Utah § 17-75-603 Functions of county office of personnel management -- Personnel functions of county agencies, departments, or offices.

Utah Statutes

§ 17-75-603 — Functions of county office of personnel management -- Personnel functions of county agencies, departments, or offices.

Utah § 17-75-603

Title 17Counties

Ch. 17-75General County Personnel Management

Part 17-75-6Office of Personnel Management

This text of Utah § 17-75-603 (Functions of county office of personnel management -- Personnel functions of county agencies, departments, or offices.) is published on Counsel Stack Legal Research, covering Utah primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

Utah Code Ann. § 17-75-603 (2026).

Text

(1)(1)(a) The county office of personnel management shall perform the functions required by this Subsection (1).

(1)(b) The county executive, county legislative body, and county office of personnel management may not delegate the functions described by this section to a separate county agency, office, or department.

(1)(c) The county office of personnel management shall:

(1)(c)(i) design and administer a county pay plan that includes:

(1)(c)(i)(A) salaries;

(1)(c)(i)(B) wages;

(1)(c)(i)(C) incentives;

(1)(c)(i)(D) bonuses;

(1)(c)(i)(E) leave;

(1)(c)(i)(F) insurance;

(1)(c)(i)(G) retirement; and

(1)(c)(i)(H) other benefits;

(1)(c)(ii) design and administer the county classification plan and grade allocation system, including:

(1)(c)(ii)(A) final decisions on position classification; and

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(1) (1)(a) The county office of personnel management shall perform the functions required by this Subsection (1).
(1)(b) The county executive, county legislative body, and county office of personnel management may not delegate the functions described by this section to a separate county agency, office, or department.
(1)(c) The county office of personnel management shall:
(1)(c)(i) design and administer a county pay plan that includes:
(1)(c)(i)(A) salaries;
(1)(c)(i)(B) wages;
(1)(c)(i)(C) incentives;
(1)(c)(i)(D) bonuses;
(1)(c)(i)(E) leave;
(1)(c)(i)(F) insurance;
(1)(c)(i)(G) retirement; and
(1)(c)(i)(H) other benefits;
(1)(c)(ii) design and administer the county classification plan and grade allocation system, including:
(1)(c)(ii)(A) final decisions on position classification; and
(1)(c)(ii)(B) final decisions on grade allocation;
(1)(c)(iii) conduct position classification studies, including periodic desk audits, except that an agency, department, or office may submit classification recommendations to the county office of personnel management;
(1)(c)(iv) maintain registers of:
(1)(c)(iv)(A) publicly recruited applicants; and
(1)(c)(iv)(B) certification of top-ranking eligible applicants;
(1)(c)(v) monitor county agency, department, or office personnel practices to determine compliance with equal opportunity and affirmative action guidelines; and
(1)(c)(vi) maintain central personnel records.
(1)(d) The county legislative body may approve, amend, or reject the pay plan.
(2) County agencies, departments, or offices shall:
(2)(a) establish initial job descriptions;
(2)(b) recommend position classifications and grade allocations;
(2)(c) make final selections for appointments and promotions to vacant positions;
(2)(d) conduct performance evaluations;
(2)(e) discipline employees; and
(2)(f) perform other functions approved by the county executive, and agreed to by the county agency, office, or department.