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DR ,FT 323 (v) Reh~ular Position. A posiuion approved by the Board of Commissioners in which the duties and responsibilities are required on a continuous and annually recurring basis, requiring either the full-time or part-time employment of an individual. (w) Salary Grade. The range of pay to whic~ all sufficiently comparable positions are assigned. (x) Salary Range. The hiring, intermediate and maximum salary for a given classification. DR ,FT 323 (y) Salary Schedule. A schedule of hiring, intermediate, and maximum rates of pay for each class of positions. (z) State Personnel Act Employee. An employee of the Department of Social Services, Department of Public Health, Department of Mental Health or Office of Emergency Management receiving federal grant-in-aid funds subject to the State Personnel Act. (aa) Temporary Employee. A person appointed to serve in a position for a limited duration, usually not to exceed one year. (bb) Transfer. The reassignment of an employee from one position or department to another. Section 4. Merit Principle All ap~ointments and promotions hereunder shall be made solely on the basis of merit and fitness. All positions requiring the performance of the same duties and fulfillment of the same responsibilities shall be assigned to the same class and the same salary range. No applicant for County employment or employee shall be deprived of employment opportunities or otherwise adversel~ affected as an employee because of such individual's race, color, religion, sex, national origin, political affiliation, handicap or Section 5. Responsibility of Board of County Commissioners The Board of County Commissioners shall establish personnel policies and rules, including the classification and pay plan and shall make and confirm appointments when so specified by law. Section 6. Responsibility of County Manager The County Manager shall be responsible to the Board of Commissioners for the administration of the personnel program. The County Manager shall appoint, suspend, and remove all County officers and employees except those elected by the people or whose appointment is otherwise provided for by law. The County Manager shall make appointments, dismissals, and suspensions in accordance with 153A-82 ~f the General Statutes of the State of North Carolina, and Articles IV, VII, and VIII of this Personnel Ordinance. Each Sheriff and Register of Deeds elected by the people has the exclusive right to hire, discharge and supervise the employees in his office under the authority of 153A-103 of the General Statutes of the State of North Carolina. Section 7. Responsibility of Human Resources Director The County Manager shall appoint a Huf~an Resources Dlrector who shall assist in the preparation and maintenance of the position classification plan and the pay plan, and perform such other duties in connection with a personnel program as the manager shall require, such as: (a) Apply, interpret, and carry out this Ordinance and the policies adopted thereunder, as directed by the County Manager; (b) Establish and maintain records of all persons l~ the County service, setting forth each officer and employee, class title of position, pay or status history and other relevant employment data; (c) Develop and administer such recruiting programs as may be necessary to obtain an adequate supply of competent applicants to meet the needs of the County; (d) Encourage and exercise leadership in the development of effective personnel administration within the various County departments, and to make available the facilities of the personnel office to this end; (e) Investigate, from time to time, the operation and effect of this Ordinance and of the policies made thereunder, and report such findings and recommendations to the County Manager; (f) Make recommendations to the County Manager regarding the personnel functions, as well as revisions to the persmnnal system, as may be