The Director of Personnel shall:
(A) Be appointed and removed by the County Executive, only with the advice and consent of a majority of the County Board;
(B) Be a person, experienced in the field of personnel management and administration, particularly in the application of merit principles and labor relations;
(C) Perform those duties, as may be assigned, including to:
(1) Apply and carry out the provisions of this chapter, and the rules and regulations adopted hereunder;
(2) Develop in cooperation with appointing authorities and others, programs for improvement of employee effectiveness and efficiency;
(3) Review, as necessary, the operations and effect of this chapter and of the rules promulgated pursuant thereto and report accordingly to the County Board and appointing authorities;
(4) Encourage and exercise leadership, in the development and implementation of effective and efficient personnel management and administration, with among county appointing authorities and others; and
(5) Perform other lawful acts, which the Director may consider necessary, desirable or appropriate to carry out the purpose of this chapter and other, subsequently adopted, implementing measures.
(D) Prepare and submit to the County Board proposed rules for the classified service;
(E) Give at least ten days’ notice to appointing authorities and others affected, or proposed rules and give them the opportunity, upon their request to appear before the County Board or its designated Committee(s), to express their views thereon, before action is taken by the County Board;
(F) Recommend rules, which shall provide for:
(1) Preparation, maintenance and revision of a position classification plan for all positions in the classified service, based upon the similarity of duties performed and responsibilities assumed, so that the same qualifications may reasonably be required and the same schedule of pay may be applied to all positions in the same class. Each position authorized by the Board shall be allocated by the Director to the proper class;
(2) Promotion which shall give appropriate consideration to the applicant’s qualifications, record of performance, seniority and conduct. Vacancies shall be filled by promotion whenever practicable and in the best interest of the county service, and preference may be given to employees within the department in which the vacancy occurs;
(3) Open, competitive examinations, to determine the relative fitness of applicants for the respective competitive positions, when necessary and/or appropriate;
(4) Competitive selection of employees for all classes in the classified service;
(5) Establishment of lists of eligibles for appointment and promotion, upon which lists shall be placed the names of successful candidates in the order of their relative excellence in their respective qualifications. The duration of eligible list for initial appointment shall be for no more than one year, unless extended by the Director for no more than one additional year; lists of eligibles for promotion shall be maintained for as long as they are considered valid by the Director;
(6) Certification by the Director to the appointing authorities of not more than the top five names from the list of eligibles for a single vacancy;
(7) The rejection of candidates who do not comply with reasonable job requirements or are illegal aliens;
(8) Period of probationary employment. During the initial probation following appointment any employee may be discharged or demoted without charges or hearing except that applicants or employees, regardless of status, who have reason to believe that they have been discriminated against because of religious opinions or affiliation, or race, sex or national origin in any personnel action may appeal to the Board in accordance with the provisions of this subchapter, or in appropriate rules established by the Board pursuant thereto.
(9) Provisional employment without competitive examinations when there is no appropriate eligible list available. No person hired as a provisional employee shall continue on the county payroll longer than six months per calendar year nor shall successive provisional appointment be allowed;
(10) Transfer from a position in one department to a position in another department involving similar qualifications, duties, responsibilities and pay;
(11) Procedures for authorized reinstatement, within one year, of persons who resign in good standing;
(12) Layoff by reason of lack of funds or work or abolition of the position, or material changes in the duties or organization, and for the layoff of non-tenured employees first, and for the re-employment of permanent employees so laid off, giving consideration in both layoff and re- employment to performance record and seniority in service;
(13) Keeping records of performance on all employees in the classified service;
(14) Suspension, demotion or dismissal of an employee for misconduct, inefficiency, incompetence, insubordination, misfeasance, malfeasance or other unfitness to render effective service and for the investigation and hearing of appeals of any employee recommended for suspension, demotion or dismissal by a department head for any of the foregoing reasons;
(15) Establishment of a plan for resolving employee grievances and complaints, including an appeals procedure;
(16) Hours of work, holidays and attendance regulations, and for annual sick and special leaves of absence, with or without pay, or at reduced pay;
(17) Development of employee morale, safety and training programs;
(18) Establishment of a period of probation, the length of which shall be determined by the complexity of the work involved, but which shall not exceed one year without a special written approval from the Board; and
(19) Any other rules, not inconsistent with this chapter, as may be proper and necessary for its enforcement.
(G) Acting by and on behalf of the county, shall as practicable, cooperate with other governmental agencies, charged with public personnel management and administration.
(Res. 88-173, passed 11-17-1988)