A.
Otero County encourages the professional growth of its employees
and rewards the initiative, creativity, effort, commitment, and diligence
of its employees through the promotional process. County employees
are encouraged to take advantage of promotional opportunities and
apply for higher paying positions for which they qualify. Any employee
whose job performance reflects an ability to do his or her present
job in an exceptional manner and to handle more difficult assignments
or greater responsibility may be considered eligible for promotion
to available positions in a higher classified level.
B.
When a position within Otero County becomes available, the following
steps will be taken to ensure that current employees are considered
for the vacant position:
(1)
An announcement describing the position and noting the grade level
will be posted in each department or office. In most cases, an announcement
will be posted for a minimum of five workdays.
(2)
Any employee possessing the minimum stated qualifications may apply
for the position. This must be done prior to the closing date indicated
on the announcement.
An employee may be demoted to a position for which the employee
is qualified when the employee would otherwise be terminated because
the employee's position is being abolished due to lack of funds
or lack of work and there are no appropriate vacancies at the same
level; when the employee's job is being reclassified; when the
employee does not demonstrate the necessary ability to render satisfactory
performance in the position presently held, or when the employee voluntarily
requests such a demotion, provided there is a position available.
A.
General transfer. An employee may be moved from one position to another
of the same grade and pay range either voluntarily or involuntarily.
An employee may be transferred if it is in the best interest of the
County. Involuntary transfers are not eligible for grievance procedures.
Shifting department or office needs may require that an employee be
temporarily or permanently transferred from one geographic location
to another within a department or office. An employee may be transferred
from one position to another position at the same salary range within
a department or office. If such a transfer involves a probationary
employee, time served in the former position shall be credited toward
achievement of regular full-time status and salary increases, and
accumulated annual and sick leave shall be retained.
B.
Transfers between departments. An employee that voluntarily requests
a transfer from one department to a vacant position in another department
may be required to accept the new position at its entry-level salary
depending on their experience and qualifications required for the
new position. The department head or elected official in the receiving
department or office must consent to the transfer in order for it
to be effective and may require a probationary period, not to exceed
six months.
An employee voluntarily resigning shall submit, in writing,
a two-week minimum notice of resignation. Failure to provide this
written notice may be grounds for refusal of future employment with
Otero County. Unauthorized absence from work for a period of three
consecutive regularly scheduled working days shall be considered a
voluntary resignation.
A.
After consultation with the elected official, the County Manager
shall make the determination for layoffs. When layoffs of more than
one employee are required, pursuant to workforce reductions, layoffs
shall be determined using the following criteria:
(1)
Temporary or part-time employees.
(2)
Contract employees/independent contractor employee services.
(3)
Performance of employee compared to other employees being laid off
in same/similar positions.
(4)
Value of the employee to the critical operation of the County or
department.
(5)
Length of service with the County.
B.
Termination because of a reduction in force is not eligible for grievance
procedures.
Any full-time employee who is laid off and returns within six
months of layoff shall not have to serve a probationary period if
the employee returns to their previous position. A laid-off returning
employee will be credited for all unused sick leave remaining at the
time of layoff if the employee returns within the six-month period
and serves for three continuous years. Layoff return privileges end:
A.
Six months after the effective layoff date;
B.
After an employee has refused employment in a position for which
the employee is qualified and/or for which the pay rate is the same
or higher than the position previously held;
C.
When a laid off employee accepts another position with the County.
A laid-off employee accepting another position with the County shall
serve the required probationary period.
Employees may be involuntarily terminated upon completion of the twelve-week family/medical leave if the employee is physically unable to perform the essential duties of the employee's position as certified by a qualified, licensed physician. The provisions of this paragraph are subject to the provisions regarding Workers' Compensation Laws and On the Job Injury Leave found in §§ 58-9.11 and 58-9.12 of this chapter.
Individuals that are rehired or reinstated as a regular employee
are not entitled to any previous benefits such as sick leave, which
may have been accrued during previous employment with the County.
A.
Job performance evaluations will be conducted yearly for each employee
employed by Otero County. Department heads/elected officials will
provide each employee under their management with an evaluation of
performance. Performance evaluations shall be created by department
heads/elected officials based, at a minimum, upon the following criteria:
B.
For all employees not in a probationary period, evaluations will
be performed a minimum of once a year or as deemed necessary by the
department head/elected official. For employees within the probationary
period, an evaluation will be completed at six months into the probationary
period and an evaluation will be completed prior to the employee completing
their probationary period. Employees shall receive copies of evaluations
and be provided an opportunity to give written comments on the evaluations.
Evaluations shall be signed by management, acknowledged by the employee
and placed in the employee's personnel file.