BC 1984 11 19 - Laserfiche WebLink

Home Browse Search

110 file a formal application for employment and then proceed through the final stages of the selection process, including interviews, reference checks and any other steps deemed necessary. It may occasionally be in the best interest of the County to waive part or all of this process. Umually such exceptions would involve the recruitment of highly skilled managerial and technical personnel. In such instances the approval of the County Manager shall be required. Section 9. Appointments It is the policy of the county to employ according to merit and fitness. To that end, the county shall use all available means to attract qualified candidates for employment, and make such investigations and examinations as are deemed appropriate to assess fairly the aptitude, education and experience, knowledge and skills, character, physical fitness and other qualities required for positions in the service of the county. It is the county's policy to create career opportunities for its employees when possible. Therefore, when a current employee applying for a vacant position possesses the best qualifications of all applicants, that applicant shall be appointed to that position. However, if other applicants possess equal or better qualifications and if the county would continue any past discriminatory employment without considering other applicants, then the county must carefully consider the qualifications of other applicants in filling this position. When positions are to be filled, department heads shall notify the county manager concerning the number and classifications of positions which are to be filled. The county manager or his/her agent shall publicize opportunities for employment, including the salary ranges and employment qualifications for positions to be filled. In addition, notice of vacancies shall be posted at designated conspicuous sites within departments. The county manager or his/her agent shall then notify the local ESC Office to begin the screening process. Before any commitment is made to an applicant, the department head shall forward the applicant's completed application form to the county manager with a recommendation concerning the classification of the position to be filled, the salary to be paid and the reasons for selecting the particular applicant over others. After investigating the qualifications and experience of the applicant, the county manager shall approve or reject the appointment and determine the classification and starting salary of the employee, except that in the Sheriff's Department and RegiSter of Deeds' office, the respective department head will make the appointment and the manager will determine the classification and starting salaries of new employees. Section 10. Probationary Period of Employment An employee appointed or promoted to a permanent position shall serve a probationary period of six (6) months, eXcept that law enforcement officers shall serve a twelve (12) month initial appointment probationary period. An employee serving a probationary period following initial appointment may be dismissed at any time during the probationary period if found to be performing assigned duties unsatisfactorily. A permanent employee serving a probationary period following a promotion shall be demoted as provided in Section 12 of this article if unable to perform assigned duties of the new job satisfactorily. Before completion of the probationary period, all department heads except the sheriff and register of deeds shall indicate in writing to the county mmnager: (a) that the employee's supervisor has discussed the new employee's progress (accomplishments, strengths, and weaknesses) with the new employee; (b) whether the new employee is performing satisfactory work; (c) whether the probationary period should be extended; and (d) whether the employee should be retained in the present position or should be released, t~hsferred or demoted. No employee shall remain on probation for more than one (1) year.