It is the policy of McLean County to transfer and promote from
within the County whenever possible. Employees are urged to obtain
the necessary skills, training, education, professional registration
or licenses necessary in order to be eligible candidates for transfer
or promotion.
As used in this article, the following terms shall have the
meanings indicated:
All positions will be posted in the County Administrator's
Office and at other bulletin boards located in County facilities to
allow employees the opportunity to apply for the identified jobs.
Positions will also be posted initially on the County Intranet, and
then on the World Wide Web for public access.
A change of an employee from a position of one grade to a
position of a higher grade.
A change by an employee from one position to another position
of the same job class or another job class in the same salary range,
usually involving the performance of similar duties and requiring
essentially the same basic qualifications.
A.Â
Notification of vacancy. Upon notification by the department head
that a vacancy is occurring, the County Administrator shall complete
the internal listing of the position.
B.Â
Criteria for promotion to be considered.
(1)Â
Employees seeking promotion to an open position must also apply at
the County Administrator's Office. They may be required to resubmit
an application and they will also be interviewed by the hiring authority.
In the selection of an employee to fill a higher job, the following
will be considered:
(2)Â
Any change to a higher classification is considered a promotion.
It should be indicated as a promotion on the payroll change form.
A.Â
Employee request. An employee may request a demotion, which means
a change by an employee from a position in one class to a position
in another class with less responsible duties and a lower salary range.
The same procedures apply for an employee initiating a demotion as
for a request for a transfer or application for promotion.
B.Â
Demotion by department head. A department head may demote an employee for cause (see Article VIII) or may demote in line with reorganization, reduction in force, or other administrative changes ordered by the County Board. Such employee demotions may be on the basis of work performance or on the basis of seniority depending upon the recommendation of the County Administrator.
C.Â
Reduction in force. An employee may be demoted from a position in
one class to a position in another class with less-responsible duties
and a lower salary range if the employee's current position will be
reduced in force. If the employee's salary in their current position
is below the maximum salary of the new lower class position, then
the employee shall transfer to the new lower class position at the
same salary as the employee is earning in their current position.
If the employee's salary is above the maximum salary of the new lower
class position, than they shall transfer to the new lower class position
at a salary level equal to the maximum salary of the new lower class
position.
[Added 9-19-2017]
A.Â
Purpose. A formal performance evaluation system will be approved
by the County Board in order to:
(1)Â
Maintain or improve each employee's job satisfaction and morale by
indicating that his or her work supervisor is interested in his or
her job progress and personal development.
(2)Â
Serve as a systematic guide for department heads in planning each
employee's future training.
(3)Â
Assure considered assessment of an employee's performance rather
than a quick and unreliable judgment.
(4)Â
Assist in determining and recording special talents, skills and capabilities
that might otherwise not be noticed or recognized.
(5)Â
Assist in planning personnel moves and placements that will best
utilize each employee's capabilities.
(6)Â
Provide an opportunity for each employee to discuss job problems
and interests with the employee's work supervisors.
(7)Â
Assemble substantiating data for use as a guide for purposes such
as salary adjustments, promotions, transfers and disciplinary actions.
B.Â
Schedule. Department heads will prepare a schedule for the conduct
of performance evaluations of employees in their departments. The
schedule is for the department head's convenience, but employees should
be evaluated as follows:
(1)Â
Employees during an evaluation period: at least one week prior to
completion of their evaluation period.
(2)Â
Full-time and part-time employees: in all salary schedules, at any
time deemed appropriate by the department head, but at least once
a year and prior to annual salary review. The evaluation becomes part
of any salary adjustment request.
(3)Â
Appointed department heads: at least once a year. These evaluations
will be performed by the County Administrator.
C.Â
Retention of evaluation in file. A copy of all evaluations accomplished
shall be retained within the department and kept in the employee's
file. The appropriate person from the County Administrator's Office
shall have access to such evaluations, with notice, to determine that
such records are being maintained. The State's Attorney, in the event
of litigation arising from an employment matter, may request specific
employee evaluations. The County Board requires the submission of
the overall weighted rating, by employee, to the County Administrator's
Office. The employees shall receive a completed copy of their own
evaluation.
A.Â
Performance level definitions.
Consistently Exceeds Performance Requirements
Consistently exceeds performance standards; employee's contribution
consistently contributes to the success of the organization. Documentation
is required for this score.
|
5
| |
Exceeds Performance Requirements
Exceeds performance requirements; employee has achieved effective
results and has also exceeded some performance standards for this
position.
|
4
| |
Meets Performance Requirements
Performance is competent and professional; employee is familiar
with the duties assigned and achieves the expected results for this
position.
|
3
| |
Meets Minimal Performance Standards
Performance is not quite satisfactory in most respects; employee
has not fully mastered the duties assigned and occasionally is inconsistent
in achieving the expected results for this position.
|
2
| |
Fails to Meet Performance Standards
Performance is unsatisfactory; employee has not mastered the
duties assigned and performs consistently below the expectations for
this position. Documentation is required for this score.
|
1
|
B.Â
Training. Training in the use of the approved evaluation instrument
is an administrative support staff function. A clear manual of instructions
will be provided and instructional meetings will be scheduled for
all department heads and first line supervisors. Such training will
be repeated from time to time as a need may arise. It is the responsibility
of the department heads to assure that, as part of their basic introduction
to responsibilities, new and/or newly promoted supervisors become
familiar with the manual.