HomeMy WebLinkAbout751038.tiff PERSONNEL COMMITTEE
PRELIMINARY REPORT
FEBRUARY 20, 1975
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, arid 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, employee benefits, and personnel records. Job
training and employee safety are presently the responsibilities of each department.
There are approximately 600 Weld County employees. The County payroll was
4,206,795.28 for 1974.
Personnel in the Welfare Department and for Social Services are on the State
Merit system because of past Federal requirements for grant in aid programs. All
other Weld County employees are hired by job classification. 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 funding
for employees and employee benefits through their budget and taxation responsibilities.
Auditing and other procedures are used to determine the need for larger payroll
budgets in the different departments.
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 fork
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 regard 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 .
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The Personnel Committee mailed a questionnaire to approximately 10% of the
County employees, in an effort to ascertain the feelings and opinions in regard to
work load, advancement and benefits, etc. A special meeting was held to review
these questionnaires and to interview those employees who wanted to meet with us.
Sixty-five (65) percent of the questionnaires were completed and returned,
representing most of the departments. Although five (5) were sent to the Sheriff's
Department, none were returned. The majority of the reutrned questionnaires indicated
that the employees are generally satisfied with their pay, benefits, working conditions,
supervision, etc.
The salary schedule was developed by comparing and analyzing similar 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.
The Weld County Hospital maintains, under the authority of the Hospital Board,
a Personnel Director, with two aids. The Hospital employs 800 people, with a payroll
for 1974 of $4,945,000.00.
The salary schedule and benefits are constantly under review by the Personnel
Director and is comparable with salary schedules and benefits for employees in major
hospitals in the Denver area.
Personnel records for the individual employee is maintained by the Personnel
Office.
Cooperation between the Weld County Commissioners and Hospital include extra
work and pay for the ambulance attendants and Federal funding for some extra workers
at the hospital.
The Weld County Health Department maintains a separate salary schedule and has
its own policy' s for vacation, sick leave, insurance, retirement, and hospital
insurance. There were fifty-five (55) full time employees and fifty-seven (57) part
time employees in January of this year (1975). The payroll for 1974 was $520,000.00.
Since the Health Department does not have a Personnel Director, the duties of
this office are handled by the Business Administrator with all payrolls, checks, and
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other records being done by hand. Information is now being gathered to find a better
method, such as, automatic data-processing for the payroll with the possible future use
of Weld County computer systems. The Health Department has implimented a personnel
policy Committee, composed of department heads and staff members, to analyze and make
recommendations in all areas of employment in their department.
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PERSONNEL SYSTEMS
When government, industry or private business become large enough that the
owner, manager or elected official cannot personally oversee those who work under or
for them, it becomes necessary to develope personnel policies and engage either part
time or full time personnel administrators to implement such systems.
These employment systems may be found in Federal, State, County and local
governments, as well as private industry; from the small business to the large
corporation.
Systems developed by the Federal government and other government agencies may
carry such names a Civil Service Merit System, Tennessee Valley Authority, Foreign
Service, U.S. Postal Service, State Merit Systems, Career Service, and State Civil
Service Systems. Private industry, such as General Motors, Monfort of Colorado, State
Farm, etc. have personnel systems which are usually referred to by the name of the
firm or company.
All of these systems have the common purpose of providing methods of selection
of qualified personnel for particular job classifications, rules and regulations
pertaining to employment and advancement, salary schedules based upon job
classifications, and benefits such as vacation, sick leave, injury, insurance, etc.
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