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TO :
FIMM: Philip G . Bowles
I agree with items 1, 2 , 3 , 4 , 5 , 6 , and 7 .
I think #8 should be omitted in its entirety -
rn.
#9 - I feel #9 should be simplified - only that a personnel
system be developed to include all county employees .
#10 should be ommitted - ne
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Charter Proposal: 9-4
1. The governing board of Welli County shall develope, or cause to be developed, a
compensation
system of employment policies, rules, job classification and plans in accordance
with generally accepted principles and to promulgate such policies, rules and plans
under the authority
of and in compliance with the provisions of pertenent Colorado and Federal statutes.
2. These rules may be amended as circumstance requires and any such amendments will
b become effective as provided by law.
3. The governing board of Weld County shall be responsible for the implementation of
of this system. it shall become effective the first fiscal year following the
adoption of this charter.
4. 1t shall in no way cause or be used as reasons for immediate action against any
employee, department head, or other person salaried by, or through, Weld County.
5. Changes in retirement plans and other benefits shall not result in the loss of
any accrued funds or benefits of any individual salaried or employed by, or
through, Weld County.
6. Elected officials shall have direct authority over the employees in their
respective departments pursuant to the county personnel policies, rules, job
classification and compensation plans.
7. Such system shall include the following general provisions:
a. Employment and promotion in the county government shall be made upon the
basis of ability, education, training, and experience necessary to carry
out duties and responsibilities of the work to be performed.
b. Classification and compensation according to duties and responsibilities
persuant to adoption of a classification and pay plan which shall from
time to time be reviewed and amended by the board as necessary.
c. Standards of employment based on coduct and performance of work and the
procedures for creating and abolishing positions.
d. Dismissal, disciplinary and employee grievance procedures.
8. Such systems shall include the following specific provisions:
a. Conflict of interest: No employee sha]lbe employed by, or have any
/ interest in, any cumany welch wells, contracts, or does a major share
at
of its business with Weld County. No employee shall accept gifts, gratuities,
or services when it shall be deemed by the personnel Appeals Board as a con-
flict of interest.
b. Employment of Relatives: An appointing authority may not employ or request
the employment of any person who is related to him by law or kinship, to
gJ" include spouses, mothers, fathers, grandparents, sons, daughters, brothers,
and/or sisters.
c. Politics: No employee will uses his official authority or influence for the
purpose tf interfering with an election or affecting the results thereof,
solicit or receive, or have any concern in soliciting or reciving funds for
political purposes. No employee will be prevented from making contributions
to the political party of his choice.
Any person employed with the county, except and elected official,
who is desirous of seeking election to a partisan public office, will request
leave of absence without pay immediately upon filing.
�. •ll.ective Bargaining♦Employee Unions, etc.: in th nt collec ' - bar-
gaining . -. or -. • ' e unions are allo. _-• •r othe ' -. permitted by state
statutes, negotia - bet - -• elected of - s and/or their agents with
such groups shal allow- : o. . .• , • a mediator board of Weld County
citizens. % ch boar• 1 be comprise• two per appointed by the
governin_ d, two persons appointed by the emp : •ees grow. and one
p- son appointed by the Weld County Citizens Council.
e. Work Hours: The official hours of all Weld County agencies are from 8:uu a.m.
to s:uv P.m. , Monday through Friday. All employees will observe a regular
work week as specified above, unless otherwise authorized by the Yersonell
Denatment, and except for observance of specified holidays.
Such system shall include the following areas and personell:
a. Weld '.J8ounty Government Eloyees
b. Weld County Public Health Employees
c. Other
d. Department Heads
e. Professional and/or Technical
f. Other
10. Dismissal , suspension , demotion or other grievances may be appealed by an
employee through an appeals board.
a. Proper procedure for anneal shall be outlined within the personell policies
and rules.
b. Such procedures shall establish reasonable time limits for appeals and
shall give protection of employees civil rights.
c. -ae ' "
Definitions:
Personnel Policies-statements relative to the management and procedure
Personnel Rules-Regulations and guidelines covering/concerning all, or most, of the
questions and problems between Employee and Employer
Classification Plan-Assignment of positions into occupational groups and series of
classes determined by description of a class of positions which de-
fines the class title and distinguishes one class of positions from
other classes. It gives exampl es of typical duties and responsibilities
found at its grade level, and defines minimum skills, knowledges,
abilities, and education required.
ENIONWEIMNIZTTRU
Affirmative Action Program-Elimination of any prejudicial or discriminatory statements,
qualifications or implications which might result in racial, sexual,
physical handicaps creed, religion, age or similar discriminations;. in
compliance with Federal laws and regulations regarding Civil Rights and
Equal Employment Opportunity.
Personnel Report
Gz.Ci�GU." Clv ter.
Approximatly 50% of the returned employee questionaires indicated a preference for
Civil Service or other type personnel system.
A spokesman at a meeting held with employees stated that a much larger percentage
of employees felt that they needed or wanted Civil Service. Letters received and verbal
communication with other employees pointed to discrepancies in this statement and to
areas of Civil Service which would not,cor could not "fit" our particular needs ..n Wcid
C.,unty.
State Civil Service or State Merit Systems have been designed for particular areas
and although many of the Personnel Policies and Rules may suit our needs, the job
classification and compensation plans probably would not.
Some employees spoke of fear of losing jobs and of lack of basic job security.
Exchange of *Jokers because of heavy or light work load periods has had little over-all
planning, although some departments do this in a cooperative effort.
Most of the written personnel policies in Weld County Government have originated
frow'the commissioners offices in the form of resolutions and have covered basically
those areas which have not infringed upon the elected officials right of "hiring-prom-
otion-firing".
Job classification and compensation plans have also originated from the commissioners
office, because of their budget-taxation obligations. It is doubtful if they are as
extensive as they should be or if they provide fairneds and Objectivity deserving of
our county employees. Hereagain, "confusion of authority" between elected officials
has retarded a fully implemented classification compensation plan.
Most elected officials feel that they should retain their complete authority over
their employees. One might question whether they or their successors are prepared to
administrate or follow federal and state statutes pertaining to Civil Rights,
Wage Hour, Collective Bargaining and other laws pertaining to employment. Future
responsibilities and liabilities of the employer pose many problems which will un-
doubtedly require a certain amount of expertice.
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