The County Career Service shall be a permanent service to which the provisions of this article shall apply. It shall comprise all positions in the County Government now existing, or hereafter established, excluding exempt categories of personnel.
Exempted positions in career service shall consist of the following personnel:
Chief Executive and staff to the Chief Executive;
Council Chief of Staff, Council Clerk and staff;
County Manager and staff;
Department Directors, Deputy Directors, and Division Managers;
Members of County agencies and authorities;
One confidential secretary or confidential clerk to each Department Director or Division Manager;
Any person appointed for the duration of a special study, project, or internship, which is scheduled to be completed after a fixed or limited period of time;
Part-time, occasional, casual, temporary or seasonal employees.
Employees of County Officials and the Courts shall not be covered by the personnel system and shall not be considered County Career Service employees, provided, however, that any newly created position must be created consistent and within the total budget of their respective Office or Department subject to verification by the Manager and Controller.
The Civil Service Commission is abolished, and its responsibilities, as set forth in 16 P.S. §§ 4502 through 4525 and §§ 4221.1 through 4221.16, are incorporated by reference as responsibilities of the Personnel Board except as herein provided.
If any provision of this article is in conflict with the Commonwealth of Pennsylvania Civil Service System or the Health Department Merit System, the provisions of the respective Civil Service Systems shall be controlling for employees covered by those Civil Service Systems.
The County Manager shall appoint a task force within six months of adoption of this Administrative Code which shall study the feasibility and advisability of incorporating all employees now covered by State Civil Service or the Health Department Merit System (Article I) into the personnel system. The County Manager shall set a time limit for the task force to make final recommendations.
If any of the provisions of this Article are in conflict with an applicable collective bargaining agreement, the provisions of the collective bargaining agreement shall be controlling for employees covered by that collective bargaining agreement. Employees who have recourse to grievance procedures through collective bargaining are required to use those procedures rather than appealing to the Personnel Board.