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Employment of Relatives/Child Labor Provisions |
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Recruitment |
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Applications |
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Examinations |
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Registers |
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Certification and Selection of Eligibles |
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Appointments |
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Promotion, Voluntary Demotion, Transfer, Reassignment, Reappointment and Detail. |
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Probationary Period |
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 201.
EMPLOYMENT OF RELATIVES/CHILD LABOR PROVISIONS
DEFINITIONS:
"Child" or "Minor" means an individual who is fourteen (14) through eighteen (18) years of age.
"Immediate Family Member: or "Relative" means a spouse, mother, father, child, stepchild, brother, sister, father-in-law, mother-in-law, grandparents of an employee or grandparents of and employee's spouse.
EMPLOYMENT OF RELATIVES:
Relatives of an employee shall not be employed where one employee is in supervisory chain of the other.
Relatives of an employee shall not be employed where decisions of compensation and approval of work are made by an immediate family member.
Immediate family members shall not be employed in the same department without approval of the Board of Supervisors.
Work site or duty considerations of County employees who subsequently become by marriage or cohabitation may warrant transfer or layoff. Application of this provision will be limited to those circumstances where the employer's interests out weigh the adverse impact, if any upon the affected employees.
CHILD LABOR PROVISIONS:
Minors between the ages of 14 through 18 may be employed by the County as part of the regular workforce or in summer jobs for youth programs. Employment of minors shall be done in compliance with federal, state and local wage and hour laws. Occupational age restrictions apply to certain jobs involving operation of equipment and hazardous material. Departments should contact the Department of Personnel for clarification.
All employees under the age of 19 shall be required to submit documentary proof of age.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 202.
RECRUITMENT
REVISED DATE: 04/04/94
FILLING OF VACANCIES: All vacancies in the classified service
which are not filled as otherwise provided in these Rules shall be filled thorough
open competitive recruiting. Based on the operational needs of the
department, Department Heads, in consultation with the Personnel Director,
may fill vacancies at a lower classification than the actual budgeted status
of the position. In such cases, the actual budgeted status of the
position will be held inactive until further action is taken.
PUBLIC ANNOUNCEMENTS: Public Announcements shall be by
public notice for a minimum of five (5) working days. Open
continuous announcements shall be open for a minimum of five (5) working
days before certification may occur. Copies of public
announcements shall be distributed to County departments and such other
individuals and organizations as the Director of Personnel deems
appropriate.
INTERNAL ANNOUNCEMENTS: An internal announcement shall be open for a minimum of five (5) working days.
INTRADEPARTMENTAL ANNOUNCEMENTS: At the request of the hiring Department Head and upon approval of the Director of Personnel, recruitment may be limited to employees of the department having the vacancy.
COUNTY-WIDE ANNOUNCEMENTS: County-wide announcements shall be distributed to the County
PUBLIC/INTERNAL ANNOUNCEMENTS: At the request of a Department Head and approved by the Director of Personnel, a position may be advertised as a combined public/internal recruitment. The same information will be provided on both the public and the internal announcements and the same minimum time for receipt of applications will be observed. Certificates of Eligibles from both announcements will be prepared and presented to the hiring authority in accordance with Rule 206C.
CONTENTS OF ANNOUNCEMENTS: An announcement may include the following: the official classification title, salary, classification code number, description of work to be performed or where this information may be obtained, the acceptable qualifications and any special qualifications, the final date for receipt of applications or statement of open continuous recruitment, and how to apply.
WAVER OF RULES: If the Director of Personnel determines that essential public services are being hampered by critical employment needs for a specific classification or classifications, the Director may implement appropriate temporary procedures to satisfy those needs. Such procedures may include waiving or revising provisions of this Rule, but shall ensure that employees are selected on the basis of merit and fitness.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 203.
APPLICATIONS
REVISED DATE: 04/04/94
OFFICIAL FORMS: All applications shall be on forms prescribed by the director of Personnel.
FILING APPLICATIONS:
Applications must be filed as stated in the announcement and on or before the date specified in the announcement in the Department of Personnel, or as otherwise designated in the announcement on or before the filing date specified in the announcement, or postmarked by midnight on that date.
Applications for open continuous recruitment may be accepted bat any time until the recruitment is closed.
Applicants shall submit such documents and/or supplemental information as required by the Director of Personnel in order to verify and accurately evaluate the applicant's qualifications and background. All required information shall be furnished by the applicants at their own expense.
Issuance or acceptance of an application shall not be construed as incurring an obligation by the County. In no case shall acceptance of an application constitute assurance of meeting the acceptable or any special qualifications or being granted an interview.
DISQUALIFICATION OF APPLICANTS: The Director may refuse to examine applicants, or after examination, may disqualify such applicants or remove their names from a register or refuse to certify eligibles on a register, or may consult with the hiring Department Head in taking steps to remove persons already appointed if it is found that applicants:
Do not meet the acceptable qualifications established for the classification or position; or
Are so disabled with reasonable accommodation, so as to render them unfit or unable to adequately perform the duties of the classification applied for or unsafe to themselves, or other employees, or the public while performing the duties of the position; or
Are addicted to the use of narcotics or other substances in a manner which would affect their ability to safely, effectively and/or dependably perform the duties of the classification applied for; or
Have made an intentional omission, fraudulent misstatement and/or false statement of material fact in the application; or
Have used or attempted to use political pressure, threats or bribery to secure an advantage in the examination process or in the appointment to a position in County employment; or
Have directly or indirectly obtained information regarding any examination to which they are not entitled; or
Have taken part in the compilation, administration or any part of the examination process in which they are competing; or
Have failed to submit an application correctly or within the prescribed time limits; or
Have previously been dismissed from a position in County employment for a disciplinary reason; or
Are under indictment for or have been convicted of a crime or have a record of convictions, the nature of which would affect the applicants suitability for employment; or
Have failed to appear for a scheduled examination or interview; or
Have failed any one (1) stage of the examination process; or
Have a record of unsatisfactory performance on previous jobs; or
Have been determined by the Director of Personnel to be unsuitable for employment for any other job related reasons; or
Has an application that has been on file for more that six months; or
Have otherwise violated the provisions of the Arizona Revised Statues or Mohave County Merit System Rules.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 204.
EXAMINATIONS
REVISED DATE: 04/17/00
GENERAL: Applicants shall be examined to determine if they possess the acceptable qualifications and skills to appear on an employment register. In no case shall selection of an applicant as a candidate or admittance to the examination process constitute assurance of a passing rating on any aspect of the examination process.
CONTENT AND NATURE OF EXAMINATIONS:
Examinations used in the selections process shall be job-related.
In compliance with laws and regulations governing sound examination procedures, examinations shall be designed to evaluate acceptable qualifications for a classification and/or to determine relative suitability among those qualified.
The Director of Personnel will determine the minimum rating of standing through which eligibility on a hiring register may be earned.
Resister scores may be based on a single or multiple segment examination process.
All examinations, evaluations, ratings, and other selection devices or items will be rated impartially.
CONDUCT OF EXAMINATIONS:
Examinations will be conducted in such locations in the County as deemed necessary by the Director of Personnel.
The Director of Personnel may designate proctors or examiners.
The Director of Personnel may limit admittance to an examination or any portion thereof.
When an oral board examination is used as part or all of the examination process, the oral board examination will be conducted and a rating made by a panel of two (2) or more individuals selected by the Department Head except that the Personnel Director may assign a member of the Personnel Department as an observer/advisor to the panel. The assigned individual shall act as advisor to the selection panel on the legalities of human resource matters. Any member of an oral examination panel who is a relative of a candidate being interviewed, or who has any possible conflict of interest with the candidate, shall be disqualified.
INTERNAL EXAMINATIONS: All regular status County employees who apply for positions in the County service shall be required to meet the acceptable qualifications and testing standards in effect at the time of application except as otherwise provided by these Rules. Standards may include written documentation from an employee's current department attesting to his or her satisfactory performance.
RETAKING EXAMINATIONS AND TEST SECURITY:
The Director of Personnel shall establish procedures and standards relating to the retaking of examinations.
A written test shall not be retaken by a candidate for a period of 90 days from the date of the last examination. In each case of a repeated test, the most recent test score achieved shall be used to determine the eligibility of the the candidate.
The Director of Personnel shall establish procedures and take such precautions as necessary to safeguard the security and confidentiality of examination materials.
INSPECTION OF WRITTEN EXAM: Because tests may be used more than once, applicants will not be allowed to review their tests. Applicants may, however, be given feedback on their relative strengths and weaknesses, if desired.
PREFERENCE POINTS: An applicant who is not a current employee and attains a passing score on an assessment process, may have preference points added to their final rating in accordance with A.R.S.§ 38-492. In order to claim any preference points and receive credit for those points, the Mohave County form, "Claim for Veteran's Preference Points", must be filled out completely with all requested documentation attached.
EXAMINATION RECORDS: The Director of Personnel shall be responsible for the maintenance of all records pertaining to applications and examination processes. Applications and other records shall be kept as long as may be required by law.
MANIFEST ERROR: The Director of Personnel, after appropriate review, may adjust the status of an applicant, candidate or eligible in order to correct a manifest error. Such adjustment shall not, however, invalidate any certification or appointment action already taken.
FINAL SELECTION EXAMINATIONS:
Interviews and other examinations conducted by hiring Departments for the purpose of making final selection decisions from among certified eligibles shall be job-related.
For purposes of judicial or other review, Department heads shall provide the Department of Personnel with the records of candidates examined and final selection examinations which shall be maintained for the period required by law.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 205.
REGISTERS
REGISTER: A register is an official list of eligibles for a particular classification or group of classifications.
ESTABLISHMENT AND MAINTENANCE OF REGISTERS:
The Director of Personnel shall be responsible for the establishment and maintenance of appropriate registers for all cases and for the determination of the adequacy of existing registers.
It shall be the duty of each Department Head to notify the Director of Personnel as far in advance as possible of vacancies or anticipated vacancies.
Applicants who have successfully completed an examination process shall be placed on the employment register established for the classification for which they have applied.
TYPES OF REGISTERS:
PUBLIC REGISTERS: After each examination process, the Director of Personnel shall prepare a register of eligibles or may merge the names of the new eligibles with those on an existing register. In the case of open continuous recruitment, registers may be amended continuously.
INTERNAL REGISTERS:
Regular status County employees may apply and be placed on an internal register if:
They are not serving a probationary period.
They meet necessary acceptable and/or special qualifications and/or requirements for the classification for which they are applying.
They have passed the examination requirements that may include reviews of experience and training, written tests, background investigations, medical examinations that may include drug screening, performance tests, physical agility tests, psychological test, polygraph examinations, profiles, oral interviews an others specifically designed.
Employees, regular and temporary status, may be required to provide written documentation from their Department Head attesting to their satisfactory performance before being placed on an internal register.
Temporary employees may apply and be placed on and internal register if:
They have been working for the County for an equivalent of six (6) months or 1040 hours within the past two (2) years.
REINSTATEMENT REGISTERS:
A regular employee who is separated from County service as the result of a formal reduction in force in accordance with these rules may apply in writing for reinstatement within one (1) month after the effective date of the layoff. The employee shall be placed on the reinstatement register for the same or lower classification from which they were separated.
A laid-off employee placed on the reinstatement register shall remain on the reinstatement register for one (1) year from the date of the layoff.
It shall be the laid-off employee's responsibility to verify with the Personnel Department his/her current address and phone number, and to notify the Personnel Department of any changes of address or phone number.
RELATED REGISTERS:
If a vacancy exists in a classification for which there is no appropriate register, the Director of Personnel may prepare a register for the classification from one or more existing related registers. The Director of Personnel shall select names of eligibles from registers which have equal or greater qualifications and requirements in relation to those of the classification in which the vacancy exists.
The scores of eligibles for any part of the examination process may be reevaluated based on specific needs of the classification in which the vacancy exists
DURATION OF REGISTERS: A register shall expire as determined by the Department Head in conjunction with the Department of Personnel, unless the register is specifically extended or abolished by the Director of Personnel. An expired or abolished register may be reactivated to resolve recruitment problems, when in the best interest of the County service.
Except as otherwise provided by these Rules, registers covering other than law enforcement positions shall expire at the end of six (6) months from the time of their establishment.
Except as otherwise provided by these Rules, registers covering law enforcement positions shall expire one(1) year after the time of their establishment.
The Director of Personnel may abolish a register at any time or in the event of a new examination, changes in classification duties or requirements, or whenever an existing register has cased to meet the needs for adequate placement in the County service.
The duration of a register may be extended by the Director of Personnel for a period not to exceed six (6) additional months.
The duration of registers for classes for which open continuous recruitment and examinations are conducted shall be indefinite, but may be terminated by the Director of Personnel at any time. The names of eligibles may be removed from open continuous registers six (6) months from the date on which they were placed on the register.
REMOVAL OF NAMES FROM A REGISTER: The Director of Personnel may remove the name of an eligible from a register for any of the following reasons:
Any of the reasons specified in Rule 203C, pertaining to disqualification of applicants;
Inability of the Director of Personnel or Department Head to contact the eligible after reasonable effort to do so;
Receipt by the Department of Personnel or the Department Head of any written or verbal communication for the eligible that consideration for a position in the classification is no longer desired, or that the eligible is no longer available for appointment;
Refusal or rejection by the eligible of an offer of appointment;
Failure to respond to a reinstatement notice;
Upon appointment of an eligible;
Expiration of eligibility on the register unless the register has been extended;
The abolishment of the register;
Failure of the eligible to appear for a scheduled appointment interview;
Separation of an eligible from the County service.
MANIFEST ERROR: After appropriate review, the Director of Personnel may approve an adjustment to the status of a candidate or eligible to rectify a manifest error. No such adjustment shall have an effect on any appointment already made.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 206.
CERTIFICATION AND SELECTION OF ELIGIBLES
CERTIFICATION: Certification is the designation of top candidates after examination to the Department Head or their representatives for placement consideration in a probationary capacity.
REQUEST FOR CERTIFICATION OF ELIGIBLES: Department Heads shall request certification of eligibles in order to fill vacant positions in the county service by submitting an official request on the form and in the manner prescribed by the Director of Personnel.
PROVIDING ELIGIBLES:
If the position is to be filled through either Public or Internal advertising, the Department of Personnel shall certify from the appropriate register the top six names, based on examination results, for consideration, or any lesser number of eligibles if less than six (6) names are contained on the register.
For a Public/Internal advertisement, the Department of Personnel shall certify the top four (4) names, as available, from the public advertising and the top four (4) names, as available, form the internal advertising for the Department Head or representative to consider.
Any certification for one (1) vacancy which contains at least three (3) names shall constitute a complete certification. If less than three (3) names are available for certification, those available may be certified with the concurrence of the hiring Department.
Upon submittal of a certificate of eligibles to a hiring department, if the said hiring department requests additional names form a hiring register, the hiring department must provide written, job-related justification for refusal to consider those names initially submitted before additional eligibles are provided.
When the County plans to fill more than one position of the same classification in the same work unit, the number of names certified shall be increased by one (1) name for each additional position if such are available.
When the scores of two (2) or more eligibles are tied, the Director of Personnel may break the tie by an appropriate method.
AVAILABILITY OF ELIGIBLES: An eligible shall be certified on the basis of indicated availability for employment consideration. It shall be the responsibility of the eligible to notify the Department of Personnel in writing of any change affecting availability for appointment.
SELECTIVE CERTIFICATION: The Director of Personnel may make a selective certification of eligibles to a Department Head from the appropriate register(s) when the vacant position requires specialized knowledge, experience, background or qualification within the particular classification or within a particular geographic area.
DURATION OF CERTIFICATION:
The life of a Certificate of Eligibles during which action may be taken shall be fixed by the director of Personnel giving consideration to the area, type of position and other factors, but generally will not exceed six (6) months from date of issue. Extensions may be granted by the director of Personnel.
A change in a register shall not affect the content of an existing Certificate of Eligibles.
SELECTION OF ELIGIBLES:
A Department Head may select any candidate for reinstatement or transfer to fill the position that meets the requirements and qualifications for the position.
If the Department Head does not select a reinstatement or transfer candidate, he or she must interview a minimum of three candidates, if available, before making a selection, except as provided in Rule 206, G3 below. These candidates may include any combination of reinstatement, transfer or competitive candidates. For multiple vacancies, the Department Head must interview one additional candidate for each additional vacancy.
The Department Head may select the single candidate with the highest rating directly from the register without certification upon request of the Department Head and prior approval of the Director of Personnel.
All interviews shall be conducted in person unless a candidate resides fifty or more miles from the interview site, in which case the interview may be conducted by telephone.
The Department Head shall indicate the action take on on each eligible certified on the forms prescribed by the Director of Personnel.
The Department Head may check references and investigate the candidate's education and work history. If the results of these checks and investigations indicate the falsification of material fact on the application or unsuitability for employment for any other reason, the Department Head shall so inform the Director of Personnel in writing.
CONFIDENTIALITY OF RECORDS: The Director of Personnel shall maintain the confidentiality of certification records.
MANIFEST ERROR: After appropriate review, the Director of Personnel may approve and adjustment to the status of an eligible to rectify a manifest error. Such adjustments shall not, however, invalidate any certification already made.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 207.
APPOINTMENTS
APPOINTMENTS: Appointments to positions in the county shall be made on the basis of demonstrated ability and the required levels of education, knowledge, skill training, and experience.
TYPES OF APPOINTMENTS:
PROBATIONARY APPOINTMENT: A probationary appointment is an appointment to a position for a qualifying period for a specified length of time to test suitability for regular appointment. Such appointment may be extended.
REGULAR APPOINTMENT: An employee given a probationary appointment shall be given a regular appointment upon written recommendation of his or her Department Head indicating the probationary employee has met the necessary performance criteria. The hiring department will notify the Department of Personnel of such acceptance. The appointment will be effective the first day of the pay period immediately following receipt and approval by the Director of Personnel of the written recommendation.
TEMPORARY APPOINTMENT:
Temporary Category:
Temporary appointments may be made to fill positions established for a specified period of time, when the work of a department requires the services of one or more employees on a temporary basis.
Temporary appointments must be authorized by the Director of Personnel and shall be for up to twenty-four (24) months unless extended for up to an additional twelve (12 ) months by the Director.
Appointments to temporary positions for short durations may be made non-competitively or through an open, competitive process or from an appropriate pending register. All temporary appointments shall be advised of the temporary nature of the position and the anticipated duration.
Emergency Category:
When there is need to fill a vacancy, an emergency appointment may be made without regard for the meeting of all job qualifications or examination requirements.
No emergency appointment shall be continued for more than thirty (30) days from the date of appointment, unless, due to extenuating circumstances, and extension for an additional thirty (30) days is approved by the Director of Personnel. Emergency appointments may only be extended once.
Intermittent Category:
An intermittent appointment shall be made for a seasonal or an on-call basis and shall be made form a register or by verification of acceptable qualifications in the absence of a register.
A person who receives an intermittent appointment from a register is eligible for successive intermittent appointments to the same classification with out reexamination or re-certification..
REINSTATEMENT APPOINTMENT:
Types of Reinstatement Appointments:
Former regular status County employees who have been laid-off due to lack of work, reduction in force, administrative reorganization or other reasons beyond the control of the employee causing the abolishment of the position formerly held may be reinstated to a position in the same or lower class if recalled, with in one (1) year from the date of separation. Employees receiving such reinstatement appointments will serve probationary periods pursuant to Rule 209 of these Rules.
Employees may be reinstated as directed by the Merit Commission. Such employees shall not be required to serve a reinstatement probationary period.
Reinstated employees are eligible for reinstatement at a salary up to the salary attained prior to separation.
UNDERFILL OR TRAINING APPOINTMENTS:
When a vacancy is to be filled and there are no qualified applicants, the Department Head may request the Director of Personnel to approve that a position be underfilled by an individual in a training capacity at an appropriate level below that at which the position is classified. The training period will vary depending upon the position. Individuals hired into such positions may be moved to appropriate classification and pay range when the acceptable qualifications and/or requirements are met.
Employees hired into an underfill or trainee position shall serve a probationary period as is appropriate to the classification.
Applicants for Deputy Sheriff and Park Ranger positions not holding valid certification as peace officers in the State of Arizona may be placed in an underfill or trainee position at the title of Cadet until such individuals have received the appropriate peace officer certification and have demonstrated acceptable performance.
Applicants for Corrections Officer positions may be placed in an underfill or trainee position titled Cadet until successful completion of the original probationary period.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 208.
PROMOTION, VOLUNTARY DEMOTION, TRANSFER
REASSIGNMENT, REAPPOINTMENT AND DETAIL
REVISED DATE: 04/04/94
PROMOTION:
Vacancies occurring in a defined career path or track in the County service, as established through the Classification Section of the Personnel Department, may be filled by promotion whenever practicable and in the best interest of the County. Regular status employees are eligible to promote.
Promotions shall be competitive in nature, as defined in Rule 202A, and the selection made from a Certificate of Eligibles, unless otherwise specified in these Rules.
Employees seeking promotion should be informed in writing that failure of the promotional probationary period may result in layoff.
VOLUNTARY DEMOTION: Employees who voluntarily demote through a noncompetitive process shall not be required to serve a probationary period as provided in Rule 209, C3b of these Rules. Noncompetitive voluntary demotions are not appealable.
If an employee makes a written request for a voluntary demotion, the demotion may be effective upon certification by the Director of Personnel that the employee meets the acceptable qualifications. A copy of the employee's written request shall be provided to the Director of Personnel.
If an employee sustains a job-related injury or illness which precludes working in the current classification, the demotion may be effective upon the request of the employee and certification by the Director of Personnel and the County Physician that the employee meets the acceptable qualifications of the available position.
TRANSFERS:
County employees upon request and approval may transfer non-competitively to another classification in the same pay range or may assume the duties of a position in the same classification in another department provided the employee has completed at least six (6) months of satisfactory service in the employee's present position and meets the acceptable qualifications of the position sought as certified by the Director of Personnel.
Employees seeking transfers should be informed in writing that failure of the transfer probationary period may result in layoff.
In the event that part or all of the functions of a department are transferred to another department, or a department is otherwise administratively reorganized, the affected employees may be transferred without regard for the requirement of six (6) months of service. In such cases, the affected employees of the transferring department shall be accepted as transfers by the receiving department at the same pay range unless the receiving department has no need for the position(s). In the latter event, the Rules governing layoff shall apply.
ASSIGNMENT/REASSIGNMENT: Based upon the County's need to provide efficient services to the public, a Department Head has the authority to assign employees to specific duty and work locations and to make noncompetitive reassignments within his/her department as deemed necessary. Reassignments shall be reported to the Director of Personnel on forms provided by the Personnel Department. Assignments and reassignments are neither grieveable or appeallable.
REAPPOINTMENT: A regular employee may be reappointed by a competitive process as defined in Rule 202A to a different position with the same or lower range as the classification currently held or to a position with a higher range which is not in the same career track or path as the position currently held or to a position with a higher range which is not in the same career track or path as the position currently held. Employees who are reappointed shall be required to serve a probationary period as provided in Rule 209, C6. Competitive reappointments are not appeallable.
DETAIL:
When the services of an employee are needed temporarily in a position other than that to which the employee is regularly assigned, upon prior approval of the Director of Personnel, the employee may be detailed to another position for a period not to exceed six (6) months.
Employees detailed for more than thirty (30) days to a position in a higher classification shall receive a within range salary increase equivalent to the entry of the salary range to which detailed or a six percent (6%) within range salary increase as recommended by the Department Head. In no event, should an employee so detailed receive less than a six percent (6%) salary increase. Such pay adjustments for details for over thirty (30) days shall be made retroactive to the initial date of detail of the employee. Salary adjustments made as a result of a detail shall terminate when the employee returns to the position normally held.
A detail from a classified position to an unclassified position shall not result in abridgment of any rights the employee may have prior to detail.
Exceptions to the conditions of a special detail may be authorized by the Director of Personnel.
EFFECTIVE DATE: The effective date of promotions, voluntary demotions, transfers, reappointments and detail to special duty shall be on the first day of the pay period on or immediately following approval by the Director of Personnel.
ARTICLE 2.
EMPLOYMENT
EFFECTIVE DATE: 05/15/91
RULE 209.
PROBATIONARY PERIOD
GENERAL:
All appointments, except temporary, emergency, intermittent, with the County shall be subject to the satisfactory completion of a probationary period. This applies also to subsequent appointments in connection with a promotion, reappointment, disciplinary demotion, certain types of reinstatement or transfer. The probationary period shall be considered an integral part of the selection process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a new, promoted, transferred, reappointed, applicable reinstated or demoted employee and for screening out any employee whose performance, conduct or work relations are not satisfactory.
An employee who fails any type of probationary period has no right of appeal. Original probationary employees, do not have grievance, appeal or hearing rights except as otherwise provided in these Rules.
Successful completion of a probationary period in no way restricts the right of the county to separate any employee from County service at a late date for any reason provided by these Rules.
LENGTH OF PROBATIONARY PERIODS:
Probationary periods for classified employees, except law enforcement, park rangers, and corrections officers, shall be six (6) months. However, the Department Head may extend a probationary period for up to an additional six (6) months. In no case may an individual probationary period be longer than twelve (12) months.
Probationary periods for law enforcement officers, park rangers, and corrections officers in the classified service shall be for a period of twelve (12) months. The Department Head may extend any probationary period for an additional six (6) months period. In no case shall the probationary period be longer than eighteen (18) months. Probationary periods for law enforcement, park rangers and corrections officers relating to promotion, demotion and reinstatement within a classification series shall be of the duration of six (6) months and may be extended by the Department Head, but for no longer than for an additional six (6) months.
An employee who leaves County employment while in a probationary status or for any other reason fails to complete a probationary period, and who returns to County employment, must complete a new probationary period as provided by these Rules.
The probationary period for any employee shall be adjusted for a corresponding period equal to the number of hours of leaves taken during the probationary period when more than eighty (80) consecutive working hours in this status are involved.
TYPES OF PROBATIONARY PERIODS:
ORIGINAL PROBATIONARY APPOINTMENT:
All appointments in the classified service shall serve an original probationary period. Probationary employees who successfully complete their probationary period shall be granted regular status upon approval of the Director of Personnel.
An original probationary employee accepting another County position prior to the completion of the original probationary period in their current position, shall begin a new original probationary period for the new position, but shall retain the original date of hire for longevity purposes.
Probationary employees may be dismissed at any time during their probationary period without right of grievance, appeal or hearing except as otherwise provided by these Rules.
Employees who do not successfully complete the probationary period shall be dismissed.
PROMOTION PROBATIONARY APPOINTMENT:
An employee who is promoted shall serve a probationary period applicable to the classification to which promoted.
Other than lack of appeal rights pursuant to Rule 209, A2, the regular status of an employee shall not be affected by serving a promotion probationary period, and the employee shall be eligible for any other type of action during the probationary period, unless otherwise established by law.
An employee who fails a promotion probationary period may be denied promotion, laid-off or placed in a position of the former or a lower class, if available, through the appropriate competitive process.
DEMOTION PROBATIONARY PERIOD:
An employee who receives a disciplinary demotion as provided in Rule 702, A3 shall serve a six (6) month demotion probationary period. An employee involuntarily demoted for a disciplinary or non-disciplinary reason, who fails a demotion probationary period, shall be dismissed from the position to which demoted. Other than lack of appeal rights pursuant to Rule 209, A2, the regular status of an employee shall not be affected by serving a demotion probationary period.
An employee who voluntarily demotes non-competitively as provided by Rule 208B shall not be required to serve a probationary period.
TRANSFER PROBATIONARY PERIOD:
A transferred employee shall serve a six (6) month transfer probationary period.
Other than lack of appeal rights pursuant to Rule 209, A2, the regular status of an employee shall not be affected by serving a transfer probationary period, and the employee shall be eligible for any other type of action during the probationary period, unless otherwise established by law.
An employee who fails a transfer probationary period may be denied transfer, laid-off or placed in a position of the former or lower class, if available, through the appropriate competitive process.
REINSTATEMENT PROBATIONARY PERIOD:
Reinstated employees shall serve probationary periods as follows:
An employee who was laid-off due to lack of work, reduction in force, administrative reorganization or other reasons beyond the control of the employee causing the abolishment of the position formerly held and who is reinstated shall serve a reinstatement probationary period as follow:
a) An employee reinstate to the same classification as the positions previously held prior to reinstatement, shall not be required to serve a probationary period and will retain regular status upon reinstatement.
b) An employee reinstated to a position with a different classification than the position held prior to reinstatement, shall be required to serve a probationary period applicable to the classification to which reinstated. Such employee shall not be granted regular status until completion of the applicable probationary period.
A reinstated employee who fails a reinstatement probationary period shall return to the reinstatement register for the remainder of the period during which such employee's name would otherwise have remained on the register as provided by these Rules.
Reinstated employees shall accrue benefits at the same rate as was the case when such employee was separated from County service.
REAPPOINTMENT PROBATIONARY PERIOD
A reappointed employee shall be required to serve a probationary period applicable to the classification to which reappointed.
Other than lack of appeal rights pursuant to Rule 209, A2, the regular status of an employee shall not be affected by serving a reappointment probationary period, and the employee shall be eligible for any other type of action during the probationary period, unless otherwise established by law.
An employee who fails a reappointment probationary period may be denied reappointment, laid-off or placed in a position of the former or lower class, if available, through the appropriate competitive.
PROBATIONARY PERIOD CREDIT:
TEMPORARY APPOINTMENTS: When a temporary employee is competitively appointed as a regular employee, and upon written request by the hiring department and approval by the Director of Personnel, probationary period credit up to three (3) months may be granted for contiguous service in the classification to which appointed. In no case shall the probationary period credit received exceed the number of hours worked in that classification.
DETAIL: When an employee is detailed into a position of a higher classification, upon written request by the hiring department and approved by the Director of Personnel, the time served in the detailed position may be applied to the required promotion probationary period upon a competitive appointment into that position or classification. In order to qualify for this credit the time spent in detail must immediately precede the promotional appointment.