Loading...
(A) The annual budget may include wage increases for the budget year effective July 1 annually, subject to availability of revenues.
(B) Individual adjustments may be made during the year as necessary (probation completion, salary-based performance increases and the like) subject to availability of funds. Performance based increases shall be made with the prior approval of the Fiscal Court.
(Ord. 4-2014, passed 7-31-2014, § 3.19)
(A) An appointment to a position shall be made only after the individual being considered has been certified for the position as set forth in § 30.058 of this chapter. This policy applies to new applicants, rehires, transfers and promotions.
(B) Subject to approval by the Fiscal Court, the County Judge/Executive shall make appointments by executive order. The executive order shall state the name of the individual, the appointed position and class, the beginning wage and the beginning date of employment. A copy of the executive order shall be filed in the individual’s personnel file.
(Ord. 4-2014, passed 7-31-2014, § 3.20)
(A) Promotions. In considering the filling of a vacancy, current employees who meet job requirements shall be considered for the position. If the County Judge/Executive determines the needs of the county are best served by employment of external candidates, he or she may recommend the appointment to Fiscal Court that is in the county’s best interest.
(B) Transfers.
(1) The county may fill vacancies by transferring any current employee; provided that, the employee meets or exceeds the job requirements for the position(s) they are being transferred to. The Fiscal Court shall be notified contemporaneously of any transfer to which position the employee is being transferred to.
(2) Transfer requests from employees will be treated like applications for employment in that the county will select the most qualified individual to fill the vacancy. Personnel who have requested transfer to vacant positions within the county will also have to compete with applicants who have applied for the vacant position. Additionally, the County Judge/Executive will ensure that any transfer granted will be in the best interest of the county and will not have an adverse affect on the losing department.
(C) Open application policy. The county shall accept applications for employment at any time during regular business hours. Current employees may apply for vacant positions within the county; provided, they meet the qualifications requested by the hiring authority. If the County Judge/Executive determines that a new hire is in the best interest of the county, he or she may advertise to fill the vacancy and select the most qualified candidate from the applications received. If an individual is not selected for whatever reason, his or her application will be maintained on file with the Fiscal Court for six months. Should a situation arise where the County Judge/Executive needs to fill a vacancy, those applications on file can be used to select an individual to fill a vacant position; provided, the applicant is qualified for the position.
(D) Recruitment. If determined by the County Judge/Executive that it would be in the best interest of the county to obtain a larger pool of candidates for a position opening, the County Judge/Executive may simultaneously post position openings internally as well as advertise publicly. Any such public recruitment shall be in accordance with § 30.056 of this chapter.
(E) Hiring list.
(1) To address vacancies which may arise in the County Fire Department, the county shall maintain a Fire Department hiring list containing the eligible candidates. Eligibility shall be based upon uniform testing scores obtained from the Fire Department test, which shall be administered annually and no later than October 1, or as soon as practical thereafter.
(2) The list shall be maintained for a period of 12 months, unless approval by the County Judge/Executive is granted for an extension. In the event a candidate is unavailable, the list is insufficient or other needs arise which require testing, the Department shall permit additional testing for candidates, with the approval of the Judge/Executive and notice to the Fiscal Court.
(F) Temporary, part-time employee. In the event an emergency situation arises, the County Judge/Executive may hire a part-time employee on a temporary basis until the situation has been resolved. The Fiscal Court shall be notified contemporaneously of the new hire.
(G) Applications reviewed.
(1) Applications for part-time, temporary or seasonal park employees shall be reviewed by the Park Director and Human Resources Director.
(2)
If applicants are qualified for the vacant position(s), funding is available in the budget, and the Park Director and Human Resources Director both agree to offer the applicant employment, they may be hired at that time, pending results of division (4) below. A list of each hire, their application and background check must be presented to Fiscal Court at the next scheduled meeting for ratification.
(3) The maximum number of eligible part-time, temporary or seasonal park employees shall not be limited to a maximum number of positions due to scheduling requirements.
(4) A background check and drug screening shall be required prior to hire.
(Ord. 4-2014, passed 7-31-2014, § 3.21; Ord. 6-2022, passed 8-12-2022)
If recruitment is initiated per § 30.055(B), (C) or (D) of this chapter, notices of employment opportunities shall be publicized in the local newspaper and posted on the county website to provide interested and qualified persons with an opportunity to apply.
(Ord. 4-2014, passed 7-31-2014, § 3.22)
(A) Applicants must apply on forms provided by the county.
(B) Applications will be considered active for six months.
(C) The application form may be subject to change due to state and federal mandates.
(D) The application form will contain a space for the selective service registration number for male applicants who are at least 18 years, but not yet attained the age of 26.
(E) The application form shall be reviewed annually. The County Judge/Executive shall update and ensure that the form meets the latest requirements.
(Ord. 4-2014, passed 7-31-2014, § 3.23)
(A) No person may be appointed to a position unless verified information on an official employment application indicates that he or she meets the qualifications for the position as set forth in the class specification.
(B) In the event the position to be filled is a department head or supervisor, the Judge/Executive and at least one magistrate shall review the proposed job description, salary and qualifications and the Judge/Executive shall make any changes necessary prior to the notice of vacancy. At least one magistrate will assist the County Judge/Executive in conducting the interviews. In the event that the vacancy is for a staff position, the department head shall prepare and present to the Judge/Executive a proposed job description and qualifications, and the Judge/Executive shall make any necessary changes prior to the notice of vacancy. (Refer to KRS 67.710(7).)
(C) (1) The qualifications of an applicant for a position shall be ascertained on the basis of one or more of the following:
(a) Information the applicant supplies on the official employment application;
(b) Written, performance or physical tests or examinations, or any combination, which may be required by the County Judge/Executive;
(c) A joint personal interview conducted first by the department head whose organization has the vacancy and the County Judge/Executive or designee. If needed, a second interview will be conducted prior to official notification and offer to the applicant. Once the applicant accepts the offer of employment, the County Judge/Executive will request approval from the Fiscal Court to hire the applicant;
(d) Information and evaluations supplied by the references given by the applicant; or
(e) Other appropriate information as determined.
(2) The county will conduct background investigations on all applicants for employment prior to an offer being made.
(D) All candidates for employment shall have at the time of hire a minimum education of a high school diploma or GED. The Court may waive this requirement.
(Ord. 4-2014, passed 7-31-2014, § 3.24)
(A) All personnel initially appointed, rehired, transferred or promoted to an established position shall be on probation status for six months. The probation period may be extended by the County Judge/Executive, at his or her discretion, or upon the department head’s recommendation, for up to one year.
(B) Any employee who has already served an initial probation period and is promoted or transferred to a new position shall be in a transfer probationary status and may be reinstated without right of appeal to the position from which they were promoted or transferred or to a comparable position.
(C) A new employee may be dismissed without right of appeal during the original probation period at any time.
(D) Benefits including, but not limited to, retirement, health insurance, life insurance, vacation, sick and other leave, are provided to full-time eligible employees. Health and life insurance benefits will be in effect in accordance with rules of the provider, but shall begin as soon as practical after hire.
(E) A new employee is not eligible for a pay increase until he or she has successfully completed his or her six-month probationary period. Upon completion of his or her probationary period, the employee may be eligible for the annual CPI authorized by the County Fiscal Court subject to the recommendation of the department head and availability of funding in the budget and will begin the next payroll following successful completion of the probationary period.
(1) The Fire Department has its own compensation plan and is exempt from this division (E).
(2) The Road Department provides a 3% increase upon successful completion of the employee’s six-month probationary period and receipt of his or her CDL license therefor would be exempt from this division (E).
(Ord. 4-2014, passed 7-31-2014, § 3.25)
Loading...