|A copy of the utility's Employers' Notice of Insurance form was observed to be posted in multiple locations in the city, including in the city office, the utility/fire shed, the entry to Bear Hall (functionally the city hall), and the water treatment plant. The city and utility receive their insurance from Alaska Municipal League Joint Insurance Association, Inc. (AMLJIA). The insurance covers job-connected injuries, illnesses or death as provided by the Alaska Workers' Compensation Act, and was current and compliant as of August 30, 2013. AMLJIA also provides insurance coverage for risk property, earthquake, employers' liability, flood, and general liability, and a certificate of coverage is posted in public locations in Port Alexander.
Title 7 of the city's code of ordinances outlines the utility's personnel policy. The policy addresses hiring, conditions of employment, travel and pay allowances, suspension, demotion, dismissal, maternity/paternity leave, leaves of absence, and grievances. The city's lawyer maintains a copy of the personnel policy, and any changes made are submitted to the city's lawyer for approval.
The utility does not currently have written job descriptions for each position, though there is an organizational chart including all employees. The city's organizational chart reflects supervisory authority, chain of command, and management. The city has a written personnel evaluation process, though this is not tied to the job description, and the city is not currently following the evaluation process for all employees. Each employee has a personnel file including an I-9, a job application, and a W4. However, the city is not consistently using or filing a letter of acceptance for each employee. As evidence of hiring and understanding of the terms of employment, the mayor signs the job application and places this in the employee's personnel file. While the utility does have a probationary period and job training, these tools are not laid out specifically for the employee in a job description or letter of acceptance, thus risking inconsistency. Each department does have a manual which describes the responsibilities of the position.
The utility provides training opportunities for staff, with the approval of the city council. The city clerk was recently approved to attend a RUBA Clerk's Management for Rural Utilities training in Juneau, and there is money allocated in the budget for the water operator to complete Continuing Educational Units, required to maintain certification.|