The Personnel System shall cover all employees under the jurisdiction of the County Officers unless otherwise provided by the Allegheny County Home Rule Charter,[1] this Administrative Code, or other applicable law.
[1]
Editor's Note: The Charter is included at the beginning of this volume.
Consistent with all applicable laws and contracts, the County Manager shall prepare and administer a unified personnel system for Allegheny County. Such system shall be based on merit principles and, to the extent possible, shall be designed to meet all of the merit system requirements established by the federal and state governments for the receipt of federal and state funds.
The County Executive, through the County Manager and the Human Resources Division, shall be accountable for the development of personnel policies, procedures, and regulations for the career service of the County, which will embrace the concept of merit. They shall include, but not be limited to, the following principles and objectives, which shall guide the development of the County personnel system:
A. 
Providing equal opportunity for employment and for the advancement and retention of employees without regard to race, religion, religious creed, national origin, age, disability or gender.
B. 
Recruiting, selecting and promoting employees on the basis of their respective abilities, knowledge and skills required for the position, as determined through open and competitive means.
C. 
Providing fair and competitive compensation and benefits for all employees.
D. 
Training and developing employees to assure continuing high quality performance.
E. 
Retaining employees on the basis of the adequacy of their performance, correcting inadequate performance, and terminating the employment of employees whose inadequate performance has not been corrected.
F. 
Instituting a position classification plan which fairly reflects the differences in job classes, such as, level of difficulty, education and experience requirements, and skill requirements.
G. 
Establishing high standards of integrity, conduct, and concern for the public interest.
H. 
Protecting employees from political coercion.
The basic duties and responsibilities associated with the structuring and functioning of the County personnel system shall be divided among the Chief Executive, the County Manager, Human Resources Director, the Controller and the County Personnel Board, as follows:
A. 
Chief Executive. The Chief Executive shall monitor the efficiency and effectiveness of the personnel system, and the faithful execution of the merit concept called for in the Charter and this Administrative Code.
B. 
County Manager. The County Manager shall:
(1) 
Oversee the implementation of a merit personnel system and other personnel provisions mandated by the Charter and this Administrative Code;
(2) 
Establish overall personnel policies; and
(3) 
Give final approval to the personnel rules and regulations developed by the Human Resources Director.
C. 
Human Resources Director. The Human Resources Director shall be prepared through education and experience in the field of human resources management to assume the duties and responsibilities of the office. The Human Resources Director shall:
(1) 
Plan, organize, direct and control the day-to-day operations of the Human Resources Division;
(2) 
Develop and recommend to the Manager the policies and the rules and regulations that will govern the personnel system and which are needed to fully implement the personnel provisions of the Charter and this County Administrative Code, including the merit principles and objectives as set forth in the Charter;[1]
[1]
Editor's Note: The Charter is included at the beginning of this volume.
(3) 
Develop an operating manual for the Human Resources Division, which shall guide the day-to-day functioning of the office;
(4) 
Determine and recommend to the Manager the structure of the Human Resources Division (e.g. offices or bureaus, and the respective duties of each);
(5) 
Determine and recommend staffing requirements for the Human Resources Division;
(6) 
Develop and implement the recruitment and examination function of the personnel system;
(7) 
Develop and implement a position classification and a pay plan;
(8) 
Handle such employment complaints as are not within the scope of the Personnel Board or other grievance procedures, to include appropriate investigation and referral;
(9) 
Prepare a quarterly report for the Chief Executive, County Council and Manager regarding the work of the Department and such other periodic reports as the Manager requires;
(10) 
Coordinate personnel functions with other Departments and operations; and
(11) 
Perform such other duties as may be assigned or delegated by the Manager or Director of the Department of Administration.
D. 
Controller. The Controller shall maintain the payroll system relative to required additions, deletions, and changes in individual positions.
E. 
Personnel Board. The Personnel Board:
(1) 
May hear appeals of Career Service employees not covered by collective bargaining involving demotions, dismissals and suspensions in excess of three days. Terminations during or at conclusion of probationary period may not be appealed;
(2) 
Shall have the opportunity to review and comment upon the rules and regulations established for the career service, and to make recommendations for changes and/or additions;
(3) 
Shall hear complaints regarding violations of the merit principles set forth in this Administrative Code;
(4) 
Shall monitor the faithful execution of provisions governing the career service, and report any abuses to the Manager; and
(5) 
Shall prepare for the Chief Executive and County Council an annual report of activities and such other reports as the Executive may require or the Board considers appropriate.