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Home My WebLink About751032.tiff `OQ �ersonne( / CH'k ` 5Pcu\ce 3®� E . \la h ,ke_ 114 I,Je + Sr* Avenue r\gc�JJs da 1 Cokbrctclo (kJ A; Colorado '3O(016 gctolt X34 — 2213 (o (c- 25 O to cveola bruch�'2 11") 5 NorAin Var\S /tse. -1ohhs 5-own, Colorujo OS3y 5t7 2676 -Bo,,.)te 3 la 3 etnes bur3e 1 Colorado 8O43 132 - L-(24(o 222 33. 37 - o< <r -732- (I S4 S - Ie n . Gnelersoh mZ o.,*e J©hn3towni Co\or44o a0534 587 - 2290 COUJ'Y PL:IcuNIJLL/CIVIL SL.710E CutuifFTLE This committee should study the need and advisability of creating interchange pods of County employees to divert their work in times of emergency or e<L-m activity of one department to effect seine savings in County employment. Public employee rights to bargain will be the subject of study by the legislature of this coming session and the Committee should be alert to these developnents. A part of the job of this committee will be to study and consider Civil Service as it might apply to County employees under the level of department heads. Such study should include: 1. promotional system equitable in departments where available; • 2. retirement plans, hospitalization, social security; 3. administrative code of sorre kind--authority for discipline; 4. salary schedules - merit pay; 5. status of department heads; 6. eligibility of County employees to run for public'office. Charter proposals should include alternative means of assuring the County with qtr steady, experienced and cap,hle employees to carry out its activities. r-• �tF hF -12-- A • E .00 PERSONNEL COMMITTEE INTERVIEW Barton Buss, Weld County Personnel Director Constitutional county officers have full authority by Colorado state statutes to hire, fire, promote, or discipline employees. Other county department heads who are appointed by the County Commissioners, act in an advisory capacity to the Commissioners in regard to hiring, firing, promotion, and discipline of county employees. The County Personnel Director acts as a back up for all departments and is directly responsible to the Weld County Commissioners. The County Personnel Director is responsible for payroll, individual employee's records, updating and implementing salary schedules, hiring, exchanging or transferring employees between departments, ets. Job training and employee safety are presently the responsibilities of each department. There are approximately 660 Weld County employees. The County Payroll is presently handled by two employees. By hiring one additional employee the total county payroll could be processed. Personnel in the Welfare Department are on the state merit system for welfare employees. All other Weld County employees are on the Weld County salary schedule and are hired by job classification. Yearly pay increases are by steps (of which there are seven). An employee may be advanced either by job classification or by steps, depending on the available funds. The Weld County Commissioners exercise control of the salary schedule and funding for employees, through their budget and taxation responsibilities. Auditing, and other procedures, are used to determine the need for larger payroll budgets in the different departments. D O • Many departments maintain a 35 hour work week although the salary schedule is based on a 40 hour week. In some areas employees have been allowed to work overtime, in order to accumulate more vacation time. Federal and state funding and laws for county programs have placed the county in a position, whereby, it will be required to follow federal laws in regards to employment. Some of the requirements may deal with safety, discrimination, and a uniform 40 hour work week; with time and a-half pay, for over 40 hours. NOTE: The Personnel of the Weld County Hospital, and Weld County Public Health are not included in this report. • PFx2S0� 'ri• J_'i I11 MJL' Constitutional ononty Q:.`• .c. ..'s !i?• fill r C e.o N.�at, :ns ..':1:'1'1 u�' by �JD._Gi'�LC'.G .!'u_ u., u...:i.1 i.,t to hi `-:, fir:;, :r _,..:c:ini.ine e'i:�.oy;os. Oner county J department I. c`?ri.i -!ho Pre :appointed by the County Coi:tii.ssioncrs, act in an advisory capacity to the Commissioners s in regard to hiring, firing, promotion, and discipline of county employees. The County Personnel Director acts as a bac!: up for all de's rtrnents and is directly responsible to the '..eld County Commissioners. The County 2orsonnel DDirectoi' is responsible for payroll, ind.v i&lual . )loy'ce t s records, updating and inolementing salary schedules, hiring;, exchanging or transferring e.. loyeos bot�:oen c�coar;,tle + 1oyee benefits, personnel e Job training T'fi� .} �l,,s, e~7,. y, ;:.nr•. '�c ' nn .l records. training and :n.,pi_oye3 safety are pre:?entl r the responsibilities of each department. 1:ei e are approximately 6o0 Weld County employees. The County Payroll was $ for 197h. Personnel in the Welfare Department and for Social Services arc on the state merit system because of past Federal requirements for the grant in aid programs. All other . ;field County ci,. loyc:;s are hired by job classification. Yearly pay increases are by steps (of which there are seven). An emnloyce may be advanced either by job classification or by steps, depending on the available funds. The Weld County Cor>;,:issioners exercise control of the salary schedule funding for employees and employee benefits through their budget and taxation responsibilities. Audi-V.7 1g, and ether procedures, are used to determine the need for larger payroll budgets In the di 'fe.rent departments. Zany doff.-rtnents maintain a .3; hour uor,< ;leek although the salary schedule is based on a 40 hour week. In some areas employees have been allowed to .'or': overtime, in order to :.ccunulato mare vacation time. F de al and state 1uo:Iin; and laws for county •grog. ams have placed t..e county in a position, -thereby, it will be required to follow federal laws in regards to employment. Some of the requirements may deal with safety, discrimination, and a uniform )10 hour work week: wi.n time and a-half nay, for over 40 hours. L 11.i1 r 1 a. ,;(2,-2it n( ailed a queatl.a.nai. J to Up:' ) 1_Ol I i • O i -1t o:reL c. 1 o r-t O ' ^.( l "l i o )i _. . a : .C. O1%'1: leads, aC.:v. C., i Cr',, ohs. A ., end . 0. '( &i cs 1/21'- ieir those Sixty fi.vo tierce?ht of t'e euestionaires were completed sad rebu:ned, representing nest of the cc)ar.mc nts. Although t five were sent to t3L' sheriffs de-:iaPt?neat, ROC were returned. The aajorly of LThe retuned. r; ....c_onaires indicated that the -ces e�.nlo,; arc generally satis:led *nth their pay, benefits, irorl:ing conditions, supervision, etc. T' o salary sch il. d.evelohed by col:parin ; .and analyzing irilar job classifications in Weld County. It is constantly under review by the personnel director in an effort to be in a competitive position in the job market. 'nu ?Meld County hospital maintains under the authority of the hospital board a personnel director -d_tla ta-o aids. The hospital cmoloys 000 poonle with a nayroll for 1974 of pi„915,000. The salary schedule an benefits are constantly under r?2.vlew by the s l director and is conpalable with salary schedules and benefii.s for employees in major hospital in the Denver area. Personnel recors for the individual employee is maintained by the personnel office. Cooperation between the Weld County commissioners and hospital include extra work and pay fo: the ambulance attendants and federal funding for some extra workers at the hospital. The Weld d ountj health Dc .rt. ,ut maintains . or:t e salLry seheduil and has its man policy!: for vacation, sick leave, inalranee, . e Lil 11i :.t, and a.osHital eneura`ice. �, _i1C::i'_, 70-0 1 t r 2i 7a 2a 1 ena I P.:. ,^t __ Lift ...:'.n )']1.t tams 0_21c;-ca in J "t .a i y of this , oar. 1 for 1:27L -r:: 7r2C,C00,090. Since the ..:alt 1 onar -.c]t does not have a personnel director, the duties of this office are handled h ; t'.:e b h l Boss a r _•f.•o_lz, , r � .x '-ter , itn all T '- l cchec4cs and other records being dons ba baad. information is no: being gathered to find a butt :.et'-.od such as atomatic data- _occo s± g f0 T the l l ,.ib the oess Vol c use 1 ' r .t. _ systems. The heart' d- -) t,ten as in . 7en t -dnet-sonnet `i_ _�_cY committee e ' ' , �^ t a till ,1�hUe COhPI^"..i: of uG cr .1C;n� heads and shalf no berg i.o anal7zo and ,,a.•e rGcr) Jerlddons in all of ensloyr. e;t in their . department. O 1. Elected officials shall have the authority to make permanent appointments to fill vacancies Cr new positions from a list of names certified by the Personnel Departmentti to be qualified for the vacancy or net: pdsition. 2. The elected official may interview and examine the qualifications of these certified as qualified by the Personnel Department. 3. The elected official may reject all of the applicants so certified for good and sufficient reasonwhereby the personnel department must furnish a new list of qualified applicants. ,11.r tor `'t , '• .^' • •. r© 0 ;Icic: Co;:-.1 'r �'ci•�cel;1: 1 -:c'. larger • • dc•. :l.'2o$. or' e:'t�•.,�, .,3 u.. .Z� .�, •1 ly ten ') cr.roi.ayr:c,.;•t �,..,�, co!:� . 1 •�.` ,�, r:-d to .c'=,i. • ..., ^',c'. 1?.c•. •: ;r:t.� un qqx, • � ,.il T7.:+.• '�: -t �•.j. ..n;�y ^ .:JTI•'.i .':��i'. ' . r'. , l r _ • .... ... ..'zi ., � � _.. . C.11... ',%.11 :lr '.i?_ i.. .r' ''• 1. •.'(: . - ^, t: • '. :T . ;v'_'t'".1enr 1 •?: (' '?' _ '1i '`:::.'?1a an 't':e 17 ,3`.• •+c ter •+,• r; .tl,j .�. ;.t'' ,� -{.^ f.t ir.i '•.•• s 1 , •�.y •.� ..� iT: , r �!�'r of :•.;:• .... u'... :; r .':� u:; _ �.n .�.n . .. 1., a. U�..._•lr��_:;�: ,._ .... _ r.: .� � au:-'1 cotlnv:r c..co' rr'.:inca wit .'� .. :�� ..t':v:•.•SJn:; - _..~7 l '"!C.�. '1'. 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