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DELEGATION OF AUTHORITY
The Department of Human Resources ("HR"), a staff office of the County Commissioners, has the following authority and responsibilities:
(A) Administering this chapter;
(B) Ensuring the county's compliance with all applicable laws regulating employment and benefits;
(C) Administering the overall compensation programs and classification plan for County employees;
(D) Informing employees of personnel policies and procedures;
(E) Establishing and maintaining all personnel records for county employees;
(F) Establishing and overseeing a progressive discipline program;
(G) Providing employees with reasonable opportunities to review their individual personnel files; and
(H) Consulting on policy recommendations and other personnel-related matters.
(2004 Code, § 48-4) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Management exercises those powers delegated by the County Commissioners.
(B) The County Commissioners retain complete authority to direct the actions of all personnel.
(C) Persons holding management positions are at all times required to meet the highest standards of efficiency, courtesy, fairness, and commitment to serving the citizens of the cunty.
(D) The County Commissioners may amend, add, or abolish any program, policy, benefit, ordinance, resolution, or privilege as they deem necessary to the public interest and the efficient operation of county government.
(2004 Code, § 48-5) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
FILLING POSITIONS
The county’s objective is to recruit and select the most qualified individuals for county positions. Recruitment and selection shall be conducted to assure competition and provide equal employment opportunity. No consideration shall be given to any political or partisan endorsement for employment.
(2004 Code, § 48-6) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Procedure. All requisitions for filling vacancies shall be submitted to HR.
(B) Filling vacancies. When a position becomes vacant, unless the County Commissioners direct otherwise, HR shall post a notice of intent to fill the vacancy unless an employee within the department in which the vacancy occurs meets the qualifications and is selected for the position.
(2004 Code, § 48-7) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Procedure. All applications for employment shall be submitted to HR. The County Commissioners encourage applications from and employment of qualified county employees and residents.
(B) Rejection. HR may reject any incomplete application. The county may also reject any application containing false information. Falsification of information during the application or interview process is cause for an employee's dismissal at any time.
(2004 Code, § 48-8) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
(A) Screening. Written, oral, or performance assessments may be used, separately or in combination, to test the applicant's ability to perform in the position. HR, in consultation with the Department, shall set the standards of performance testing and reject applicants who fail to meet them. HR shall refer applicants to the department for interviewing consideration.
(B) Interviews. The department shall conduct interviews. HR must preapprove screening assessments administered by a department. The department shall select an applicant to fill the vacant position. The department shall report the result of each interview to HR.
(C) Employment offer. After the department makes a selection, HR, in conjunction with the Department Director, shall make all offers of employment for county positions.
(2004 Code, § 48-9) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
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