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The purpose of this chapter is to establish a uniform personnel system under the guidance of the Board of Commissioners to provide for the selection, appointment, training and career development, compensation, discipline and other conditions of employment for employees of the county. The County Board of Commissioners, as sole legislative authority for the county, does hereby establish the following policies and principles of employment for the benefit of all county employees, as defined herein. Pursuant to this chapter and in accordance with the stated policies of the County Board of Commissioners, the County Manager shall institute procedures to ensure proper and uniform implementation of this chapter.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
The provisions of this chapter are applicable to all officers and employees of the county, excluding specifically:
(A) Elected county officials;
(B) The County Manager, the County Attorney and the Clerk to the Board of Commissioners;
(C) Members of advisory and special boards or commissions;
(D) Employees of elected county officials, other governmental entities or agencies thereof, except where specifically made subject to any provision(s) of this chapter by written agreement with the county;
(E) All employees of the County Emergency Management Program, except the Program’s Director, to the extent that the State Personnel Commission has not deemed the County Personnel System substantially equivalent to its own system pursuant to G.S. § 126-11, and to the extent that the employees remain subject to G.S. Chapter 126, Article 6;
(F) The Elections Director of the County Board of Elections, except that this employee will be subject to the county’s position classification plan;
(G) Temporary employees, to the extent that they will not be subject to county regulations governing appointment and separation, probationary periods, disciplinary actions, reduction in force and nondiscrimination grievances; and
(H) Where inclusion of a position is in conflict with any state or federal law.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
(A) (1) The County Board of Commissioners shall determine employment policies not inconsistent with other applicable law governing the employment of all county employees subject to this chapter.
(2) In addition, the Board shall approve all compensation schedules, policies and employee benefits affecting county officials, officers and employees; determine the holidays observed by county offices; provide direction to the County Manager in promulgating employment procedures; appoint a county Revenue Director pursuant to procedures set forth in G.S. Chapter 105; and perform any other duties required by G.S. Chapter 153A, Article 5, Part 4 or other applicable law.
(B) (1) The County Manager shall be the County Personnel Officer and shall be responsible to the Commissioners for the administration and technical direction of the county’s personnel program.
(2) In accordance with G.S. § 153A-82, and the policies stated in this chapter, the County Manager shall have ultimate authority and responsibility without prior approval from the Board of Commissioners for appointments, suspensions, dismissals and other employment procedures of all employees except those elected by the people or whose appointment is otherwise provided for by law. To this end, the County Manager shall have the authority and duty to establish employment procedures for the employees of county government subject to the terms of this chapter and in accordance with future policy directives of the Board of Commissioners.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
(A) The county is committed to complying with all applicable federal, state and local laws that pertain to employment and to providing a work environment that is free from discrimination of any kind.
(B) Discrimination against applicants to and employees of Wake County Government in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment on the basis of race, color, religion, sex (including pregnancy and wages), national origin, age, disability, genetics, veteran status, sexual orientation, gender identity or expression, family status or political affiliation is prohibited.
(C) Federal law and Wake County policy prohibit retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
(D) The definitions of race, color, religion, sex (including pregnancy and wages), national origin, age, protected veteran status, disability and genetics will be those promulgated by the U.S. Equal Employment Opportunity Commission.
(E) The County Manager may institute procedures to ensure equal employment opportunity and maintain Equal Employment.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006; Ord. passed 9-21-2015)
(A) Positions of the county may be designated as permanent or temporary and may be full time or part time.
(B) All appointments leading to regular status in full-time or part-time permanent positions shall be subject to successful completion of a probationary period. The probationary period shall be regarded as an integral part of the selection process and shall be used for evaluating the employee’s performance and adjustment to the position and for rejecting any employee whose performance or conduct is unsatisfactory. The probationary period shall be 12 months, except where probation of a different duration is proscribed by applicable law or regulation. Employees in probationary status serve at the will of the county. Employees who are not dismissed during the probationary period will be deemed to have successfully completed their probation and will attain regular status in the position.
(C) For purposes of administrative efficiency and proper personnel management, the county shall maintain a current position classification plan that standardizes position titles indicating the duties and responsibilities of each position. The County Manager has delegated the administration and maintenance of the classification plan to the Human Resources Director, who shall determine the duties of each position and shall promulgate procedures to establish, revise and maintain the classification plan so that it accurately reflects the duties performed by each employee in the classification system. The Human Resources Director shall make administrative amendments to the classification plan which includes amending the job family, sub family, title and level of positions as needed and based on labor market conditions.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006; Ord. passed 7-17-2007; Res. passed 11-18-2019)
(A) A plan of compensation for all positions shall be established by the Board of Commissioners and shall be maintained on a current basis. The plan will include salary bands commensurate with the responsibility and difficulty of the work, and will take into account the prevailing compensation for comparable positions in the recruiting area, in other agencies of government and other relevant factors. It will provide for the salary advancement of employees based upon performance, job requirements and job responsibilities.
(B) Each salary band will have a minimum, midpoint and maximum rate of pay. Employees shall be paid only for hours worked plus paid leave as authorized herein, except as provided for by the Department of Labor regulations governing the fluctuating workweek. Absent the use of accrued leave, the employee’s pay must be reduced for absences, for personal reasons or because of illness or injury of less than one workday.
(C) Approval of all personnel actions shall be subject to the availability of funds. The County Manager shall take no personnel action, which would expend funds in excess of those appropriated for salaries and wages in a fiscal year.
(D) To reward the faithful service of regular employees who have at least ten years of current and/or reinstated service coverage as an employee of the county government under the state’s Local Governmental Employees’ Retirement System or the state’s Law Enforcement Officers’ Retirement System, the County Manager shall implement procedures for awarding an annual longevity payment program. Eligibility requirements and the formula for calculating longevity payments shall be approved by the Board of County Commissioners. Note: Employees who are hired or re-employed on or after 6-16-1995, will not be eligible for longevity pay.
(E) The County Manager shall establish general policies and procedures governing compensation of employees who are newly hired, reinstated, reclassified, promoted, demoted or transferred. The County Manager shall establish and the Board of Commissioners shall approve rules and procedures not inconsistent with state and federal law governing compensation for expenses, overtime work, part-time work, temporary work, longevity payments, fringe benefits and other matters. The Board of Commissioners must adopt any change in compensation or benefits for county employees before the change can become effective.
(Ord. passed 11-4-1985; Ord. O-93-8, passed - -; Ord. passed 7-17-2006)
(A) For purposes of recognizing and rewarding quality work performance, improving productivity and accountability, enhancing employee performance through objective-setting and open communication, promoting career development, maximizing individual employee potential and ensuring the efficient functioning of county government, the County Manager shall maintain a system of performance evaluation and performance increases.
(B) The Board of Commissioners shall annually evaluate the performance of the County Manager, the County Attorney and the Clerk to the Board. The County Manager shall evaluate, at least annually, all other top management employees, as senior administrative staff, department heads and nonelected officials.
(C) Subject to available funding, a performance increase may be awarded based upon performance and position in the salary range. The County Manager shall establish rules and procedures governing performance evaluations of, and the award of performance increases to, county employees, which rules shall be approved by the Board of Commissioners.
(Ord. passed 11-4-1985; Ord. passed 7-17-2006)
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