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RESOLUTION
RE: AMENDMENTS TO THE WELD COUNTY PERSONNEL POLICY MANUAL
REGARDING EMPLOYEE PROMOTION AND TRANSFER, SICK LEAVE
POLICY AND HOLIDAYS.
WHEREAS, Section 3-8 (4) (f) of the Weld County Home Rule
Charter states that the Board of County Commissioners has the
power and the duty to develope a system of employment policies ,
rules, job classification and compensation plans, and
WHEREAS, by Resolution dated December 24 , 1975, the
Board of County Commissioners, Weld County, Colorado, adopted
a Personnel Policy Manual,and
WHEREAS, a recommendation has been made by the Weld County
Personnel Director to amend certain sections of the Weld County
Personnel Manual, and
WHEREAS, the Board of County Commissioners believes it to
be in the best interest of Weld County to approve and adopt these
amendments as submitted.
NOW, THEREFORE, BE IT RESOLVED by the Board of County
Commissioners , Weld County, Colorado, that certain amendments to
the Weld County Personnel Policy Manual, on promotion and trans-
fer, sick leave and holidays, a copy of said amendments being
attached hereto and made a part hereof by reference, be, and here-
by is approved and adopted and that the same become effective
forthwith.
The above and foregoing Resolution was, on motion duly
made and seconded, adopted by the following vote on the 27th
day of December, A.D. , 1976.
/� /J ���� ��� BOARD OF COUNTY COMMISSIONERS
ATTEST: •
1cu ( j -tillT'` WELD C UITY, COLORADO
Weld County Clerk and Recorder (/�
arld Clerk to the Board �� f�-et� �� , /".ry
Deputy C¢lu≥fty Cies(
"APP AD AS/ 1.
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�/ County Attorney
`Gk.a No - 760666
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be discriminated against by his/her supervisor as a consequence
of having applied.
When applying for a transfer an employee has no assurance
of getting the job but is assured of receiving an interview prior
to any outside interviews. In the event that an opening occurs
unexpectedly the Personnel Office may advertise for the job at
the same time it's posted but the priority for interviewing still
applies.
The above policy on promotion and transfer primarily applies
to permanent employees - those who have successfully passed their
six month probationary period. However, consideration will be
given to other than permanent employees with approval of the Per-
sonnel Office. CETA employees will be considered the same as any
other County Employee.
INSERT THE FDLLAWING STATEMENT AS A CHANGE TO THE SICK LEAVE POLICY
ON PAGE A-4 OF THE PERSONNEL MANUAL.
Effective January 1, 1977 probationary employees will be
able to use accured sick leave as required after completing thirty
(30) days of employment with the County.
ADD THE FOLLOWING STATEMENTS AFTER PAID HOLIDAYS ON PAGE A-2 OF
THE PERSONNEL MANUAL.
Holidays falling on Saturday shall be observed on the pre-
ceeding Friday. Holidays falling on Sunday shall be observed on
the following Monday.
-2-
THE FOLLOWING POLICY ON PROMOTION AND TRANSFER WILL REPLACE EXIST-
ING POLICY AS WRITTEN ON PAGE E-4 OF THE PERSONNEL MANUAL.
PROMOTION
It is the County Policy to promote from within when feasible.
A promotion will involve an increase in responsibilities and duties
and shall not be made for the single purpose of causing an increase
in salary. Priority consideration shall be given to departmental
promotions providing a qualified candidate is available. If no
qualified candidate is available, consideration will then be given
to other qualified County employees. If no qualified County employ-
ee is available the Personnel Office will then proceed with out-
side recruitment.
TRANSFER
Vacancies may be filled by County employees transferring from
one department to another. A transfer could involve a promotion,
an increase in advancement opportunity, or could be made merely for
employee satisfaction.
PROCEDURES FOR PROMOTIONS AND TRANSFERS
All promotions will be based on merit. In the event two em-
ployees are equally qualified, senority will prevail. When a
departmental promotion is made the supervisor recommending the
promotion will be required to complete an Employee Performance
Report. The completed report must be certified by the Personnel
Director. All promotions shall be contingent on satisfactory per-
formance and shall include a six month probationary period in the
higher position. In the event no qualified person is found within
the department then the opening will be posted immediately within
the County for a minimum of three days. The Personnel Office will
make up the announcement for openings to be posted upon notification
by the department with the opening. Not all beginning level lower
paid openings need to be posted. Any qualified County employee
desiring to apply for an opening must apply through the Personnel
Office by completing a request for transfer form. If any employee
applies for a posted opening and is not selected he/she will not
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