HomeMy WebLinkAbout972611.tiffRESOLUTION
RE: APPROVE SECTION 7000 OF DEPARTMENT OF SOCIAL SERVICES OPERATIONS
MANUAL, AS A SUPPLEMENT TO THE WELD COUNTY PERSONNEL POLICY,
ORDINANCE #118-M
WHEREAS, the Board of County Commissioners of Weld County, Colorado, pursuant to
Colorado statute and the Weld County Home Rule Charter, is vested with the authority of
administering the affairs of Weld County, Colorado, and
WHEREAS, the Board has been presented with Section 7000 of Department of Social
Services Operations Manual, as a supplement to the Weld County Personnel Policy, Ordinance
#118-M, for the County of Weld, State of Colorado, by and through the Board of County
Commissioners of Weld County, on behalf of the Department of Social Services, and
WHEREAS, after review, the Board deems it advisable to approve said supplement, a
copy of which is attached hereto and incorporated herein by reference.
NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of
Weld County, Colorado, ex -officio Board of Social Services, that Section 7000 of Department of
Social Services Operations Manual, as a supplement to the Weld County Personnel Policy,
Ordinance #118-M, for the County of Weld, State of Colorado, by and through the Board of
County Commissioners of Weld County, on behalf of the Department of Social Services be, and
hereby is, approved.
BE IT FURTHER RESOLVED by the Board that the Chair be, and hereby is, authorized
to sign said supplement.
The above and foregoing Resolution was, on motion duly made and seconded, adopted
by the following vote on the 15th day of December, A.D., 1997.
ATTEST:
Weld County
BY -
Deputy Cler
APP
ee; ss,��
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
eorge E Baxter, Chair
stance L. Harbert, ro-Tem
Dale K. Hall
EXCUSED
Barbara J. Kirkmeyer
W. H. Webster
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SS0023
Table of Contents
SECTION: TITLE:
7.000 Overall Personnel Policy (Supplement to Weld County Employee Personnel Policy
Hanbook, Ordinance 118-M)
7.001 Communication/Liaison with County Personnel
7.002 Department Internal Advisory
7.003 Induction Procedures for New Employees
7.003.1 Social Service Personnel Officer
7.003.2 Weld County Personnel Office
7.003.3 Supervisory Responsibility
7.004 Employee Appearance, Behavior, and Conduct
7.005 Personal Relationships
7.005.1 Procedures for "Conflict" Evaluation Direction
7.006 Off Standard Work Days - Exempt and Non -Exempt Employees
7.006.1 Regular (Seasonal or Permanent) Off Standard Work Days
7.006.2 Flex Time
7.007 Overtime/Compensatory Time Policy
7.007.1 Fair Labor Standards Act - Exempt/Non-Exempt Employees
7.007.2 Accountability - Record Keeping
7.008 Rest for Exempt Employees
7.008.2 Exceptions to "Hour for Hour" Rest Time
7.009 After Hours Time Sheet - Exempt Staff
7.010 Attendance
7.010.1 Breaks
7.010.2 Lunch Breaks
7.011 Weld County Department of Social Services Compensation Policy
SECTION: TITLE:
7.011.1 County Pay Plan - WCDSS Seven Steps
7.011.2 Department Internal transfer and Promotional Policy
7.012 Performance Evaluations
7.012.1 Frequency
7.012.2 Process
7.012.3 Factors
7.012.4 Overall Rating
7.012.5 Internal Disputed Evaluation Procedures
7.012.6 Employee Input into Immediate Supervisor's Rating
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7.000 Overall Personnel Policy
The Weld County Department of Social Services abides by policies and procedures set forth
in the Weld County Government Personnel Policy Handbook. The following policies and
procedures are in addition to, or to clarify County policies as they relate to the Weld County
Department of Social Services.
7.001 Communication/Liaison with County Personnel
To prevent confusion and ensure adequate coordination, all communication (phone and
correspondence) involving the County Personnel office is conducted through the County
Director or the Department's Personnel Officer, unless referred to County Personnel through
the Director's office. This communication includes questions about job classifications, policy
interpretation, grievance and appeal procedures, etc. The Department endeavors to provide
clear and timely answers to employee questions and will give them high priority.
7.002 Department Internal Advisory Committees
The Department recognizes the value of staff suggestions and advice related to many matters
affecting the Department's services and mission. This advice is particularly important to
easing the implementation of new or revised programs and policies.
In addition to new programs, suggestions may cover staff training needs, working
relationships and the work environment. Suggestions may be given to supervisors, division
heads, or administration.
Department Advisory Committees are appointed by the Director. Advisory Committees may
be "standing" (appointed to serve indefinitely and meet regularly) or Ad Hoc.
Staff surveys may be made from time to time to solicit information.
7.003 Induction Procedures for New Employees
The purpose of these procedures is to provide new employees with information to give them
a good start. It also designates certain staff to obtain information from new employees for
department records. The employees' inunediate supervisors have the basic responsibility to
see that the employees are provided with information about their assignment, the Department,
and community resources.
7.003.1 Social Service Personnel Officer
New employees are to report to the Personnel Officer at the beginning of the first work day.
The Social Service Personnel Officer will:
1. Gather data for County Personnel records. This data will include home address,
telephone number, name and phone number of person to be contacted in case of an
emergency, and name of family physician (family physician optional). The Personnel
Officer will input data into the County Personnel system immediately.
2. Provide new employees with an Department of Social Services Orientation Manual that
should assist in getting acquainted with the Department. This manual will include
forms (Employee Personal Information, Confidentiality Form, Non -Exempt
Compensatory Agreement) to be completed by new employees; information regarding
employees' clasification, salary, etc.; organization chart; telephone extension list;
Organization/Referrals for Service and Information; Overall Personnel Policy; and
insurance offered to part time employees.
7.003.2 Weld County Personnel Office
The Personnel Officer will refer new employees to the Weld County Personnel Office for
County Orientation. At the County Orientation employees will be briefed on "common"
county benefits such as group medical, retirement, and life insurance. The time and place are
determined by the County Personnel Department.
7.003.3 Supervisory Responsibility
The immediate supervisor has the key responsibility to assist new employees in becoming
acquainted with the Department and the job assignment. These responsibilities are as follows:
1. Advise switchboard/receptionist of new employees' name, telephone extension, and
supervisor's name.
2. Introduce employees to other staff.
3. Provide employees with office supplies.
4. Provide employees with State and County manuals and give instructions as to use and
maintenance of manuals.
5. Advise employees about attendance and leave policies, office hours, coffee breaks.
6. Refer employees to Section 7.003 Induction Procedures for New Employees of Social
Services County Manual for procedures and county personnel policies.
7. Advise employees of professional ethics, appropriate dress, confidentiality.
8. Review office procedures with employees.
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9. Advise employees of telephone use, procedures.
10. Advise employees of emergency duty responsibilities and overtime policies.
11. Provide employees information about the Employee Steering Committee.
12. Advise employees of policies and procedures unique to the job assignment.
7.004 Employee Appearance. Behavior, and Conduct
Employees are to exercise good taste in clothing and to dress appropriately for their job
assignment. A neat and clean appearance is required. As mandated by the Board of
Commissioners, employees are not to wear shorts at work.
Employees are not allowed to have their children at work for any extended period of time.
Every employee must be aware that they are public employees and that it is their duty to serve
Weld County citizens in a courteous and efficient manner. Each employee must make a
personal effort to treat citizens politely, offering assistance, and explaining delays and
procedures thoroughly. MI citizens/clients must be treated with respect.
Any employee who is aware of fraudulent activity by a client or another employee is required
to report this fraud immediately to their supervisor or the director.
No employee may give preferential treatment to any individual or group.
Employees are prohibited from accepting gifts or gratuities in return for services provided.
County employees may not contact other employees on behalf of outside organizations during
work hours, unless prior approval has been obtained from the Director.
Employees must protect and not divulge privileged information (confidentiality) to any
unauthorized person. No one has a right to confidential information (inside or outside the
Department) unless this information is necessary to the performance of their job. There are
severe civil and agency penalties for failure to handle confidential information in a
professional and legal manner. All employees are asked to sign a Confidentiality Form.
7.005 Personal Relationships
Freedom of association is a personal guarantee well established in the U.S. Bill of Rights and
no attempt shall be made by the County to abridge that right. However; as a public agency
responsible for the delivery of services and public funds to the community, it is important that
Social Services departments and their employees maintain a high degree of integrity and
professionalism. Any personal relationship that results in behavior that materially affects the
effectiveness of the employee or the department should not be entered into or maintained by
the Social Services employees. To "materially affect" means to bring about actual, substantial
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negative consequences of a legal or political nature that results in impairment of action or
integrity to the agency or the employees. Examples of the kind of personal relationship that
would most likely be unacceptable:
1. An employee responsible for capital purchases for a county department and the sales
representative for a major supplier to the department.
2. A child protection caseworker and the mother of a child for whom the caseworker is
responsible to provide counseling and supervision.
3. An eligibility technician and an AFDC client.
4. A food stamp issuance clerk and a food stamp recipient.
5. A department supervisor and any immediate subordinate where the relationship is
such that it has a detrimental effect upon the integrity, effectiveness, and equitable
treatment of employee or present the appearance of same.
Social Service employees having relationships such as but not limited to these should defer any
provision of services and request assistance from supervision.
7.005.1 Procedures for "Conflict" Evaluation Direction
1. Employee refers potential conflict of interest, in writing, to their Division Head
through their immediate supervisor.
2. Division Head, after consideration of State and County rules, renders decision. This
decision may take the form of assigning case or service to another employee regarding
intra-department or outside relationships, or
3. Division Head may refer matter to Department Director who may, in turn, seek legal
advice or County Board direction.
4. Employee's written referral along with related correspondence should be forwarded
to Administration for filing.
7.006 Off Standard Work Days - Exempt and Non -Exempt Employees
Duties of an employee or unit of employees may require unusual work hours to meet
obligations. These obligations or tasks may be accomplished by working an occasional work
day or days where the work day starts early and finishes early, or starts late and ends late.
The employee is required to work the normal number of hours for the work week. The normal
number of hours are worked during the official work week although individual works days
may be more or less that eight (8) hours. The supervisor "adjusts" or assigns work hours with
the employee so that the total number of hours worked per week does not exceed forty (40)
hours.
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7.006.1 Regular (Seasonal or Permanent) Off Stan' . rd Work Days
Regular Off Standard work days are scheduled when public need requires a deviation from
normal 8:00 to 5:00 office hours. This deviation may last from a week to several months or
a "season." Advance written approval of the supervisor and the director is required.
7.006.2 Flex Time
"Flex Time," whereby the employee may start work between 7:00 a.m. and 8:00 a.m. and stop
work between 4:00 p.m. and 5:00 p.m., is considered part of this section. Flex -time is
scheduled one month in advance and must have advance approval of the supervisor.
The Department allows flexible starting and stopping time within the standard eight hour
work day. Office hours are 8:00 a.m. to 5:00 p.m. (Lobby hours 8:00 a.m. - 4:30 p.m),
Monday through Friday.
The County's first priority is to provide the best public service possible during normal office
hours. Therefore, individual interests or desires must be secondary.
Only the Director may authorize supervisors to grant work schedule changes. Work schedule
changes alter work times but do not affect the forty (40) hour work week. Permission to grant
work schedule changes must be approved in writing, Work Schedule Change Request and
Authorization Form, by the Director prior to a change in the work schedule. In emergency
situations, work schedule change requests may be authorized by the Director verbally;
however, written authorization must follow.
An occasional request to change a work schedule for one day to accommodate a doctor
appointment, etc. may be approved by the supervisor and/or division head.
7.007 Overtime/Compensatory Time Policy
All employees of the Weld County Department of Social Services are public service employees
and thus are expected by the Weld County Board of Commissioners and the citizens of Weld
County to be available to provide emergency services and perform other necessary and
important tasks as needed.
The standard work day is eight (8) hours, 8:00 a.m. to 5:00 p.m., with one hour off for
lunch. The lunch hour may not be used in order to leave early. come in late or make up for
work time missed. The standard work week is forty (40) hours, Monday through Friday.
"Overtime" is defined as time worked in excess of forty hours per week. For accounting
purposes, the official work week is Sunday through Saturday.
It is the policy of the County to keep overtime work to a minimum by emphasizing efficient
work scheduling and use of time within normal work hours. Should this not be possible and
it is found that much time must be spent on overtime and/or emergency services, then the
department will consider other alternatives. Some other alternatives are off -standard work
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hours or days for employees or a change in work priorities. Non-exempt employees are not
to work more than forty (40) hours per week unless approved.
7.007.1 Fair Labor Standards Act - Exempt/Non-Exempt Employees
In accord with the federal Fair Labor Standards Act, employees are classified as "exempt" and
"non-exempt." Exempt employees are not eligible for overtime pay or for compensatory time
off. Non-exempt employees are eligible for overtime if they work beyond forty (40) hours per
week.
Non-exempt employees are nQt to work more than forty (40) hours per week unless approved,
in advance, by the Director. This approval will only be given in emergency situations. It is
the policy of the Department to keep overtime work to a minimum by emphasizing efficient
work scheduling and use of time within normal work hours.
NOTE: When overtime is approved, compensation will be in the form of compensatory
time (one and one-half hours off for each hour worked).
Non-exempt employees will be asked to sign an agreement acknowledging that compensatory
time in lieu of cash overtime payment is the practice for the department. Without this form
on file, employees are not to work any overtime.
Weekly time sheets are completed by all non-exempt personnel and reviewed weekly by
supervisor. Time sheets should reflect the exact hours worked for each day of the pay period.
Exempt personnel may be granted time off to rest if called out for emergency or crisis services
after hours or if required to work excessive number of hours.
Travel time for training or work related activities for non-exempt employees is considered as
work time and thus is counted as part of the forty -hour work week.
7.007.2 Accountability - Record Keeping
In order to provide consistency of treatment, to conform to County policy, and provide
records for audit review, record keeping is required. A time sheet is completed weekly by the
employee and is reviewed by the immediate supervisor. The time sheet must indicate "start"
and "end" time for each day of the week.
Careful supervisory review and daily monitoring are most important to assure compliance
with the Fair Labor Standards Act and to protect both the employee and the employer.
7.008 Rest for Exempt Employees
It is the Department's policy to provide rest or respite time for those exempt personnel who
are expected to provide after hours coverage for emergencies and/or who may, with supervisor
approval, work beyond the normal work week to meet their job responsibilities.
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"Rest time" is provided one hour for each hour worked beyond the forty (40) hour work week
(hour for hour). The "hour for hour" procedure is to cover extra time worked for caseload
emergencies and other unusual happenings. It is expected that use of off -standard work days,
or adjusted time, will be used for most situations. This hour for hour policy will also cover
"on -call" (emergency coverage) if an employee is assigned to handle after hour duty.
Supervisors are required to see that rest hours are taken as soon after accumulations as
possible. In no event will rest or respite time accumulated be carried beyond thirty (30)
calendar days.
7.008.2 Exceptions to "Hour for Hour" Rest Time
On -Call caseworker providing weekend or holiday coverage
The Department will provide rest time in the form of one clay off. Time spent in field
contacts, client related phone calls, and report writing that exceeds eight hours will earn
additional rest time on an hour for hour basis.
The intent of this policy is to provide appropriate rest time for emergency or crisis related
service, not for work that could and should be accomplished within the normal work week.
The Director and the County Board reserve the right to change this policy when the need
arises.
Casework Supervisors and Division Heads are classified as "exempt" employees; however, are
not eligible for rest time under this policy, although the Director or Board may authorize time
off in very unusual situations.
7.009 After Hours Time Sheet - Exempt Staff
All rest or respite time claimed must be recorded on a time sheet and approved by the
supervisor and the division head. The "time sheet" is forwarded monthly to the Division Head
by the third work day of the following month. The Division Head will review individual
reports for compliance with policy, and reports will be maintained by the Department for
audit purposes.
A separate time sheet is kept for "on -call" (emergency duty coverage). This sheet is completed
by the on -call worker and turned into the appropriate supervisor weekly.
7.010 Attendance
All Weld County offices are open from 8:00 a.m. to 5:00 p.m., (Social Service lobby hours are
8:00 a.m. - 4:30 p.m) Monday through Friday. The Department of Social Services' office may
be open longer, or at varying hours as required to meet public needs. Full time employees
work a forty (40) hour week, not including scheduled lunch periods.
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7010.1 Breaks
At the supervisor's discretion, employees working four consecutive hours may be granted one
15 minute break if it does not disrupt work flow. "Smoke Breaks" are considered as part of
the fifteen minutes breaks and cumulative total should not exceed a total of fifteen minutes.
Breaks not taken may not be accumulated or used at the beginning or end of the day or in
conjunction with lunch hours.
7.010.2 Lunch Breaks
The Department provides one hour for lunch. The lunch hour is to allow adequate time for
employees to rest and eat. Employees are not allowed to work through or shorten their lunch
hour in order to leave work early or to make up for time missed. It is the supervisor's
responsibility to ensure that this rule is adhered to.
7.011 Weld County Department of Social Services Compensation Policy
The Weld County Board of Social Services' (Weld County Commissioners) objective is to
compensate County Social Service employees the same as other County employees in
comparable job classifications. The County determines the "steps" at which an employee in
a given grade is paid. Both the grade and/or steps may change annually based upon survey
information and other factors related to compensation and the availability of funding.
Compensation - Salary increases are provided by several means:
1. Annual Salary/Market Adjustment derived from surveys or other comparisons.
2. Step Increases - Anniversary increases.
3. Promotions
7.011.1 County Pay Plan - WCDSS Seven Steps - Weld County has
determined a 7 -step (Step 8 through 14) pay plan for employees as follows:
Step Time Necessary to Advance to Next Step
8 Entry Level
9 6 Months on Step 8 in the same classification
10 6 Months on Step 9 in the same classification
11 1 Year on Step 10 in the same classification
12 1 Year on Step 11 in the same classification
13 2 Years on Step 12 in the same classification
14 2 Years on Step 13 in the same classification
EXCEPTION: Employees hired over the entry step will not receive a six-month increase.
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7.011.2 Department Internal Transfer and Promotional Policy
Probationary employees must serve at least one (1) year in their current position before being
considered for transfer or promotion.
Promotions to leadworker, supervisory, or managerial positions will be accomplished through
a competitive process.
7.012 Performance Evaluations
Performance Evaluations are objective appraisals of an employee's total functioning on the job
over a specified past period. The purpose of a review is to provide intermediary feedback to
an employee on their performance. Each employee is reviewed by the staff
person serving as the supervisor. Narratives will be required by the supervisor on each rating
factor and rating levels will be optional on reviews.
7012.1 Frequency
A Performance Evaluation is required to be conducted in each of the following cases:
1. Probationary employees will be rated every six months. They will receive a quarterly
review between each six month rating.
2. Permanent/Trial Service employees will be rated annually; however, they will receive
a review at the interim six months.
3. Upon completion of six months of service by an employee who has been involuntarily
demoted.
4. Prior to the transfer of an employee to another position in the same class if the
employee has not been evaluated by the current supervisor in the last six months.
5. Prior to the granting of leave without pay for more than 30 days to an employee who
has not been evaluated by the current supervisor in the last six months.
6. Prior to lay off, termination or dismissal of an employee.
7. Where action has been taken on a Below Expectations performance.
A Review is required to be conducted in each of the following cases:
1. Probationary employees will receive a quarterly review between each six-month rating.
2. Permanent/Trial Service employees will receive a review at the interim six months.
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7.012.2 Process
Prior to the end of an evaluation or review period, the rater will evaluate the employee and
will conduct at least one conference with the employee to discuss performance. At the
conference, the supervisor will discuss the proposed narrative and rating for factors (rating
not needed for a REVIEW.) A final form will be produced, including a narrative and rating
(rating not needed for a REVIEW) and submitted to the employee for signature. If the
employee disagrees with the rating, then the employee may utilize the "Internal
Disputed Evaluation Procedure." If the employee agrees or does not wish to appeal the rating,
the employee will insert comments on each factor, if desired, and will sign the rating and
return it to the supervisor. The supervisor will also sign the cover sheet and then will submit
it for review to the next level of supervision. The form will be finally signed by the Director.
7.012.3 Factors
All employees will be rated on four conunon factors, including:
1. Occupational Skills
2. Personal Interactions
3. Communications
4. Problem Analysis and Decision Making
Additionally, each employee will be rated on one additional factor that is job specific to their
duties. This factor could be one of the following:
1. Caseworker/Social Worker
2. Technician/Investigator/Case Manager
3. Clerical/Support/Paraprofessional
4. Supervisor/Administrator
Four levels of rating performance will be used. They are defined as follows:
1. Outstanding - Consistently exceeded expectations. Regularly accomplished tasks with
the utmost of efficiency and competency. Is highly innovative and creative in
the approach to problems and situations. This rating must be evidenced by
documentation, with specific events and examples, on file throughout the rating
period.
2. Exceeded Expectations - Clearly and measurably exceeded expectations and is able to
perform at a level above what is normally achieved by others at the same level with
similar or identical duties.
3. Met Expectations - Met performance expectations.
4. Below Expectations - Did not meet performance expectations as supported by
documentation on file throughout the rating period. ANY FACTOR RATED BELOW
EXPECTATIONS REQUIRES AN IMMEDIATE CORRECTION ACTION PLAN.
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Each factor rating will be assigned a point value determined by the following:
Outstandinv
Exceeded Expectations
Met Expectations
Below Expectations
= 4 Points
= 3 Points
= 2 Points
= 1 Point
A narrative by the supervisor is required to be completed for each performance factor.
The employee being rated has the option of inserting any comments they may have regarding
any and all specific factors.
7.012.4 Overall Rating
An overall rating will be determined by the total points accumulated from the performance
factors. Each Outstanding will count as 4 points; Exceeded Expectations, 3 points; Met
Expectations, 2 points; Below Expectations, 1 point. The overall evaluation will be based on
the cumulative total of the factor rating points, where the following point totals determine a
corresponding rating:
17 - 20 Points Outstanding
13 - 16 Points Exceeded Expectations
9 - 12 Points Met Expectations
5 - 8 Points Below Expectations *
* For any instance where an employee receives a rating of Below Expectations for 2 or more
factors, an overall Below Expectations rating must be given. If an employee receives an
overall evaluation of Blow Expectations, they will receive no step increase, and after twelve
months if it is still Below Expectations the employee must be dismissed.
7.012.5 Internal Disputed Evaluation Procedure
This procedure is available to Department employees who disagree with their evaluation rating
and want to contest the rating given by their immediate supervisor. The purpose of this
procedure is to provide a fair process whereby employees can challenge a rater's decision
prior to final submittal.
Step 1: The rater will conduct an evaluation session with the employee to discuss their
performance and ascertain an appropriate rating. The employee will have the opportunity
to discuss and resolve with the supervisor any differences of opinion. After this session, the
rater will prepare his/her formal written evaluation.
Step 2: If the employee remains in disagreement with the rater's final decision, the employee
may further request that the matter be reviewed. The request for an appeal must be made
in writing to the next level of supervision, the Reviewer, with a copy to the rater within 3
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working days. Written documentation will be provided from both the employee and the rater
to support their position and will be made available prior to the hearing with a copy to the
other party. A hearing will be held with the employee, the rater and the reviewer within 5
working days of the request. A written decision will be rendered by the reviewer within 5
working days of the hearing. If the decision is in favor of the employee, the evaluation will
be corrected to reflect the decision. These time frames may be altered by agreement of both
parties if extenuating circumstances arise.
Step 3: The employee may further the appeal to the Director, or his/her designee, level,
according to procedure set out in Step 2 above. Internally, the decision will be final.
7.012.6 Employee Input into Immediate Supervisor's Rating
Input and feedback from supervisees enhances performance evaluations for supervisors. The
rater will solicit feedback from all of the employees reporting directly under that supervisor
(i.e. those employees that the supervisor rates) prior to preparing a written evaluation. The
evaluation form will be the mechanism that these employees will be required to complete in
a timely manner and give to the supervisor's rater. The rater will review these comments and
further will discuss them, without divulging party's names, with the supervisor. The rater
may consider these comments when preparing the written evaluation.
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ies;
Wine
COLORADO
DEPARTMENT OF SOCIAL SERVICES
P.O. BOX A
GREELEY, COLORADO 80632
Administration and Public Assistance (970) 352-1551
Child Support (970) 352-6933
Protective and Youth Services (970) 352-1923
Food Stamps (970) 356-3850
MEMORANDUM Fax (970) 353-5215
TO: George E. Baxter, Chair Date: December 9, 1997
Board of County Commissioners %% �jj /
FR: Judy A. Griego, Director, Social Services_ 6
� l C�
RE: Weld County Department of Social Services Operations
Manual, Section 7000
The Weld County Department of Social Services is requesting approval of Section 7000 of the Weld
County Department of Social Services Operations Manual. This section serves as a supplement to
the Weld County Personnel Policy Handbook, Ordinance 118-M, and has been reviewed by Weld
County Personnel.
If you have any questions, please telephone me at extension 6200.
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