All right so we are now gonna cover continuing education miscellaneous and benefits, that’s where we are in this section. The last three so let’s talk about the education section. So the purpose of having a section for continuing education is to verify and document employees’ knowledge skills and ability any copies or originals of certificates, diplomas or degrees are stored in this section. Also if a specific educational requirement is required in order to perform the position it must be documented so if they need a driver’s license for example in order to do their jobs you’d want to have that in this section and you want to make sure that it’s maintained throughout their employment. It’s recommended to keep up and I wrote the spreadsheet down but I crossed it out because I don’t think it’s recommended to have a spreadsheet. It’s recommended to have a system where you keep a really good track of certificates that they need that might expire over time. If spreadsheets are all you got, that’s great. Ideally again you’re looking for some sort of an online system to make sure that you don’t forget that maybe a driver’s license is expired. I was talking to somebody the other day who had a person that was in a role that had been in the rule for about five years and needed an active driver’s license and actually didn’t have one the entire time. So you want to make sure that you know what it is you need to collect. You collect it and you need to make sure you check back in to ensure that something has expired that shouldn’t. So examples would be university degrees, vocational diplomas, colored certificates, journeyman tickets for stage certificates, cpr certifications and like I said driver’s licenses so that’s the education section. We have the other section so something you could put in another section is this just contains miscellaneous information that you want to store that establishes the relationship that may not fit in another section. One thing I want you to know about employee files is that I don’t know back in the day they were this repository for collecting stuff about employees, not how it works today don’t have anything in here that an employee doesn’t know about that they don’t already know is in there. I normally keep stuff that you need to keep so for example if an employee were to leave you know we strongly encourage doing exit interviews so if you completed an exit interview section the other section would be a great place to store that one of the things. We recommend that you make it a qualitative exit interview so make sure their direct supervisors are not doing the interview because that’s not ideal. Ask questions that you can measure like if you were to raid our culture from 1 to 5 or our values, so that over time you can start to get qualitative data that you can say over the past three years you know you were scoring a three but from that you increased you changed. What you did to enhance it and now it’s that that score is rising. I think that’s an important thing to think about and if you’re not doing exit interviews we strongly suggest you do so. Then you’ve got the benefits section which again I had mentioned earlier that we want you to have in a separate file folder that you can place in this one or you can have an in completely separate file cabinet. If that works for you, so a separate employee file as I said and you want to make sure that only those that need to see this see it because you can’t un see what’s in a file. So some things you might store in a benefits folder would be the enrolment cards the change forms some correspondence that you might have enrolment for optional benefits salary increases for benefits premium changes rsp information. If applicable workers comp forms if applicable the bottom line though is I wouldn’t have anything in here that I wouldn’t want to know so you don’t want to have anything in here about diagnosis where possible. And how the insurance company keeps all the data so that you don’t have anything in here that could possibly be seen by someone that shouldn’t see it. Protecting the privacy of our information is a big responsibility for us as employers. So the benefits one is is a really important one to make sure you protect. So in summary, education tracks make sure you have a good system that if something has an expiry date on it you know when it expires. Only keep what you need, consider doing exit interviews. If you don’t know and I know sometimes if you do an exit interview employees aren’t always as friendly and the way that they deliver information because they might believe in and unhappily. But there’s truth in there so take a minute to hear what it is they’re trying to tell you and benefits. Only keep what you have to keep. You can’t unlearn what you see and so please protect people’s information. This has been an initiative of the city of penticton second development department. I’m Cori from the performance group.