Section
General Provisions
34.01 Administration; purpose
34.02 Affirmative action
34.03 Job classifications
34.04 Selection process
34.05 Progressive discipline
34.06 Other personnel matters
Ethics of County Officials and Employees
34.20 Definitions
34.21 Fair and equal treatment
34.22 Conflicts of interest
GENERAL PROVISIONS
According to state and constitutional law, the County Judge/Executive serves as a member and presiding officer of the Fiscal Court and acts as the county’s chief executive and administrative official (Ky. Const. § 124, KRS 67.040, 67.710). The County Judge/Executive, or his or her designee, shall develop, implement, and administer a personnel or human resource management system which will include, among others, provisions for affirmative action, recruitment, motivation, classification, compensation, training, progressive discipline, benefits, ethics, conflicts of interest; all for the purpose of promoting greater employee involvement and enhancing productivity, quality, and efficiency of the work force at the county level.
(Prior Code, § 24.001) (Ord. passed 6-13-1994)
(A) The County Judge/Executive shall develop and maintain an Affirmative Action Plan consisting of:
(1) A statement of policy;
(2) Methods for dissemination of the policy;
(3) Work force analysis; and
(4) Goals and timetables.
(B) The County Judge/Executive is responsible for the implementation of the county’s affirmative action plan.
(C) The County Judge/Executive shall maintain, in current order, the following documentation:
(1) Job classification for each position with minimum requirements based on tasks performed;
(2) Work force analysis which shows for each EEO-4 category, the number of persons employed, the pay range, race, sex, and date of last promotion;
(3) Roster containing name, position class, department, race, sex, pay range, date employed, and last promotion for each county employee; and
(4) Applicant flow chart.
(D) The County Judge/Executive shall receive progress reports showing personnel actions from each agency and office of the county and shall prepare a consolidated report on equal employment opportunity progress on all county employees for submission to the Fiscal Court as required.
(Prior Code, § 24.002) (Ord. passed 6-13-1994)
(A) Each job classification shall be in writing and include:
(1) A concise, descriptive title; and
(2) Description of the duties and responsibilities of each position in each classification; and a statement of minimum and/or desirable qualifications for each position.
(B) All positions in a single class shall be sufficiently alike to permit use of a single title, description, qualifications, and pay range.
(C) Current job classifications shall be maintained in the current county personnel policies and procedures.
(Prior Code, § 24.003)
(A) The public may be notified of any vacancy to be filled by publication in the newspaper of greatest circulation in the county.
(B) All current county employees shall be notified at work of any vacancy in a conspicuous place at work; positions shall be filled by promotion of such employees whenever practicable.
(C) Each applicant shall fill out and sign a standard written job application form. Applications shall be kept for as long as specified in the Archives and Records County Retention Schedule.
(D) Each qualified applicant shall be interviewed by the person who is to be the immediate supervisor of such employee.
(E) The County Judge/Executive shall make the selection, subject to approval of the Fiscal Court when required, and notify the applicant and supervisor, in writing, of the selection.
(F) EEO information shall be obtained from the applicant on a separate form and on a voluntary basis. It shall not be used to exclude any person from employment.
(Prior Code, § 24.004) (Ord. passed 6-13-1994)
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