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.
[Amended 1-11-2024]
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.
A.
All applicants for employment will complete the County employment
application.
[Amended 1-11-2024]
B.
At the request of the department head, preliminary interviews will
be conducted to determine basic eligibility. Items reviewed and procedures
undertaken to make this determination include:
(1)
Written application.
(2)
The approved job description.
(3)
Verification of references.
(4)
License verification where applicable.
(5)
Copies of certificates of training received.
(6)
Testing procedures, where necessary, to ascertain the necessary job
qualification factors.
(7)
Each applicant shall be checked against existing personnel files
to determine whether the individual has worked for the County during
a prior period.
C.
Applicants will be selected by department heads.
(1)
Department heads will either complete an interviewer rubric and indicate
reasons why the applicant was accepted or rejected, or at least keep
sufficient evidence for decision, such as interview notes.
[Amended 1-11-2024]
(2)
Pre-employment health examinations shall be conducted to determine
physical fitness for the position applied for when said position requires
particular physical demands of the candidate. These examinations shall
be made after an offer of employment and prior to the end of the evaluation
period.
(3)
Department heads shall submit a job offer acceptance form to the
County Administrator by 12:00 noon on Tuesday of the week preceding
the payday.
[Amended 1-11-2024]
[Amended 1-11-2024]
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:
[Amended 1-11-2024]
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:
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:
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.
[Amended 1-11-2024]
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.
[Amended 1-11-2024]
(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.
[Added 1-11-2024]
B.
The department head or supervisor is responsible for further orientation
and training of a new employee.
A.
A person hired or promoted to a position shall complete an initial
evaluation period.
[Amended 1-11-2024]
(1)
The first six months of employment (or the first year of employment
with the Sheriff's Department) and the first three months after a
transfer/promotion to a new position shall be considered an evaluation
period. There is no merit increase at the end of this evaluation period
for transferred or promoted general employees.
(2)
The evaluation period is a time for the County to determine whether
the employee is an appropriate match for the position. It is also
a time for the employee to determine if the job is suitable to the
employee. A department head or designee has the discretion to extend
the evaluation period 30 days.
B.
An employee terminated during the evaluation period or returned to
a prior position or comparable position shall have no right to appeal
this decision.
[Amended 1-11-2024]
(See Article VI, § 108-52.) 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 § 108-13.
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.
Current employees may be temporarily assigned to a vacant position outside their class, in accordance with § 108-47B, provided that:
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 § 108-14 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.
