The Personnel System shall cover all employees
under the jurisdiction of the County Officers unless otherwise provided
by the Allegheny County Home Rule Charter, this Administrative Code, or other applicable law.
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;
(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.