The purpose of this part is to provide for the orderly administration of county government and shall provide for the following:
(1)a. The preparation and maintenance of a position classification plan for all positions in the classified service, based upon a similarity of duties performed and responsibilities assumed, so that the same schedule of pay may be applied to all positions in the same class. Each position in the classified service shall be allocated to one of the classes in the plan. The full-time unclassified service positions in the county departments shall be included in the pay plan and shall be eligible for compensation and benefits as awarded to classified service positions.
b. The director shall have the authority to perform and facilitate the performance of classification
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The purpose of this part is to provide for the orderly administration of county government and shall provide for the following:
(1)
a. The preparation and maintenance of a position classification plan for all positions in the classified service, based upon a similarity of duties performed and responsibilities assumed, so that the same schedule of pay may be applied to all positions in the same class. Each position in the classified service shall be allocated to one of the classes in the plan. The full-time unclassified service positions in the county departments shall be included in the pay plan and shall be eligible for compensation and benefits as awarded to classified service positions.
b. The director shall have the authority to perform and facilitate the performance of classification studies to maintain an effective classification plan. The board is responsible for facilitating a comprehensive classification plan review every five years. The review shall be performed at the expense of the county and shall consist of the grading and classification of all positions in the county. The periodic maintenance of the classification pay plan shall be performed by the director and approved by the board. The comprehensive classification plan review shall be subject to board and commission approval before becoming effective. The comprehensive classification plan review has to be either approved or denied in its entirety.
(2) A pay plan for all employees in the classified service. The plan shall be composed of salary grades and ranges of pay with minimum and maximum rates as may be deemed necessary for proper recruitment and retention of personnel. The pay plan shall be fully integrated with the classification plan.
(3) The open-competitive and promotional examinations to determine the relative fitness of individuals meeting announced requirements to perform the duties of the positions in the classified service. The examinations shall be announced publicly and in advance of the date fixed for closing the filing of applications.
(4) The establishment of eligibility lists for appointment and promotion upon which lists shall appear the names of successful candidates in order of their relative performance in the respective evaluations. The duration of eligibility lists shall normally be for two years.
(5) A rejection of candidates who fail to meet announced job requirements or who are found lacking in conduct or character, or who have attempted any deception or fraud with respect to an examination or candidacy for appointment, or for any other reason deemed just and applicable.
(6) A probationary period of six months before appointment is complete and regular status is conferred on the probationary employee in the classified service.
(7) For the establishment and operation of policies that do not discriminate on the basis of sex, age, race, creed, color, handicap, or national origin in recruiting, hiring, promoting, upgrading, training, job assignments, dis-missal, or other disciplinary measures, compensation, or other terms and conditions of employment.
(8)
The preparation and maintenance of records of performance of all employees in the classified service. The records shall be considered: In counseling employees regarding work improvements; in determining salary increases and decreases provided in the pay plan; and as a factor in promotion, dismissal, suspension, demotion, layoff, transfers, and reinstatement.
(9) The development and operation of programs to improve the effective-ness and morale of employees in the public service, including training, safety, health, counseling, and employee relations.
(10) The imposition of disciplinary measures of dismissal, demotion, and suspension without pay; and for provisions for appeal from those actions.
(11) The establishment of procedures governing layoff, reinstatement, disciplinary actions, and grievances.
(12)
The hours of work and holidays; vacation, sick, and leave, with or without pay.
(13) The examination and certification of public payrolls by the county manager and personnel director.
(14) The exemptions from the coverage.
(15) The prohibition of political activity on the part of any employee in the employment of the county.
(16) Other rules and regulations not inconsistent with this part, which shall aid in its effectiveness.