Allegheny County, PA
 
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Table of Contents
Table of Contents
In addition to the provisions of this Part, the Human Resources Director shall establish such policies and rules, as he may deem necessary for a merit system of filling vacancies, and for recruiting highly qualified personnel for County Career Service positions.
In accordance with Article IX, § 1.9-905, of the Charter, every employee holding a position with Allegheny County on the effective date of the Charter, January 1, 2000, shall continue in his position and shall not be subject to examination as a condition for continuation of employment in his current position.
All vacant Career Service positions which are to be filled shall be posted in the following manner:
A. 
The appropriate department, division or agency director, or its designee, hereafter referred to as "appropriate County officer", shall initiate the hiring process by requesting the Human Resources Director to begin action to fill a vacant position within its jurisdiction.
B. 
If a job description for the vacant position does not exist or is in need of revision, the appropriate County officer shall prepare a job description, subject to the approval of the Human Resources Director, outlining in detail the job responsibilities of the vacant position, salary or salary-range, and specific qualifications including, but not limited to, educational requirements, experience and, where appropriate, examination. Said job descriptions shall conform to the County's Classification Plan and Pay Plan and any applicable collective bargaining agreement.
C. 
The Human Resources Director shall publicize the vacant position opening by posting an announcement for two weeks in the Human Resources Division and, at the Human Resources Director's discretion to convenience potential applicants, in other locations such as County buildings, job sites, the Internet at an appropriate County-controlled Web site, newspapers of general circulation, and trade journals.
All applications for County career service employment, or for promotion, shall be filed with, and maintained by, the Human Resources Director.
The relative fitness of applicants will be measured by examination of job-related knowledge, skills, integrity, and physical ability, where it is a bona fide occupational qualification for the position. The relative fitness of applicants will also be measured by the applicant's experience, education, training, licensure and job performance as may be applicable to the vacant position.
A. 
The Human Resources Director, with the approval of the Manager, shall determine the form of examination to be used in the selection procedure for each position in the career service based on objective, job related criteria, to ascertain an applicant's fitness. The Human Resources Director, in consultation with the appropriate County officer, shall establish specific merit criteria governing the use of examinations, including, but not limited to, traditional written examinations, computer-based written examinations, job simulation, experience, or other appropriate criteria.
B. 
All examinations, unless otherwise provided, shall be open to all persons who meet the minimum requirements for the positions within the classes for which the examinations are held.
C. 
The Human Resources Director shall be charged with setting the passing grade for each position. All examinations shall be job related, based on an analysis of the requirements for each position or class.
D. 
The ranking of each applicant passing the examination shall be publicly posted.
The Human Resources Director shall give public notice of all written, competitive examinations for positions or promotions in the career service at least two weeks in advance of the final date for filing applications for such examinations.
A. 
Selection of an individual to fill a vacant position shall be made from a pool of qualified candidates. Applicants with the highest examination scores shall qualify for the pool of candidates. The number of candidates in the pool shall be equal to the greater of the top 10% of the number of applicants examined or five. The pool shall never include applicants who failed the examination.
B. 
The Department or Division Director shall recommend to the Manager one or more of the candidates from the pool to fill the vacant position. The Manager shall appoint a person from the pool to fill the vacant position.
C. 
In the case of agencies, the Director or a designee shall select a candidate from the pool and appoint that person to fill the vacant position.
D. 
Veterans Preference Act shall apply when applicable.
Applicants who fail to comply with job related requirements or who have attempted any deception or fraud in connection with any application or examination shall be rejected. If such deception or fraud is discovered after a person is hired, that person will be terminated and will not be eligible to become a candidate for employment for three years.
A. 
All newly hired persons entering the career service, or those promoted in the career service, shall serve a probationary period. The Human Resources Director shall determine the appropriate period for each position or class, in consultation with the Department Director or appropriate appointing authority, except where determined by an applicable collective bargaining agreement or state law.
B. 
The Human Resources Director shall establish a policy providing for formal evaluation of the performance of persons during a probationary period, and which is directed to correcting inadequate performance.
(1) 
If during or at the end of the probationary period the newly hired employee's performance is considered not to be adequate, such person shall be terminated and notified in writing of the termination. There shall be no right of appeal to the Personnel Board from such probationary termination.
(2) 
In the case of promotions, if the employee is not permanently promoted at the end of the probationary period, that person shall be returned to his former position, or an equivalent position, and shall be deemed not to have been demoted for the purpose of appeal to the Personnel Board.
A. 
An applicant for County employment need not be a resident of the County at the time of application. However, within one year of appointment and acceptance of such appointment, such individual shall be required to move to and live within Allegheny County; provided however, that any person who was formerly an employee of a Regional Communications Center whose operations and function have been merged with or incorporated into the operations of the County's Emergency Communications/911 Center who is not a resident of Allegheny County and has been offered and accepted a position of employment in the County's Emergency Communications/911 Center shall not be required to become a resident of Allegheny County.
[Amended 4-3-2001 by Ord. No. 30-01]
B. 
Any person employed by the County who is not a resident of Allegheny County at the time of the adoption of this Amendment to the Administrative Code shall not be required to establish residency within Allegheny County to maintain his/her status as a County employee. No person employed by the County who is a resident of Allegheny County at the time of the adoption of this Amendment to the Administrative Code shall establish residency outside the County while continuing his/her employment by Allegheny County.
[Amended 4-3-2001 by Ord. No. 30-01]
C. 
The residency requirement set forth in Subsection A of this section requiring individuals to move to and live within Allegheny County within one year of appointment as a County employee shall not apply to applicants for the following positions:
[Added 7-10-2001 by Ord. No. 53-01; amended 10-9-2001 by Ord. No. 65-01]
(1) 
Registered nurses at the John J. Kane Regional Centers.
(2) 
Licensed practical nurses at the John J. Kane Regional Centers.
(3) 
All individuals employed as health care personnel at the Allegheny County Jail.
[Added 7-1-2015 by Ord. No. 23-15]
D. 
In the event that there are insufficient qualified applicants who reside in the County for the positions in the career service described herein, then the residency requirement set forth in § 5-1007.11A of this section requiring individuals to move to and live within Allegheny County within one year of appointment as a County employee shall not apply to applicants for the following positions:
[Added 11-20-2001 by Ord. No. 73-01]
(1) 
Lifeguards in the Public Works Department.
(2) 
Caseworkers in all County departments.
(3) 
Specific information technology positions in the Department of Computer Services who are currently under contract with the County.
(4) 
Air Pollution Control Engineers and Coke Oven Technicians employed in the Air Quality Division of the Allegheny County Health Department.
[Added 11-18-2008 by Ord. No. 26-08]
No County Officer, County Official or County employee shall unduly exert, negatively or positively, his influence to gain, or attempt to gain, preferential treatment on behalf of an applicant for employment with Allegheny County.
No County officer, County official, exempted career service person or other manager will employ an immediate family member who would be under their direct line of authority.