A.
The Human Resources Director shall be responsible
for preparing and promulgating personnel policies governing all employees
serving under the jurisdiction of the County Officers. All policies
shall be subject to the approval of the County Manager before they
are implemented.
B.
Personnel policies shall cover, but not be limited
to, the following subjects: equal opportunity, sexual harassment,
holidays, vacation, employee benefits, family medical leave act, leaves
of absence, affirmative action, drug free work place.
C.
The existing Allegheny County Policies and Procedures
Manual shall continue in effect until amended or replaced. In cases
of conflict between the wording of this Administrative Code and the
existing Allegheny County Policies and Procedures Manual, this Administrative
Code shall prevail.
A.
Within the three months after the Administrative Code
becomes effective in the County, the Human Resources Director shall
arrange meetings with all employees to provide an orientation to the
new government and its policies.
B.
Within one year of the effective date of the Administrative
Code, the Human Resources Director shall have in place a formal orientation
program for all employees. The Human Resources Director shall decide
the timing for orientation, the scope of the program, and those who
will be involved.
A.
Prior to the start of the orientation program, the
Human Resources Director shall cause to be prepared an employee handbook
(policy guide) designed to provide information which will be helpful
to the employee during his tenure with Allegheny County, and which
makes clear the obligation which the individual undertakes as an employee
of the County. The purpose shall be to encourage commitment to their
job and to the County. The handbook will cover such areas as:
B.
Part of each orientation should be devoted to a discussion
of the handbook, and each employee shall receive a personal copy.
Each person may be asked to sign a statement to the effect that he
or she has received such copy, understands its contents, and agrees
to abide by established policies.
A.
Within one year after the effective date of the Administrative
Code, a Performance Evaluation System shall be established by the
Human Resources Director and approved by the County Manager. Among
other things, the procedures shall provide for the frequency of evaluation,
the type of evaluation rating appropriate for each class of employees,
the review process, and the opportunity for an employee to file objection
to the evaluation.
B.
The evaluation system shall be performance-based and
established on job related criteria. Its principal objectives shall
be the development of personnel and the correction of poor performance,
to the degree possible.
C.
The Human Resources Director shall arrange for training
sessions for all persons responsible for evaluating others. Such sessions
shall, among other things, guide evaluators in the use of rating forms,
stress the importance of objectivity and professionalism in evaluating
others, and the need to be familiar with the work and performance
of the person being evaluated.
The Human Resources Director shall foster and
develop programs for the improvement of employee development and effectiveness.
The funds needed to support such programs shall be recommended in
the balanced annual operating budget for the Human Resources Division.
The recommended policy on employee development also shall include
guidelines for participation in such programs.
The Human Resources Director shall maintain
a roster of County officials, County officers, all career service
and exempted career service employees. Where applicable, such roster
shall specify the class or title of the position held, the current
salary and pay grade, any changes in class or title, salary or pay,
and such other data as may be deemed useful.
A.
The Human Resources Director shall maintain the official
personnel file of each employee.
B.
All personnel files shall be considered confidential
and shall only be disclosed within the County to aid in personnel
administration, and only with the approval of the Human Resources
Director.
C.
No data in personnel files shall be disclosed to outside
sources of inquiry except as required by law or with the consent of
the employee.
D.
Each employee shall have the right to inspect those
records, which have been or may be used in connection with any personnel
action relating to that employee in accordance with applicable law.
The Human Resources Director may establish rules in the furtherance
of this provision.
