§ 2-131. Personnel matters

(a) Closing of county offices during inclement weather or other emergencies. It is the policy of the county to keep its facilities and services available to the public to the fullest extent possible. If, during emergency situations, it becomes necessary to close county facilities, the county board chair or county administrator will make the determination and announce the closing and/or cancellations via local AM/FM radio stations.

(b) Procedure for filling vacancies, changing hours of work, or establishing new positions. Persons filling position vacancies or changing hours of work must complete a "Position Justification" form that requires approval of the county administrator, oversight committee and salary and personnel committee. Whenever a new position is established, part-time or full-time, it requires the approval of the county administrator, the oversight committee, the salary and personnel committee and the county board.

(c) Non-union matters.

(1) Procedure governing non-union salary adjustments and performance evaluations.

a. Comparable worth. The county administrator shall establish an internal and external comparable worth system which shall establish equitable pay structures throughout the county. Salary adjustments outside the established comparable worth system shall follow the steps in subsection (1)b of this section.

b. Salary adjustments.

1. Requested adjustments may be presented and approved by the county administrator or oversight committee.

2. All classifications shall be reviewed on an annual basis to determine appropriate comparable worth, classification and level of pay. Oversight committees making requests for adjustments outside the comparable worth system must submit to salary and personnel prior to June 30 for inclusion in the next year's budget.

3. If approved by salary and personnel, the adjustment is to be recommended to the full county board in the form of a resolution setting forth the current salary, the newly recommended salary, where in the comparable worth system the recommended salary falls, the salary range (if any) the hiring authority may utilize, the source of funding and the total fiscal impact of the adjustment. The resolution is to be offered by both the oversight committee and salary and personnel.

4. Recommendation to the county board shall be in time to be included in the respective budgets.

c. Performance evaluations.

1. The county administrator shall develop a comprehensive performance evaluation process and shall conduct a written performance evaluation for nonelected department heads.

2. Each department head is required to conduct a written performance evaluation for employees on an annual basis.

(2) All other non-union matters. See the Non-Union Procedures and Policy Manual.

(Ord. of 4-12-2004, § 2.03(K))