HomeMy WebLinkAboutC.054.93011_0937The human resources director is responsible for an active recruitment program to meet current
and projected manpower needs, using procedures that will assure equal employment
opportunities based on job-related requirements. The director will advise and assist staff and
management personnel in all matters regarding implementation of and compliance with the
County's Equal Employment Opportunity Policy, and will have the responsibility to
examine existing internal policies and procedures which may serve as barriers to
implementing the Polis}. Recruitment efforts of the Rewonn4 Human Resources
Department and all county departments will be coordinated in a timely manner.
Section 3. Position Vacancy Announcements
CHANGE: TO CLARIFY BASIC OUALIFICATIONS AND EXPECTATION FOR
A REVIEW OF THE VACANT POSITION BEFORE ADVERTISING.
Tire county will conduct a program of open recruitment in all positions to permit fair
competition. All position vacancy announcements shall be posted for a minimum of seven (7)
working days at (4) the County Remenmel Affise Human Resources and (2) may be listed
with the local office of the Employment Security Commission Optional recruiting publicity
shall be carried out through the media, as appropriate. Formal position vacancy
announcements shall contain, at a minimum, (1) the title, grade, and location of the position;
(2) the closing date of the announcement; (3) a summary of the basis MINIMUM
qualifications AND EXPERIENCE requited for the position; (4) a summary of the essential
functions of the position; (5) the procedures for making application; and (6) a statement of
equal employment opportunity. The posting period will be sufficient to ensure allpersonnel
and interested persons have a chance to see the announcement and to apply, but will be no
less than seven (7) working days
Before a vacancy announcement is posted, the department head may review the job
description and inform the human resources director of any changes in job dukes or
requirements.
Section 6. Qualification Standards
CHANGE: ADDED LANGUAGE TO EXPANDED ON BASIS OF MERIT
B. All appointments shall be made An the hasis of m based upon the job-related
quafreabons of applicants for employment using fair and valid selection criteria.
Section 9. Probationary Period of Employment
CHANGE: REDUCES THE PROBATION PERIOD FROM ONE YEAR TO NINE
MONTHS AND DISTINGUISHES BETWEEN INITIAL PROBATIONARY PERIOD
AND PROBATION FOLLOWING A PROMOTION.
An employee appointed of promewd to an established position shall serve a probationary
period of not less than six months nor more than (1) year mine months. (Law enforcement
officers are required to serve a one-year probationary period). The probationary pew is
designed to give the employee time to learn the position and to give the supervisor time to
evaluate the employee's potential and perfornanea During the ihntiial probationaryperiod,
the County may terminate the probationary employee's service on the basis of
unsatisfactory performance or on the basis of any other non-discrimuotory reason deemed
sufficient by the Courcy. Any employee serving a prehafiimar
efim of die pfebafienoy pefied; ' employee may only be dismissed as
psevided in Mfiele VM.
An employee who is promoted after serving the -ilial probationary period will be expected
to next all the job requirements of the new position within six months ofthe promotion. If
the promoted employee fails to meet the standards within the six-month period, helshe
may be demoted or transferred as
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