A.
The County Career Service shall be a permanent service
to which the provisions of this article shall apply. It shall comprise
all positions in the County Government now existing, or hereafter
established, excluding exempt categories of personnel.
B.
Exempted positions in career service shall consist
of the following personnel:
(1)
Chief Executive and staff to the Chief Executive;
(2)
Council Chief of Staff, Council Clerk and staff;
(3)
County Manager and staff;
(4)
Department Directors, Deputy Directors, and
Division Managers;
(5)
Members of County agencies and authorities;
(6)
One confidential secretary or confidential clerk
to each Department Director or Division Manager;
(7)
Any person appointed for the duration of a special
study, project, or internship, which is scheduled to be completed
after a fixed or limited period of time;
(8)
Part-time, occasional, casual, temporary or
seasonal employees.
C.
Employees of County Officials and the Courts shall
not be covered by the personnel system and shall not be considered
County Career Service employees, provided, however, that any newly
created position must be created consistent and within the total budget
of their respective Office or Department subject to verification by
the Manager and Controller.
The Civil Service Commission is abolished, and
its responsibilities, as set forth in 16 P.S. §§ 4502
through 4525 and §§ 4221.1 through 4221.16, are incorporated
by reference as responsibilities of the Personnel Board except as
herein provided.
If any provision of this article is in conflict
with the Commonwealth of Pennsylvania Civil Service System or the
Health Department Merit System, the provisions of the respective Civil
Service Systems shall be controlling for employees covered by those
Civil Service Systems.
The County Manager shall appoint a task force
within six months of adoption of this Administrative Code which shall
study the feasibility and advisability of incorporating all employees
now covered by State Civil Service or the Health Department Merit
System (Article I) into the personnel system. The County Manager shall
set a time limit for the task force to make final recommendations.
If any of the provisions of this Article are
in conflict with an applicable collective bargaining agreement, the
provisions of the collective bargaining agreement shall be controlling
for employees covered by that collective bargaining agreement. Employees
who have recourse to grievance procedures through collective bargaining
are required to use those procedures rather than appealing to the
Personnel Board.
