It is the policy of McLean County to hire the most qualified
employees available for all jobs. It is the policy to encourage a
career service within the County by promoting present employees to
fill vacancies whenever possible.
Appointments and promotions in the County shall be based on
merit and fitness and may include competitive examination.
Department heads are responsible for the final selection and
filling of authorized positions within the departments. In order to
provide control and to ensure that our objective in equal employment
opportunity and all personnel system goals are met, the department
heads shall notify the County Administrator of their needs to fill
a vacancy. Applicants hired for employment with McLean County must
meet the minimum qualifications established in the approved job description.
A. When a vacancy occurs, the department head shall inform the County
Administrator's Office of intent to fill said vacancy.
B. The County Administrator is to prepare a notice of the position vacancy
and post that vacancy on the County's online job posting portal.
C. Department heads are encouraged to consider current County employees
and applications on hand before the general public and are required
to post job vacancies for a minimum of five days unless extenuating
circumstances exist.
D. The County Administrator will be responsible for ensuring compliance with the procedures defined at Article
VI, §
108-75, Transfers and promotions.
It will be the responsibility of the County Administrator to
maintain the position inventory. To effectively maintain the position
inventory and job classification system, the County Administrator
shall utilize the following guidelines:
A. The effective date of terminations as reported to the County Administrator
shall be the last day worked.
B. All budgeted positions will be included in the position inventory.
C. Vacancies will be filled by the procedures outlined in §
108-17.
D. All changes to the position inventory and job classification system will follow the procedure outlined in Article
V, §
108-60, of this chapter.
It is the policy of McLean County to hire the best qualified
employees available for all jobs, and the best hire may be a person
who is a relative to one of our current employees. It is necessary
that judgment be used in the placing of employees who are related.
To avoid suspicions or incidents of favoritism and conflict of interest,
the following anti-nepotism policy must be followed: Employees who
are related must not be involved in a supervisory/reporting relationship
with one another. Employees cannot be part of a hiring committee when
a relative is considered for the position. Employees cannot be transferred,
promoted, or hired to a position with a reporting relationship with
a relative. This policy shall not be applied retroactively but will
have an effect on all applicants from the date of adoption of the
enforcing ordinance.
Former employees of McLean County may be considered for reemployment
with the County under the following conditions:
A. Satisfactory advance notice was given upon termination.
B. Termination was voluntary or the result of a layoff, expired temporary
position, or expired contract.
C. The employee's last evaluation was satisfactory.
All newly hired employees will report to their department head
for instructions regarding any information required.
A. The County Administrator will be responsible for assuring the completion
of all forms necessary to participate in eligible benefits. This function
may be delegated. These benefits include:
(3) Illinois Municipal Retirement Fund (IMRF).
(4) State and federal withholding forms.
(5) Any other benefit enrollment approved by the County Board.
B. The County Administrator or designee will explain the benefits to
the employee; in particular coverage and the methods of using the
insurance. Additional explanatory material will be provided for the
employee's later reference.
C. The County Administrator's Office will provide material outlining
personnel policies.
General orientation is the responsibility of the department
head.
A. The following subjects will be generally covered:
(1) Explanation of department and related County services and offices.
(2) Overview of employee intranet showing location of employee resources,
personnel policies and procedures.
(3) Employee benefit program.
(4) Fire, disaster, and safety program.
(5) Explanation of pay periods.
(6) Tour of appropriate County buildings.
(7) Completion of the checklist certifying that all instructions and
materials have been explained and understood.
(8) Completion
of a County equipment inventory checklist.
B. The department head or supervisor is responsible for further orientation
and training of a new employee.
(See Article
VI, §
108-77.) A vacated position, or a newly created position, may be filled by promotion of an employee from within the department, or by the transfer or promotion of an employee from a position in any other department within County service. Qualifications for the vacant position are determined by the position description for that position. The same standards will be used as for an initial hire.
A. In keeping with the County's commitment to personnel development,
when a vacancy occurs, the department head should consider candidates
from within the department.
B. If no qualified employee is located within the department, the position will be posted as notification for all employees in County's service, as specified at §
108-17.
C. If the vacancy is filled by promotion, the vacated lower-level position
will be posted as notification for all employees in County service
who may wish to transfer.
D. If there are no qualified employees within the department or elsewhere within the County service, an applicant search will be undertaken by the County Administrator as specified in §
108-17.
Current employees may be temporarily assigned to a vacant position outside their class, in accordance with §
108-65B, provided that:
A. There is no monetary loss to the employee.
B. The employee will be returned to the previous position within a reasonable
time.
In filling certain positions in the General Salary Schedule, it may be necessary to recruit personnel from outside McLean County. When recruiting for professional positions outside of McLean County, potential candidates may be reimbursed for their expenses if the appointing authority finds it necessary, and with the approval of the County Administrator. All standards outlined in §
108-18 will be maintained, and the following procedure will be used.
A. Travel provisions. Candidates traveling from outside McLean County
to interview for positions with any agency of McLean County shall,
upon submission of receipts for expenditures incidental to such travel,
be reimbursed in the following amounts:
(1) The full amount of the cost of travel by the most convenient and
direct commercial carrier; or
(2) The prevailing rate paid to County employees for travel by private
automobile for round-trip mileage by the most direct route; and
(3) Meals and other incidental expenses; and
(4) The actual cost of single-occupant lodging when travel extends beyond
one day.
B. Household goods. In cases where accepting a position with McLean
County necessitates the movement of household goods, moving costs
shall be considered during the selection process, and if negotiated,
a maximum amount will be specified. McLean County will directly pay
for moving expenses.