKBOX  Yes  FORMCHECKBOX  No  FORMCHECKBOX  UnknownName the object or substance that directly injured the employee. (ex. Knife, floor, acid, oil):Accident Premises Code:  FORMCHECKBOX  Employer (E)  FORMCHECKBOX  Lessee (L)  FORMCHECKBOX  Other (X)Specify activity the employee was engaged in when the event occurred. (ex. Cutting metal plate for flooring) Indicate if activity was part of normal duties:Accident Site Organization Name: Accident Site Street, City, State, & Postal Code Witness Name & Business Phone Number:Accident Location Narrative (if no street address): Initial Medical Provider Name:Managed Care Organization Name or ID Number:Accident Site County/Parish: MEDICALInitial Treatment Code (Check one):  FORMCHECKBOX  no medical treatment (0)  FORMCHECKBOX  minor/on-site treatment (1)  FORMCHECKBOX  clinic/hospital visit (2)  FORMCHECKBOX  emergency care (3)  FORMCHECKBOX  hospitalization > 24 hours (4)  FORMCHECKBOX  future medical treatment/lost time anticipated (5)Initial Medical Provider Physical Address, City, State, & Postal Code:ICD Primary Diagnostic Code (if known):Preparers Name & Title: Preparer Company Name: Iowa Department of Agriculture Phone Number: Date: Harassment and Sexual Harassment Exhibit 8 Harassment in any form is an unacceptable behavior and will not be tolerated. In general, harassment is any conduct that has the purpose or effect of unreasonable interfering with an individuals work performance or creating an intimidating, hostile or offensive working environment. Harassment is defined to include: participating in coercive or repeated, unsolicited and unwelcome verbal comments or gestures; or using implicit or explicit coercive behavior in the process of conducting business, or to control, influence of affect the career, salary or job of an employee. Sexual Harassment is a specific type of discrimination based on sex, and is prohibited by Section 703 of Title VII of the Civil Rights Act of 1964, as amended. Any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when: submission to such conduct is made either explicitly or implicitly a term or condition of an individuals employment; submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual; or such conduct has the purpose or effect of unreasonably interfering with an individuals work performance or creating an intimidating, hostile or offensive working environment. Sexual harassment, like other forms of harassment, includes: coercive or repeated, unsolicited and unwelcome verbal comments, gestures, or physical contacts of a sexual nature; or using implicit or explicit coercive sexual behavior in the process of conducting business, or to control, influence or affect the career, salary or job of an employee. It can also include: verbal abuse, insults, whistles or suggestive comments; jokes; notes or pictures; touching and physical aggressiveness; pressure for dates; or threats or sexual assault. The rules and guidelines concerning sexual harassment are not confined just to the office, but also apply to business away from the regular work place, and off the clock, work related social activities. Harassment Policy Commissioners, employees, and others affiliated with the district must maintain a high standard of conduct at all times. Any individual engaging in harassing behavior or activities is subject to disciplinary action, which may include removal from office or employment. Employers who tolerate such behavior, who fail to take appropriate action on reports of harassment, or who retaliate against individuals who report incidents or file complaints of harassment are also subject to disciplinary action. This policy also applies in their working relationships with non-district employees, contractors, and cooperators. Complaint Procedures If you believe that you are being, or have been, subjected to harassing or discriminatory behavior it should be reported to the day-to-day coordinator within 45 days of the incident. If a complaint cannot be solved satisfactorily, it should be brought to the attention of the district chairperson (within an additional 30 days) who, working with the District Board, will attempt a resolution. Throughout any harassment resolution process, the confidentiality of the complainant(s) and witness(es) will be maintained. Every attempt will be made to satisfactorily resolve matters internally at the initial stage of a complaint. However, other alternatives are available you if you are not satisfied with a board proposed resolution. An individual may file a formal complaint through the appropriate state human rights commission within 180 days of an incident, or with the United States Equal Employment Opportunity Commission within 300 days of an incident. Sanctions and Disciplines Anyone who violates this policy either by engaging in such previously defined inappropriate conduct, or by allowing such conduct to go unaddressed, could be subject to disciplinary actions. Such actions include, but are not limited to, counseling, reprimands, and suspensions without pay and/or removal from office or termination of employment. Contact: United States Equal Employment Opportunity Commission 131 M Street, NE Washington, DC 20507 800-669-4000 or  HYPERLINK "http://www.eeoc.gov" www.eeoc.gov Hatch Act for State and Local Employees Exhibit 9 Hatch Act for State and Local Employees The Hatch Act applies to executive branch state and local employees who are principally employed in connection with programs financed in whole or in part by loans or grants made by the United States or a federal agency. Employees who work for educational or research institutions or agencies which are supported in whole or in part by a State or political subdivision of the State are not covered by the provisions of the Hatch Act. Employees of private nonprofit organizations are covered by the Hatch Act only if the statute through which the organization receives federal funds contains language which states that the organization shall be considered to be a state or local agency for purposes of the Hatch Act, e.g., Headstart and Community Service Block Grant statutes. An employees conduct is also subject to the laws of the state and the regulations of the employing agency. Additionally, employees should be aware that the prohibitions of the Hatch Act are not affected by state or local laws. Permitted Activities Covered state and local employees may - run for public office in nonpartisan elections campaign for and hold office in political clubs and organizations actively campaign for candidates for public office in partisan and nonpartisan elections contribute money to political organizations and attend political fundraising functions Prohibited Activities Covered state and local employees may not be candidates for public office in a partisan election use official authority or influence to interfere with or affect the results of an election or nomination directly or indirectly coerce contributions from subordinates in support of a political party or candidate Political Activity (Hatch Act) Inquiries about the Hatch Act may be made in writing or by telephone to: Hatch Act Unit U.S. Office of Special Counsel 1730 M Street, N.W., Suite 218 Washington, D.C. 20036-4505 Tel: (800) 85-HATCH or (800) 854-2824 (202) 254-3650 Website:  HYPERLINK "https://osc.gov/pages/hatchact.aspx" https://osc.gov/pages/hatchact.aspx Requests for Hatch Act advisory opinions (only) may be made by e-mail to:  HYPERLINK "mailto:hatchact@osc.gov" hatchact@osc.gov. Acronyms AA Affirmative Action ACEP Agricultural Conservation Easement Program ADW Agricultural Drainage Wells AFO Animal Feeding Operations AFSCME American Federation of State, County, and Municipal Employees AGI Adjusted Gross Income AL Annual Leave (for federal employees) AO Area Office AMA Administrative Management Assistant ASTC-FO Assistant State Conservationist - Field Operations B & F Budget and Finance BI Buffer Initiatives BEST Bringing Excellence and System Together BMP Best Management Practices CA Conservation Assistant CAFO Concentrated Animal Feeding Operations CCC Commodity Credit Corporation CCRP Continuous Conservation Reserve Program CDI Conservation Districts of Iowa CED County Executive Director CEED County Extension Education Director CES Cooperative Extension Service CET Civil Engineering Technician CNMP Comprehensive Nutrient Management Plan CO Central Office CR Civil Rights CREP Conservation Reserve Enhancement Program CRP Conservation Reserve Program CSA Conservation Security Act CSDI Conservation Delivery Streamlining Initiative CSP Conservation Security Program CStP Conservation Stewardship Program CTIC Conservation Technology Information Center CTP Conservation Technical Plan CWA Clean Water Act DAS Department of Administrative Services DC District Conservationist DMS Document Management System DNR Department of Natural Resources DO District Operations DOT Department of Transportation DSCWQ Division of Soil Conservation and Water Quality DSCWQ-QST Division of Soil Conservation and Water Quality - Quality Steering Team EAP Employee Assistance Program EBI Environmental Benefits Index ECP Emergency Conservation Program EEO Equal Employment Opportunity eFOTG Electronic Field Office Technical Guide EI Erosion Index EPA Environmental Protection Agency EQIP Environmental Quality Incentives Program ES Environmental Specialist EWP Emergency Watershed Program FA Financial Assistance FAC Food and Agriculture Council FAIRAct Federal Agriculture Improvement and Reform Act FARMS Financial and Reports Management System FBS Farm Bill Specialist FC Family Care FCA Farm Credit Agency FEMA Federal Emergency Management Agency FIP Forestry Incentives Program FO Field Office FOIA Freedom of Information Act FPP Farmland Protection Program FSA Farm Service Agency FSAA Field Services Administrative Assistant FTE Full Time Equivalent GIS Geographic Information System GLCI Grazing Land Conservation Initiative GPS Global Positioning System HEL Highly Erodible Land HR Human Resources HUA/HUC Hydrologic Unit Areas/Codes IA Inter Agency ICM Integrated Crop Management IDALS Iowa Department of Agriculture and Land Stewardship IFA Iowa Finance Authority IFIP Iowa Financial Incentive Program IFLM Integrated Farm/Livestock Management INFO Information IPERS Iowa Public Employees Retirement System IPM Integrated Pest Management IRS Internal Revenue Service ISCAP Iowa Soil Conservation Awards Program ISUE Iowa State University Extension IUP Iowa United Professionals ITS-TSD International Technical Service Technical Support Division LEG Legislation LESA Land Evaluation Site Assessment LICA Land Improvement Contractors of America LTA Long Term Agreement LWOP Leave Without Pay LWPP Local Water Protection Program M & M Mines and Minerals MCM Mid-Contract Management MLRA Major Land Resource Area MMP Manu !EFGQRSZ[\]ghiuvwxy~꾶vmdXLh2^/hh#5CJ`aJ`h_shx5CJaJhx5CJaJhh#5CJaJhxhh#5CJ aJ jh4CJ$UaJ$h4hCJ$aJ$jh4CJ$UaJ$h)Ehh#CJ$aJ$h VCJ$aJ$h5CJ$aJ$h4CJ$aJ$mHnHujh4CJ$UaJ$h4CJ$aJ$jh4CJ$UaJ$h)E>*CJ aJ F\wxyz{|}~gdlhgd!$a$gdh#$a$gd t ǿǤxj^WWPIP h56 h556 h V56h456mHnHujh456U h456jh456Uh8h 56hhr@OJQJhY4POJQJhCJaJh_sh2^/CJaJh2^/CJaJhYCJaJh_shYCJaJh_shACJaJh_shdtCJaJh_shlhCJaJh2^/h!5CJ`aJ`> 7  $  dh] ^ `a$gdhr@$  dh] ^ a$gdhr@@&gd "gdlht u    R q u v     ! 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hN;h;Xh;XhN;hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;=OPRSUVWXZ]^bcdkmnopqstuyẕhN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@B  "#$%&'()*,./4պhN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@F46789:>?@BDEFGLOPVWZ[\]^_`bcdefghlmnoqrstvwxyz{|~̺̺hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@hN;hN;@hN;hN;@hN;hN;@IޱhN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@B  #$&'()*-./01234579:<=?@BCDEFGPRSTY]abcdefhijkmnopqrtuwy|hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;P|}~hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@hN;hN;@I%Rj030[00,1M1k1112/2U2 1$]gdN; v1$]vgdN; 1$gd 7 1$]gdN; 1$gdN; !"%&'*+,./0235678?@BDEIKLMNOPRSTVWXYZ[\^`abcefgij hN;h;Xh;XhN;hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;F00000翻եաUh 7 h 7@hN;hN;@ hN;h+Yh+YhN;hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@hN;hN;@>re Management Plan MOU Memorandum of Understanding MRBI Mississippi River Basin Initiative NACD National Association of Conservation Districts NASCA National Association of State Conservation Agencies NCDEA National Conservation District Employees Association NEPA National Environmental Policy Act NGO Non-government Organizations NHEL Non-highly Erodible Land NPDES National Pollutant Discharge & Elimination System NPPH National Planning Procedures Handbook NPS Non-point Source NRCS Natural Resources Conservation Service NRI National Resource Inventory NRWA National Rural Water Association O & M Operation and Maintenance OMB Office of Management and Budget OSHA Occupational Safety and Health Administration P & P Policies and Procedures PDQ Position Description Questionnaire PERS Personnel PL Public Law PL 566 Public Law 566 PLU Planned Land Unit POL Public Owned Lakes Protracts Program Contracts System PRS Performance Results System PTO Paid Time Off QA Quality Assurance QC Quality Criteria QIP Quality Improvement Process QSAT Quality Solutions Action Team QST Quality Steering Team RC Resource Conservationist RCA Resources Conservation Act RC & D Resource Conservation and Development RCPP Regional Conservation Partnership Program RD Rural Development REAP Resource Enhancement and Protection REAP F/NG Resource Enhancement and Protection - Forestry/Native Grasses REAP P Resource Enhancement and Protection - Practices RFA Request for Application RFS Receipt for Service RUSLE2 Revised Universal Soil Loss Equation, Version 2 SARE Sustainable Agriculture Research and Education SC Soil Conservationist SCIMS Service Center Information Management System SCT Soil Conservation Technician SIP Stewardship Incentives Program SLR Soil Loss Regulations SO State Office SRF State Revolving Fund SS Soil Scientist SSCC State Soil Conservation Committee ST State Technician SWCD Soil and Water Conservation District SWCS Soil and Water Conservation Society SWRCP Soil & Water Resource Conservation Plan 319 Section 319 Funds TA Technical Assistance TMDL Total Maximum Daily Loads TOM Total Order Management TQM Total Quality Management TSP Technical Service Provider USACE United States Army Corps of Engineers USDA United States Department of Agriculture USFWS United States Fish and Wildlife Service USGS United States Geological Service VOL Voluntary VLOP Voluntary Leave Without Pay WAE While Actually Employed WC Workmans Compensation WEPS Wind Erosion Prediction System WHIP Wildlife Habitat Incentives Program WIRB Watershed Improvement Review Board WPF Water Protection Fund WQI Water Quality Imitative WQP Water Quality Project WRP Wetlands Reserve Program WS Watersheds WSPF Watershed Protection Fund Acknowledgement of Receipt of Handbook of  FORMTEXT (insert your county name) Soil and Water Conservation District Employee Handbook I,  FORMTEXT (insert employees name), acknowledge that I have received the  FORMTEXT (insert your County name) Soil and Water Conservation District Employee Handbook. I understand this handbook is not intended to cover every situation which may arise during my employment, but is simply a general guide to the policies, practices, and benefits of the District. I am aware that I am expected to read and follow the rules and conditions set forth in this handbook. I am also aware that I am expected to read and be familiar with any future updates to the information contained in this handbook. I understand that the handbook is not a contract of employment and should not be deemed as such, and that I am employed at will. I understand that District employment is based on the availability of funds designated for this purpose. In addition, I acknowledge that I have received the Districts New Employee Package including policies on Equal Employment Opportunity and Anti-Discrimination, Drug Free Workplace and Substance Abuse, Tobacco Use, Social Media, Violence Free Workplace, Harassment and Sexual Harassment, and that I have been directed to read these documents and was offered an opportunity to ask questions about the contents. Further questions regarding this material may be directed to the District Board. Employees Signature Date District Commissioner Date ________________ Distribution of this form after completion: Employee _____ District Conservationist _____ Personnel file _____       NUMPAGES 27 PAGE 20 PAGE 20 PAGE 20 PAGE 24 Employee Handbook July 2016 PAGE 12 Employee Handbook July 2016 00000 0 0 000000000$0&0'0(0*0+0,0-0C0D0G0H0I0J0K0L0O0P0Q0U0V0[0]0`0b0f0g0i0j0m0n0o0p0w0x0|0~0000000000000000000000000000h6\hN;hN;@ hN;hN;hN;hN;@hN;hN;@hN;hN;@hN;hN;@O0000000000000000000000000000000000000000000111 1 11111111111 1!1%1&1'1(1*1,1.101113141517191;1<1?1A1B1C1D1hN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;PD1E1F1G1M1O1P1R1S1U1V1X1Y1Z1[1\1]1^1_1e1f1g1h1i1k1l1m1o1q1s1w1x1111111111111111111111111111111111111111޺ޱhN;hN;@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ hN;hN;hN;hN;@hN;hN;@hN;hN;@F111111111111111111111112222 2 2 2222222222!2#2$2%2&2(2)2*2+2,2-2/20212224262:2;2?2A2C2D2E2F2G2H2J2K2M2N2O2P2U2V2W2 hR~@hN;hN;@hN;hN;@hN;hN;@hN;hN;@ 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_Toc449962067}DyK _Toc449962068}DyK _Toc449962069}DyK _Toc449962070}DyK _Toc449962071}DyK _Toc449962072}DyK _Toc449962073}DyK _Ref449962709}DyK _Toc449962075}DyK _Toc449962076}DyK _Toc449962079}DyK _Toc449962080}DyK _Toc449962081}DyK _Toc449962082}DyK _Toc449962083DText7Insert County Name$$If0!vh#vK#v :V l;(6,5K5 9/ a0pytBYtDText8vDText10DText51, Assistant Commissioner$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYDText9(Contact Information)DText9(Contact Information)$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText11vDText12DText52, Assistant Commissioner$$If0!vh#v3 #v #v9 #v :V l;(6,53 5 59 5 9/ a0p(ytBYDText9(Contact Information)DText9(Contact Information)$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText13vDText14DText53, Assistant Commissioner$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYDText9(Contact Information)DText9(Contact Information)$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText15vDText14DText54, Assistant Commissioner$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYDText9(Contact Information)DText9(Contact Information)$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText25vDText50DText55, Assistant Commissioner$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYDText9(Contact Information)DText9(Contact Information)$$If0!vh#v3 #v #v9 #v :V l;(6,53 5 59 5 9/ a0p(ytBYvDText81vDText82vDText56DText57, District Conservationist$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p(ytBYvDText83xDText105vDText58DText59, Conservation Assistant$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText84xDText106vDText60DText123, Additional Staff$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText85xDText107vDText61DText124, Additional Staff$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 55059 5 9/ a0p2ytBYvDText86xDText108vDText62DText125, Additional Staff$$If0!vh#v3 #v #v9 #v :V l;(6,53 5 59 5 9/ a0p(ytBYvDText87xDText109vDText63DText126, Additional Staff$$If0!vh#v3 #v#v0#v9 #v :V l;(6,53 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