Selecting and advancing employees in the county system shall be on the basis of their ability, knowledge and skill levels relevant to the vacant position.
(A) Internal department recruitment.
(1) When a new or existing position becomes vacant, the employees in the department where the vacancy occurs shall be notified. If more than one employee expresses interest in the position, the applicable supervisor will conduct interviews. If the applicable supervisor determines that there is an interested, suitable candidate from within the department, the position may be filled internally upon review and approval from the Human Resource Director and the Board of County Commissioners.
(2) In some instances where a temporary employee is functioning in a similar position as that being recruited for, the department head/elected official will have the option of filling the vacancy without formal recruitment or competition so long as the temporary employee qualifies for the position. This qualification procedure will be met when:
(a) The employee has been in a temporary position for a period of at least three months; and
(b) The employee has satisfactorily performed the duties for which he or she has been assigned.
(3) Additionally, when the need has been determined and a request has been approved by the Board of Commissioners, the department head may promote an employee into a newly vacated position.
(B) County-wide recruitment. If internal department recruiting produces no suitable candidates, recruitment may continue by posting the vacancy within all the county departments. Any county employee may apply for a position by contacting the Human Resource Department. After the position closes, the applicable supervisor may interview qualified applicants. If the elected official, department head or supervisor determines there is a suitable candidate, the position may be filled upon review and approval from the Human Resource Director and the Board of County Commissioners. The supervisor may also elect to refer the position to open recruitment. In such a case, qualified county applicants will be considered with all other open recruitment applicants.
(C) Open recruitment. If a position remains vacant after considering departmental and county-wide recruitment, the county will publicly advertise or post the vacancy as deemed necessary by the Human Resource Director. Outside applications will be accepted for a minimum of seven calendar days after or concurrent with departmental and county-wide recruitment. At the option of the department head/elected official, workforce services or another recruiting entity may be designated to assist in the application gathering and review process. All interested applicants must file their applications with the Human Resource Department. After the recruitment period closes, the Human Resource Department will forward the qualified applications to the applicable supervisor to decide which applicants to interview.
(D) Concurrent recruitment. At the discretion of a department head/elected official and where it can be demonstrated that it is in the best interest of the department/office, recruitment for an open position may run concurrently (e.g., internal, county and open recruitment may run concurrently).
(Ord. passed 6- -2019)