HomeMy WebLinkAbout751039.tiff COUNTY PERSONNEL AND CIVIL SERVICE COMMITTEE
Charter Proposal
March 20, 1975
1. The governing board of Weld County shall develope, or cause to be developed,
a system of employment policies, rules, job classification and compensation
plans in accordance with generally accepted principles and promulgate
such policies, rules and plans, under the authority of and in compliance with
the provisions of pertinent Colorado and Federal statutes.
2. These rules may be amended as circumstance requires and any such amendments
will become effective as provided by law.
3. The governing boar4 of Weld County shall be responsible for the implementation
of this system. It shall become effective the first fiscal year following
the adoption of this Charter.
4. It 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, ANeld 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
pursuant 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 conduct and performance of work and the
procedures for creating and abolishing positions.
d. Dismissal, disciplinary and employee grievance procedures.
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B. Such systems shall include the following specific provisions:
a. Conflict of interest: No employee shall be employed by, or have any
interest in, any company which sells, contracts, or does a major share
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 conflict 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 include spouses, mothers, fathers, grandparents, sons,
daughters, brothers, and/or sisters.
c. Politics: No employee will use his official authority or influence
for the purpose of interfering with an election or affecting the
results thereof, solicit or receive, or have any concern in soliciting
or receiving 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 an elected official, who
is desirous of seeking election to a partisian public office, will
request leave of absence without pay, immediately upon filing.
d. Work Hours: The official hours of all Weld County agencies are from
8:00 A.M. , to 5:00 P.M. , Monday thru Friday. All employees will observe
a regular work week as specified above, unless otherwise authorized
by the Personnel Department, and except for observance of specified
holidays.
9. Such system shall include the following areas and personnel:
a. Weld County Government Employees
b. Weld County Public Health employees
c. Other areas
d. Department heads
e. Professional and/or technical
f. Other personnel
10. Dismissal, suspension, demotion, or other grievances may be appealed by an
employee through an appeals board.
a. Proper procedure for appeal shall be outlined within the personnel policies
and rules.
b. Such procedures shall establish reasonable time limits for appeals and
shall give protection of employees civil rights.
PERSONNEL REPORT
March 20, 1975
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
defines the class title and distinguishes one class of positions from
other classes. It gives examples of typical duties and responsibilities
found at its grade level, and defines minimum skills, knowledges, abilities,
and education required.
Affirmative Action Program - Elimination of any prejudicial or
discriminatory statements, qualifications or implications which might
result in racial, sexual, physical handicap, creed, religion, age or
similar discriminations in compliance with federal laws and regulations
regarding Civil Rights and Equal Employment Opportunity.
' PERSONNEL REPORT
March 20, 1975
Approximately 50% of the returned employee questionnaires 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, or could not "fit" our particular
needs in Weld County.
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 probable would not.
Some employees spoke on fear of losing jobs and of lack of basic job security.
Exchange of workers 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
from 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 - promotion - 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 fairness and, objectivity deserving
of our County employees. Here again, "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 undoubtedly require a certain amount of expertize
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