BC 1984 11 19 - Laserfiche WebLink

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105 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. The County Manager shall: (a) recommend rules and revisions to the personnel system to the Commissioners for consideration; (b) recommend revisions to the position classification plan to the Commissioners for approval; (c) prepare and recommend revisions to the pay plan to the Commissioners for approval; (d) determine administrative, professional and managerial positions to be excluded from entitlement to overtime compensation as provided for in Article III, Section 9; (e) establish and maintain a roster of all persons in the county service, setting forth each officer and employee, class title of position, salary, and any changes in class title and status, and such data as may be deemed desirable or useful; (f) 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; (g) develop and coordinate training and educational programs for county employees; (h) investigate periodically the operation and effect of the personnel provisions of this policy and at least annually report findings and recommendations to the Commissioners; and (i) perform such other duties as may be assigned by the Commissioners not inconsistent with this policy. ARTICLE II. CLASSIFICATION PLAN Section 1. Adoption The position classification plan, as set forth in Appendix A, is hereby adopted as the position classification plan for the county. Section 2. Allocation of Positions The County Manager shall allocate each position covered by the classification plan to its appropriate class in the plan. Section 3. Administration of the Position Classification Plan The County Manager shall be responsible for the administration and maintenance of the position classification plan so that it will accurately reflect the duties performed by employees in the classes to which their positions are allocated. Department heads shall be responsible for bringing to the attention of the County Manager (1) the need for new positions, and (2) material changes in the nature of duties, responsibilities, working conditions, or other factors affecting the classifications of any existing positions. New positions shall be established only with the approval of the Commissioners after which the County Manager shall either (1) allocate the new position to the appropriate class within the existing classification plan, or (2) recommend that the commissioners amend the position classification plan to establish a new class to which the new position may be allocated. When the County Manager finds that a substantial change has occurred in the nature or level of duties and responsibilities of an existing position, the County Manager shall (1) direct that the existing class specification be revised, (2) reallocate the position to the appropriate class within the existing classification plan, or (3) recommend that the commissioners amend the position classification plan to establish a new class to which the position may be allocated.