BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1572 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 adversely affected as an employee because of the individual's age, color, disability, national origin, political affiliation, race, religion, or sex. Section 5. Responsibility of Board of County Commissioners The Board of County Commissioners shall establish personnel policies and rules, including classification and pay plans. It 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 NCGS, Chapter 153A-82 and 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 NCGS, Chapter 153A-103. Section 7. Responsibility of Human Resources Director The County Manager shall appoint a Human Resources Director who shall assist in the preparation and maintenance of the 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 in 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 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 human resource administration within the various County departments, and to make available the facilities of the Human Resources office to this end; (e)Investigate, from time to time, the operation and effect of this Ordinance and of the policies made there under, and report such findings and recommendations to the County Manager; (f)Make recommendations to the County Manager regarding human resource functions, as well as system revisions where appropriate; (g)Issue and publish any necessary administrative directives, supplements, interpretations, and prescribed forms and reports for the proper functioning, maintenance, and documentation of the procedures established by and in accordance with this Ordinance. All matters dealing with County personnel or human resources shall be forwarded to the Human Resources Director, who shall maintain a complete system of personnel files and records. Article II. Classification Plan Section 1. Adoption The position classification plan, as set forth in the Job Classification Schedule, Appendix A, is hereby adopted as the classification plan for Cabarrus 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 Classification Plan The County Manager shall be responsible for the administration and maintenance of the classification plan so that it will accurately reflect the