The Personnel Department is responsible for various human resource programs which provide employment related information and services. In some counties, these programs may be assigned to other staff departments or to some degree may be delegated to line departments. Twenty-eight counties have approved local merit systems and the remaining counties have locally developed personnel systems which otherwise observe various state and federal laws and regulations. The Personnel Department is headed by a director who is appointed by the Board of Supervisors or by the CAO and is assisted by necessary administrative and support staff.
Position Classification — A classification plan is maintained by the Personnel Department. All positions are assigned to job classifications which are periodically updated to ensure the titles, description of duties, description of relationship to other classes, and employment criteria are current. This plan serves as a guide for various employment decisions including testing and recruitment criteria, budget and organization decisions, employee career development, and development of bargaining units.
Testing-Recruitment-Certification — An examination system based upon job related criteria is designed and conducted by the Personnel Department staff. Recruitment efforts designed to attract qualified applicants and meet the county affirmative action plan requirements are also conducted by the Personnel Department. Persons found eligible for employment are certified to vacancies based upon county personnel rules.
Employee Records — A central personnel file system is maintained by Personnel Department staff. Included in each file are various documents related to pre-employment, employment, changes in employment status, evaluations, training, and payroll.
Affirmative Action — A countywide affirmative action plan may be developed, maintained, and updated by Personnel Department staff.
Employee Due Process — A system of employee due process including informal counseling, training, and formal grievance procedures is operated by Personnel Department staff.
Salary Plan — The salary plan consists of salaries or salary ranges assigned to county classes and the procedures to determine circumstances under which salary progression may occur. The salary plan is periodically changed due, in part, to results of market plan surveys or other salary indicators and collective bargaining for many employee classes.
Employee Relations — Units of employee representation based upon criteria found in a county employee relations policy are developed and modified based upon recommendations from Personnel Department staff. The staff also represents the Board of Supervisors in formal collective bargaining sessions with represented employees and in consultation sessions with unrepresented employees.
Training — A countywide training program may be conducted by Personnel Department staff. Such training may include subjects related to personnel development including new employee orientation, supervisory training, affirmative action related training, and career development skills.
Risk Management — Some or all risk management functions may be assigned to the Personnel Department including health and welfare benefit administration, safety, Workers’ Compensation, Unemployment Insurance, State Disability Insurance, and liability.