[HISTORY: Adopted by the Department of Health of Allegheny County.
Amendments noted where applicable.]
A.
Title. These rules shall be known and cited as "Article
I Merit System - Personnel Administration - revised of the Allegheny County
Health Department."
B.
Purpose. The purpose of these rules is to attract to,
retain and advance in the Allegheny County Health Department, persons on the
basis of relative ability, assure equal employment opportunities, maintain
an adequate system of personnel administration, provide adequate and equitable
salaries, establish conditions for appointment and promotion based on merit
and fitness, and protect employees from discrimination, political pressures
and arbitrary removal.
C.
References. These rules are to be used in conjunction
with the following law and regulations:
(1)
Pennsylvania Veteran's Preference Act, Act of May
22, 1945, P.L. 837 as amended.
(2)
Pennsylvania Human Relations Act, Act of October 27,1955,
P.L. 744 as amended.
(3)
Pennsylvania Public Employee Relations Act, Act of October
21, 1970, P.L. 195.
(4)
Pennsylvania Local Health Administration Laws, Acts of
315 and 322, August 24, 1951.
(5)
Pennsylvania Department of Health Rules and Regulations,
Chapter 2, Article 211.
(6)
Federal Standards for a Merit System for Personnel Administration.
(7)
Civil Service Act, Commonwealth of Pennsylvania, Pamphlet
Law 752, Act of August 5, 1941, as amended.
D.
ASSISTANT DIRECTOR
CLASS or CLASS OF POSITIONS
DEMOTION
DEPARTMENT
DIRECTOR
ELIGIBLE LIST
EMERGENCY APPOINTMENT
EMPLOYEE
EQUAL OPPORTUNITY
EXAMINATION
EXEMPT POSITION
FURLOUGH
MINIMUM QUALIFICATIONS
ORIGINAL APPOINTMENT
PERMANENT EMPLOYEE
PERMANENT STATUS
PERSONNEL OFFICE
PERSONNEL OFFICER
POSITION
PROBATIONARY APPOINTMENT
PROFESSIONAL EMPLOYEE
PROMOTION
PROMOTIONAL LIST
PROVISIONAL APPOINTMENT
REALLOCATION or RECLASSIFICATION
REASSIGNMENT
RE-EMPLOYMENT LIST
REMOVAL
RESIGNATION
SALARY ADVANCEMENT
SPECIFICATIONS
SUBSTITUTE APPOINTMENT
SUSPENSION
TEMPORARY APPOINTMENT
TRANSFER
UNIT
WAIVER
WITHIN REACH
Definitions. As used in this chapter, the following terms
shall have the meanings indicated:
The person with the authority to perform for and in the absence of
the Director of the Allegheny County Health Department.
A group of positions sufficiently similar in respect to the duties
and responsibilities thereof that the same requirements as to experience,
knowledge and ability are demanded of incumbents, the same tests of fitness
may be used to choose qualified appointees, and the same schedule of compensation
may be made to apply with fairness under similar working conditions.
The assignment to an employee of new duties and/or responsibilities
that are allocated to a class of positions with a maximum salary lower than
the class of positions to which the employee's previous duties and/or
responsibilities were allocated.
The Allegheny County Health Department.
The Director of the Allegheny County Health Department. Eligible
means a person who received a passing grade in an examination.
A list of persons who by examination are deemed qualified to carry
out the duties of a class or position.
An appointment required under unusual and unforeseen state of circumstances
calling for immediate action, which appointments shall not be for a period
of time greater than 60 days.
A person in the full-time or part-time employment of the Department
who is paid a salary or wage and who is appointed in accordance with these
rules.
All personnel actions are taken without regard to race, politics,
sex, religion, national origin, age, or handicap. Sex, age and physical ability
will however, be considered where they constitute a bona fide occupational
qualification necessary for the proper and efficient performance of the job.
Any combination of valid, reliable and objective tests used to determine
the relative ability of a person to carry out the duties of a class or position.
Tests will include the requirements of the probationary period to determine
the ability of an employee to perform satisfactorily.
Not subject to the examination procedures of the Allegheny County
Health Department, except that an individual in an exempt position will be
required to serve a probationary period.
The releasing from employment of one or more employees without prejudice
because of the lack of funds or lack of work, or lack of minimum qualifications
when position is reallocated.
The minimum requirements of training, experience, knowledge, skills,
abilities and special requirements as prescribed for a given class.
The first appointment of an individual to the Department through
selection from an eligible list.
An employee who has received permanent status.
An appointment following a probationary period made in accordance
with these rules.
The Personnel Office of the Allegheny County Health Department.
The member of the staff of the Allegheny County Health Department who is immediately responsible for the merit system in the Department and whose duties are described in § 855-3.
A set of duties with accompanying responsibilities requiring the
services of one employee. It may be part-time, full-time, temporary or permanent,
occupied or vacant.
An appointment of an employee from an eligible list for the purpose
of determining final fitness for permanent employment.
One who is predominately intellectual and varied in character, is
one who is required consistently to exercise discretion and judgment, is one
who has participated in a specialized study program to achieve a high standard
of intellectual achievement, and is one whose output is measured by results.
The assignment of new duties and/or responsibilities to an employee
that are allocated to a class of positions with a maximum salary higher than
the class of positions to which the employee's previous duties and/or
responsibilities were allocated.
A list of persons who have been found qualified by a promotional
examination for appointment to a position in a particular class.
An appointment not to exceed six months to fill a position pending
the establishment of an eligible list.
Assigning a position to another class upon review of assigned duties
and/or responsibilities.
The change or movement of allotted responsibilities from one location
to another within the unit.
A list of persons who have been furloughed by lack of work or lack
of funds and who are eligible for re-employment in the inverse order of their
furlough.
The separation from the classified services of an employee.
The termination of employment of an employee made at the request
of the employee or by his/her own act.
An increase in salary within the salary range prescribed for the
class by the compensation plan.
A document showing for each class the class title, a definition of
the class, examples of work performed, the minimum experience, training, knowledge,
skills and abilities, and special requirements necessary for effective performance
of the work, and such other information as may be deemed necessary.
Appointment, or promotion from a list to a position for the duration
of a special project, or while the former incumbent is on approved leave.
An enforced leave of absence for a temporary period for disciplinary
purposes.
The appointment from an eligible list for a period not to exceed
six months.
To move an employee from one unit to another unit; from one physical
location to another physical location, from one assignment to another assignment,
from one set of responsibilities to another set of responsibilities.
Any combination of employees assigned to complete a charged responsibility.
The right of an applicant to defer action and yet retain his/her
rights for a specific period on an eligible list.
Eligibility for certification for a position or positions.
These regulations shall apply to all persons who are employed in the
Allegheny County Health Department except the Director of Health, members
of any advisory or administrative board of the Department, part-time professional
employees who are paid for any type of medical, nursing, or other professional
service and who are not engaged in the performance of administrative duties,
college students participating in accredited work study program, summer positions
as designated for those students interested in public health work, Neighborhood
Workers, unskilled laborers to cover program needs, and equal employment/
training officer will be in the exempt category.
A.
Personnel office.
(1)
Establish procedures (subject to the approval of the
Board of Health) for the administration of examinations and for the hearing
of appeals.
(2)
Utilize whenever possible such examinations as are prepared
by national professional organizations and other public examining jurisdictions,
administer the examinations, establish and maintain eligible lists, certify
names from the eligible lists, and approve appointments as being in compliance
with these rules.
(3)
Hear personnel appeals or establish bodies to hear such
appeals within the agency appeals procedures.
(4)
Keep classification and compensation plans current and
recommend revisions thereto.
(5)
Make recommendations to the Director relative to the
Department's internal personnel practices.
(6)
Make written report to the Director at least annually
on the service rendered to the Department.
(7)
Make written recommendations with respect to any amendments
to these rules.
B.
Personnel Officer. An employee who has had training and
experience in the field of personnel administration shall be designated as
the Personnel Officer. The Personnel Officer is appointed and supervised by
the Allegheny County Health Department Director, and shall be responsible
for the internal personnel administration of the Department. It shall be the
duty of the Personnel Officer to:
(1)
Develop and put into effect procedures for carrying out
the merit system personnel policies of the Department.
(2)
Participate in the preparation of and administer the
merit system classification and compensation plans.
(3)
Maintain personnel records of persons employed in the
Department of all personnel actions.
(4)
Submit reports relating to the permanent appointment
or termination of service of probationary appointees and to recommend on the
basis of reports received from the supervisory official concerned, the retention
or termination of probationary appointees at the close of the probationary
period.
(5)
Report to the Pennsylvania Secretary of Health of the
selection of eligibles, promotions, salary advancements, demotions, removals,
resignations, and all types of appointments.
(6)
When approved by the Director, the Personnel Officer
may administer when necessary a system of limited competitive examination
programs to meet current social need for sheltered work environments for the
physically, mentally or emotionally handicapped or for the culturally deprived
or economically disadvantaged. Such programs shall provide for tenure and
for experience and training designed to facilitate advancement in the merit
system.
(7)
Perform such other related duties as are prescribed by
these rules.
C.
Pennsylvania State Civil Service Commission. Under the
terms of the agreement signed January 20, 1972, between the Pennsylvania State
Civil Service Commission and the Allegheny County Commissioners, the following
applies, pending the establishment of a County Merit System for Personnel
Administration.
(1)
The Pennsylvania State Civil Service Commission will audit and review the examination program as contained in §§ 855-3, 855-6, 855-7, 855-9 and 855-17. The functions performed are to be considered as a decentralized Pennsylvania State Civil Service Commission function in terms of supervision, guidance and control.
(2)
The Pennsylvania State Civil Service Commission will act as an impartial appeal board to which appeals can be taken under §§ 855-8, 855-12 and 855-14. The Pennsylvania State Civil Service Commission will not hear appeals that have been heard and adjudicated by the Pennsylvania Human Relations Commission. When the Pennsylvania Human Relations Commission does not have jurisdiction over alleged discrimination, the appeal right for employees shall be to the Pennsylvania State Civil Service Commission. In cases where the alleged discrimination falls within the jurisdiction of the Pennsylvania Human Relations Commission, the appeal may be lodged either with the Pennsylvania Human Relations Commission or the Pennsylvania State Civil Service Commission.
A.
Preparation of the plan. The Department shall prepare
a classification plan and shall thereafter suggest modifications, additions
or deletions thereto as may be necessary. Class specifications shall be based
on investigation and analysis of duties and responsibilities of each position
and each position shall be allocated to its proper class in the classification
plan. The plan will be developed after consultation with supervisory officials,
classification specialists, and persons technically familiar with the character
of the work. The classification plan shall include for each class a class
specification.
B.
Adoption of plan. The classification plan and any future
changes shall be approved by the State Department of Health. Any changes to
this plan shall be submitted to the Pennsylvania State Department of Health
for the purpose of determining its conformity to their standards of personnel
practices as required for local Health Department merit system personnel administration.
C.
Allocation of positions. Each position in the Department
covered by these rules shall be allocated to one of the classes established
by the classification plan. No person shall be appointed or promoted to any
position until it has been properly classified and herein provided. As additional
classes are established or existing classes are abolished or changed, such
necessary allocation or reallocation shall be made to new or existing classes
as is necessitated thereby.
D.
Incumbents or reallocated positions. When a position
is reallocated to a different class, the incumbent shall not be deemed eligible
to continue in the position unless he possesses the minimum qualifications
adopted or established for the class to which the position is being allocated.
If the incumbent is ineligible to continue in the position and it is determined
that he cannot qualify himself for the class to which the position has been
allocated by further training, he may be transferred, promoted or demoted,
or if such a transfer, promotion or demotion cannot be made, he may be furloughed.
A.
Preparation of plan. The Department shall prepare a compensation
plan for its use and shall thereafter suggest modifications, additions or
deletions thereto as may be necessary. The plan shall include salary schedules
for the various classes related to the responsibilities and the difficulty
of the work. Initial, intervening, and maximum rates of pay for each class
shall be established to provide for salary advancements. The plan will take
into account prevailing compensation for comparable positions in the recruiting
areas for information provided by professional organizations, the State Department
of Labor and Industry, other units of government and such other information
as may be deemed pertinent.
B.
Adoption of plan. The compensation plan and any future changes shall be submitted to the Salary Board of Allegheny County for approval. In-so-far-as the compensation plan and any changes thereto affect any employee of the Department of Health rendering service to or in any section or subsection of any division, bureau or institution of the Department, the budget for which comes from federal funds, or is used in matching federal funds, except for exempt positions contained in § 855-2, said plan and any changes thereto shall also be submitted to the State Department of Health for the purpose of determining its conformity to their standards of personnel practices as required for local Health Department merit system personnel administration.
C.
Salary advancements. Salary advancements shall be based
on a plan which takes into consideration availability of funds and quality
and length of service, and such judgments as may be deemed pertinent by the
Allegheny County Commissioners.
D.
Salary adjustment. Procedures at the time of the installation
of a revised compensation plan, promotions, demotions, and reclassifications
will be part of the compensation plan.
A.
Upon receipt of a requisition, the Personnel Officer
shall certify to the Director, and to the operating bureau the names of available
persons. If one position is to be filled, the Personnel Officer shall certify
from the promotional list, reemployment list or the open competitive list
established for the class of position the three highest available names on
each list. If more than one position is to be filled, the Personnel Officer
shall, for each class, certify from each of the described eligible lists,
a total of names equal to five-thirds of the number of positions to be filled
in each class. Fractions shall be considered as the next whole number. If
no names are available from any of the above described lists, the Personnel
Officer shall so report to the Director and the operating bureau.
B.
If an eligible receives a probationary or permanent appointment,
such appointment shall constitute, for its duration, a waiver of his/her right
to certification from any other eligible list on which his/her name appears
for a class the salary of which is equal to or lower than the salary for the
class to which he was appointed unless, at the time of such appointment, he
requests in writing that his/her name be retained for certification from such
eligible list or lists.
C.
The name of each employee whose name appears on an eligible list for a class with a higher entrance salary than that of his/her present class shall be certified by the Personnel Officer in accordance with § 855-6A.
D.
After a name has been rejected three times in favor of
others on the same eligible list, such name shall not again be certified except
upon written request of the Director.
E.
If the eligible list contains less than three names for
each vacant position the Director may declare the list insufficient.
F.
The Director shall give preference to applicants who
are veterans in accordance with the Veteran's Preference Act.
G.
An eligible list will be valid for one year from the
date of its original posting. Applicants placed on an eligible list as a result
of continuous recruitment procedures will remain qualified for a period of
one year.
A.
Original appointments.
(1)
Original appointments shall be made by the Director from the names certified in accordance with § 855-6. In-so-far-as practicable, when in the best interest of the service the Director may make appointments from names certified from the promotion or re-employment list.
(2)
The Director and his/her authorized agents shall be permitted
to examine the applications and reports of investigations of persons certified
for appointments and to interview them. Final appointments shall be reported
in writing to the Personnel Officer. Notification to the Pennsylvania Department
of Health on the appointment of new applicants to possible permanent status
with the Allegheny County Health Department will be made under Section 10(b)
of P.L. 315, August 24, 1951, as it pertains to standards of personnel administration.
Other types of appointments will be processed to their termination under the
administrative procedures of the Allegheny County Health Department.
(3)
If the eligible selected declines the appointment, evidence
of declination shall be transmitted to the Personnel Officer. An eligible
may be considered by the Director as having declined appointment if he fails
to reply five days after the mailing of a registered letter of appointment.
If an eligible accepts an appointment and fails to present himself for duty
at the time and place specified, without giving proper reasons for the delay
satisfactorily to the Director, he may be deemed to have declined appointment.
B.
Provisional appointments.
(1)
If in the opinion of the Director, there are urgent reasons
for filling a position and there is an insufficient list, the Director may
submit to the Personnel Officer the name of a person to fill the position
pending examination and the establishment of an eligible list. If such person
is certified by the Personnel Officer as meeting the minimum qualifications
for the class of position, such person may be given a provisional appointment
by the Director to fill the position.
(2)
No individual may receive successive provisional appointments.
No provisional appointment shall be continued for more than thirty days after
an appropriate eligible list has been established for the class. No provisional
appointment shall continue for more than six months or until appropriate list
is established.
(3)
A provisional appointment will immediately cause action
to be taken to schedule an examination if one is not in progress.
C.
Emergency appointments
(1)
Whenever an emergency exists which requires the immediate
service of one or more persons and it is not possible or feasible to secure
any persons from appropriate eligible lists, the Director may appoint a person
or persons without regard to the provisions of these rules governing appointments.
No emergency appointment shall continue for more than 60 days.
(2)
No individual may receive successive emergency appointments.
(3)
Each emergency appointment shall be reported to the Personnel
Officer.
D.
Temporary appointments. If an employee is needed for a temporary period, certification shall be made by the Personnel Officer of the names of the eligibles who, in order of their places on the appropriate eligible lists, have indicated willingness to accept temporary employment. Appointments shall be made in the same manner as prescribed in § 855-7B. The duration of a temporary appointment shall be limited to the period of the need and in no event shall a temporary appointment continue for more than six months in any twelve-month period. The acceptance or refusal of a temporary appointment shall not affect a person's standing on an eligible list nor his/her eligibility for certification for any appointment from the list. The period of temporary service may constitute a part of the probationary period.
E.
Qualifications for exempt appointments. Except for the Director, all positions exempt in § 855-2, may be appointed without examination provided the Personnel Officer certifies that such persons meet the minimum qualifications for the class of position. The appointment of the Director shall be approved by the Pennsylvania Secretary of Health.
A.
Nature, purpose and duration. All original appointments
to permanent positions shall be made from officially established lists of
eligibles for a probationary period. The length of the probationary period
shall be six months. The probationary period may be extended for an additional
three months by the Director of the Allegheny County Health Department in
those cases where the six months period is deemed inadequate. The probationary
period shall be utilized for the most effective adjustment of a new employee
and for the elimination of any probationary employees whose performance does
not meet the required standard of work.
B.
Conditions preliminary to permanent appointment. At least
four weeks prior to the end of an employee's probationary period, the
Personnel Officer shall obtain a written statement from the employee's
supervisor as to whether the services of the employee during the probationary
period have been satisfactory and whether permanent appointment is recommended.
The statement shall contain an appraisal of the employee's services and
a service rating. The Personnel Officer shall refer the statement and recommendations
to the Director for action. The Director shall determine whether the probationary
appointment shall be made permanent or whether the services of the employee
should be terminated. The employee and the Personnel Officer shall be notified
of the action taken.
C.
Dismissal during probation.
(1)
At any time during the probationary period an employee
may be separated by the Director without right of appeal, except for appeals
concerning alleged discrimination, but the reasons given for the dismissal
shall be submitted in writing to the Personnel Officer and a copy should be
filed with the Pennsylvania Health Department. In the case of promotion of
a permanent employee, removal for unsatisfactory service shall not be from
the departmental service. Employees shall be returned to a position in his/her
former class as soon as practicable.
(2)
A person who was dismissed during the probationary period
shall not be certified for a position in the class unless so requested by
the Director.
D.
Transfer during probation. An employee shall not be transferred
during his/her probation period to a position of another class for which an
eligible list exists unless so requested by the Director and provided the
employee is within reach on an eligible list for the other class of position.
A.
Promotion preference. Vacancies in positions in the classified
service shall be filled, as far as practicable, by promotion.
B.
Methods of promotion. Vacancies may be filled by promotion
in the following ways.
(1)
By appointment of probationary or permanent employees
from an appropriate promotional list resulting from a promotional examination.
(2)
By appointment of permanent employees without formal
examination, based upon meritorious service, seniority, and the concurrent
recommendation of the employee's deputy director or program administrator.
C.
Promotion examinations. Examinations shall be as follows:
(1)
Except as indicated in this subsection, promotion examinations
shall be open to permanent or probationary status employees who meet the qualifications
and who occupy positions with a lower maximum salary. As determined by the
Director, promotion examinations may be limited to employees occupying positions
in specified classes.
(2)
The Director may establish the length of service required
of candidates in the qualifying class or classes for eligibility to participate
in promotion examinations.
D.
Promotion without examination. Promotion without examination
may be accomplished under the following circumstances.
(1)
When a trainee in a lower-level training title has successfully
completed the prescribed period of training, the trainee will be promoted
without further examination to the higher level title.
(2)
When the Director desires to fill a vacant position by
promotion without examination, based on meritorious service and seniority,
it may follow one of the following alternatives. The employee selected shall
receive the concurrent recommendation of the Deputy Director or Program Administrator
and have exceeded job requirements in their present position. The alternatives
are as follows:
(a)
Competitive promotion without examination. The Director
shall post the vacancy, consider the eligible employees who express an interest
and make the promotion, decision based upon an objective review of each employee's
meritorious service and seniority. Seniority for this purpose shall be the
length of continuous service of an employee in the designated next lower classes
if there has been no break-in-service. Eligibility for consideration for the
promotion may be limited by the Director to a particular program area. The
posting shall, whenever possible, specify the classes determined to be next
lower. Otherwise, the posting shall state that applications will be reviewed
to determine if employees previously held permanent status or currently hold
permanent status in a class for which there is a logical occupational, functional
or career development relationship to the posted position or if there is a
dear linkage between the required knowledge, skills and abilities of the previously
or currently held class with those needed for the posted position.
(b)
Noncompetitive promotion without examination. The Director
will insure that the employee meets the experience and training requirements
of the higher level position, and that the employee has permanent status.
E.
When a classification audit reveals that a position held
by a permanent status employee should properly be classified to a higher level,
the incumbent of the position will be promoted without examination to the
higher level, if the incumbent possesses the established requirements for
the higher classification.
F.
Eligibility for promotion. An employee, whose last permanent
or probationary performance evaluation is unsatisfactory or otherwise fails
to meet that position's requirements, will be disregarded for appointment
or promotion from any list and will not be eligible for promotion without
examination.
A.
Transfers.
(1)
A transfer of an employee from a position in one unit
or institution of the Department to a position of the same class in another
unit or institution of the Department may be made at any time by the Director.
The Director shall file a written statement of his/her reasons for this action
with the Personnel Officer who will notify the Pennsylvania Department of
Health.
(2)
A transfer of an employee from a position in one class
to a position in another class having the same maximum salary may be made
by the Director with the certification of the Personnel Officer that the employee
has the minimum qualifications for the position in the new class.
(3)
When there is no appropriate listing existing from which
appointments may be made, an applicant may be appointed from an appropriate
eligible list which may be from a higher class of positions. The applicant
must be informed in writing of the lower pay range and lower minimum job qualifications.
A copy of the applicant's acceptance letter must be submitted to the
Personnel Office before the effective date of appointment. The applicant will
retain his/her position on the list to which he was originally certified.
Should a vacancy occur in the higher category he may then be transferred or
promoted to the position.
B.
Demotions. The Director, 15 days after notice in writing
to an employee stating the reasons therefor, may demote an employee for inefficiency
or for any other proper cause.
A.
Resignations. An employee who resigns shall present the
reasons therefore in writing to the Director. A copy of the resignation shall
be forwarded to and recorded by the Personnel Officer. Any employee who does
not report for his/her regular duties without giving reason therefore to his/her
immediate superior may, after reasonable investigation of his/her absence,
be deemed to have resigned and the immediate superior shall so notify the
Personnel Officer, provided that the period of absence from work equals or
exceeds five workdays.
B.
Removals. The Director, 15 days after notice in writing
to an employee stating the specific reasons therefore, may remove any employee
for any of the following causes: dishonesty, incompetency, inefficiency, insubordination,
immorality, violation of the rules and regulations of the Department, physical
or mental disability, addiction to the use of narcotics or the habitual use
of intoxicating liquors to excess, advocating the overthrow or destruction
of the government of the United States or of Pennsylvania or Allegheny County,
by force, or for any other proper cause. No employee shall be removed for
refusing to participate in any political activity or for refusing to make
contributions for political purposes.
C.
Suspension. The Director, may after written notice, suspend any employee without pay for misconduct or minor infractions of the causes for removal outlined in Subsection B for a period or periods not to exceed an aggregate of more than 30 days in any one calendar year. A copy of the notice to the employee shall be forwarded to the Personnel Officer.
D.
Furlough. The Director may separate any employee without
prejudice whenever necessary because of curtailment of work, lack of funds,
or reallocation of position. The furloughing of permanent employees should
be based upon systematic consideration of type of appointments, length of
service and efficiency, of all employees serving in the affected class. The
order of furlough shall be: emergency employees, temporary employees, provisional
employees, probationary employees, and permanent employees. In the case of
permanent employees, furloughs will be determined in the following numerical
sequence:
E.
Tenure of office. The tenure of office of every permanent employee shall be during good behavior and the satisfactory performance of his/her duties except as provided in Subsection D.
F.
Re-employment of furloughed employees. A permanent employee
who has been furloughed maybe given preference for re-employment within a
period of one year over eligibles on any list for similar positions. Prior
length of service shall be the basis for recall provided the current minimum
qualifications for the class of the position are met.
G.
Reinstatement.
(1)
Eligibility for reinstatement. The following persons
shall be eligible for reinstatement to the position formerly held by them:
(2)
Time limitation. Upon written request of the person seeking
reinstatement and with the approval of the Director's Office, persons
deemed eligible maybe reinstated at any time the at the discretion of the
Director. Persons deemed eligible may be restored to duty without examination
other than physical, but any prior time in the service will not count for
seniority purposes.
(3)
Procedure for reinstatement. The appointing officer having
jurisdiction over the position proposed shall advise the Personnel Officer
in writing:
(a)
That a vacancy exists in the position.
(b)
The name and address of the person nominated for reinstatement
together with full particulars concerning the record of the nominee and the
circumstances connected with his/her separation from the service.
(c)
The Personnel Officer with approval of the Director shall
within 10 calendar days advise the appointing officer in writing of his/her
approval or disapproval.
A.
Any permanent employee of the Allegheny County Health
Department, except the Director, who is demoted, suspended, transferred, removed,
or furloughed shall, within 30 days after receiving written notice of such
action, have the right of appeal in writing to the Pennsylvania State Civil
Service Commission for a public hearing which shall be conducted in a manner
prescribed by them. Such hearing shall be held 60 days after receipt of the
employee's appeal and the employee shall be notified of the date and
place of the hearing in writing. The employee shall have the right to appear
at such hearing with counsel. The Pennsylvania Civil Service Commission shall
notify the employee and the Director in writing of its decision as soon as
possible after conclusion of the hearing. Any employee aggrieved by any determination
of the Pennsylvania State Civil Service Commission shall have the right of
appeal to the Commonwealth Court, under the laws of the Commonwealth of Pennsylvania.
B.
All applicants and employees alleging discrimination
shall have a right of appeal to an impartial body; the Pennsylvania State
Civil Service Commission or the Pennsylvania Human Relations Commission when
it has jurisdiction. Any adjudications issued by either body are appealable
to the courts of the Commonwealth of Pennsylvania. The decision of the court
will be binding.
A.
Employee performance and potential will be evaluated
systematically in order to improve individual effectiveness to assess training
needs and plan training opportunities, and to provide a basis for decisions
on placements, promotions, separations, salary advancements, furloughs and
other personnel actions.
B.
The Director shall establish and maintain a system of
periodic service ratings designed to give a fair evaluation of performance.
Equal employment opportunity is a policy of the Allegheny County Health
Department. Discrimination against any person in recruitment, examination,
appointment, training, promotion, retention, discipline or any other aspect
of personnel administration because of political or religious opinions or
because of race, national origin, age, sex, physical handicap, and other non-merit
factors will be prohibited. Specific age, sex, or physical requirements which
constitute a bona fide occupational qualification necessary to proper and
efficient administration are permitted. Whenever deemed applicable, exceptions
on age and sex will be submitted to the State Human Relations Commission for
approval prior to posting an examination notice.
A.
Employees have the right to:
(1)
Participate in voter registration drives on a nonpartisan
basis.
(2)
Express opinions about candidates and issues.
(3)
Participate in campaigns where none of the candidates
represent a political organization.
(4)
Contribute money to a political organization or attend
a political fund-raising function.
(5)
Wear or display political badges, buttons or stickers.
(6)
Join a political club or party.
(7)
Sign nominating petitions.
(8)
Campaign for or against referendum questions, constitutional
amendments, municipal ordinances, etc.
(9)
Register and vote as they choose.
B.
Employees may not:
(1)
Use official authority or influence for the purpose of
interfering with or affecting the result of an election or a nomination for
office.
(2)
Directly or indirectly coerce, attempt to coerce, command,
or advise a State or local officer or employee to pay, lend, or contribute
anything of value to a party, committee, organization, agency or person for
political purposes.
(3)
Take an active part in political management of a partisan
political campaign.
(4)
Campaign for partisan candidates or political parties.
(5)
Work to register voters for one party only.
(6)
Make campaign speeches or engage in other activity to
elect a partisan candidate.
(7)
Be a candidate or work in a campaign if any candidate
represents a national or state political party.
(8)
Collect contributions or sell tickets to political fund-raising
functions.
(9)
Distribute campaign material in a partisan election.
(10)
Organize or manage political rallies or meeting.
(11)
Hold office in a political club or party.
(12)
Circulate nominating petitions.
(13)
Campaign for or against a candidate or slate of candidates
in a partisan election.
(14)
Solicit political contributions.
No employee shall engage in any activity of employment that will conflict
with the powers and duties of the Allegheny County Health Department. Determination
of violation of this/her provision shall be made by the Director. Violation
of this provision shall be cause for removal.
A.
The recruitment program shall be planned to meet current
and all projected manpower needs. Recruitment will be timely, designed for
each class, and be directed to all appropriate sources of applicants in order
to compete successfully for applicants and attract an adequate number of candidates
for consideration. Recruitment publicity will be carried out through all appropriate
media for a minimum of three weeks to assure open opportunity for the public
to apply and be considered for public employment on the basis of abilities
and potential. Such publicity will indicate that the Allegheny County Health
Department is an equal opportunity employer.
B.
The Personnel Officer shall give appropriate examinations
to establish employment and promotion lists whenever necessary to meet or
to anticipate the needs of the service. The Personnel Officer shall fix the
relative weights of all subtests in the examination prior to the public notice
of such examination.
A.
The Pennsylvania Public Employee Relations Act is applicable.
B.
All negotiators for contracts applicable to the Allegheny
County Health Department will be informed of the need to assure that provisions
contrary to the intergovernmental personnel standards will not be included
in any signed agreement.
Personnel records will be maintained to insure proper administration
of a merit system by the Personnel Office. Periodic reports will be prepared
as necessary to comply with proper governmental requirements.
Nothing within these regulations will preclude or interfere with the
possibility of close cooperation with any other government agency. The Allegheny
County Health Department recognizes the need for cooperation among the various
levels of government. Federal and state grants to strengthen existing merit
systems will enable county level government to assume effectively its responsibility
toward the overall delivery of services to its people. Training programs to
implement these services will enable county government to establish jurisdictional
boundaries for services and decrease the overlap with state and federal agencies
for similar services. The Allegheny County Health Department is an ideal place
to establish a merit system training program. It offers its services and knowledge
to those Health Departments who must establish merit systems to comply with
intergovernmental standards for a merit system of Personnel Administration
and offers certain of its personnel on a career advancement plan to serve
as a nucleus for Health Departments starting merit systems.
These rules shall become effective upon adoption by the Allegheny County
Board of Health and approved by the Allegheny County Commissioners.
The following are exempt positions:
The Director will have the authority to accept those Allegheny County
regular or probationary status employees from County Departments who have
been hired under the State Civil Service process. Those employees will be
considered to have resigned from the Department currently employed and be
given probationary status by the Health Department.
