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S.B. 246 Enrolled

             1     

COUNTY DIRECTOR OF PERSONNEL

             2     
MANAGEMENT AMENDMENTS

             3     
2006 GENERAL SESSION

             4     
STATE OF UTAH

             5     
Chief Sponsor: Thomas V. Hatch

             6     
House Sponsor: Brad L. Dee

             7     
             8      LONG TITLE
             9      General Description:
             10          This bill modifies provisions of the County Personnel Management Act.
             11      Highlighted Provisions:
             12          This bill:
             13          .    modifies provisions relating to the selection of a county director of personnel
             14      management;
             15          .    provides an alternative method of selecting a county director of personnel
             16      management;
             17          .    authorizes a county executive to choose to appoint a director of personnel
             18      management, with the advice and consent of the county legislative body;
             19          .    provides that the position of a director of personnel management chosen under the
             20      alternative method is a merit exempt position and that the director may be
             21      terminated by the county executive with the consent of the county legislative body;
             22      and
             23          .    makes technical changes.
             24      Monies Appropriated in this Bill:
             25          None
             26      Other Special Clauses:
             27          None
             28      Utah Code Sections Affected:
             29      AMENDS:


             30          17-33-5, as last amended by Chapters 73 and 241, Laws of Utah 2001
             31     
             32      Be it enacted by the Legislature of the state of Utah:
             33          Section 1. Section 17-33-5 is amended to read:
             34           17-33-5. Office of personnel management -- Director -- Appointment and
             35      responsibilities -- Personnel rules.
             36          (1) (a) (i) Each county executive shall:
             37          [(i)] (A) create an office of personnel management, administered by a director of
             38      personnel management; and
             39          [(ii)] (B) ensure that the director is a person with proven experience in personnel
             40      management.
             41          [(b) The] (ii) Except as provided in Subsection (1)(b), the position of director of
             42      personnel management shall be:
             43          [(i)] (A) a merit position; and
             44          [(ii)] (B) filled as provided in Subsection (1)[(c)] (a)(iii).
             45          [(c) The] (iii) Except as provided in Subsection (1)(b), the career service council shall:
             46          [(i)] (A) advertise and recruit for the director position in the same manner as for merit
             47      positions;
             48          [(ii)] (B) select three names from a register; and
             49          [(iii)] (C) submit those names as recommendations to the county legislative body.
             50          [(d) The] (iv) Except as provided in Subsection (1)(b), the county legislative body
             51      shall select a person to serve as director of the office of personnel management from the names
             52      submitted to it by the career service council.
             53          (b) (i) Effective for appointments made after May 1, 2006, and as an alternative to the
             54      procedure under Subsections (1)(a)(ii), (iii), and (iv) and at the county executive's discretion,
             55      the county executive may appoint a director of personnel management with the advice and
             56      consent of the county legislative body.
             57          (ii) The position of each director of personnel management appointed under this


             58      Subsection (1)(b) shall be a merit exempt position.
             59          (iii) A director of personnel management appointed under this Subsection (1)(b) may
             60      be terminated by the county executive with the consent of the county legislative body.
             61          (2) The director of personnel management shall:
             62          (a) encourage and exercise leadership in the development of expertise in personnel
             63      administration within the several departments, offices, and agencies in the county service and
             64      make available the facilities of the office of personnel management to this end;
             65          (b) advise the county legislative and executive bodies on the use of human resources;
             66          (c) develop and implement programs for the improvement of employee effectiveness,
             67      such as training, safety, health, counseling, and welfare;
             68          (d) investigate periodically the operation and effect of this law and of the policies made
             69      under it and report findings and recommendations to the county legislative body;
             70          (e) establish and maintain records of all employees in the county service, setting forth
             71      as to each employee class, title, pay or status, and other relevant data;
             72          (f) make an annual report to the county legislative body and county executive regarding
             73      the work of the department; and
             74          (g) apply and carry out this law and the policies under it and perform any other lawful
             75      acts that are necessary to carry out the provisions of this law.
             76          (3) (a) (i) The director shall recommend personnel rules for the county.
             77          (ii) The county legislative body may approve, amend, or reject those rules before they
             78      are adopted.
             79          (b) The rules shall provide for:
             80          (i) recruiting efforts to be planned and carried out in a manner that assures open
             81      competition, with special emphasis to be placed on recruiting efforts to attract minorities,
             82      women, persons with a disability as defined by and covered under the Americans with
             83      Disabilities Act of 1990, 42 U.S.C. 12102, or other groups that are substantially
             84      underrepresented in the county work force to help assure they will be among the candidates
             85      from whom appointments are made;


             86          (ii) the establishment of job related minimum requirements wherever practical, that all
             87      successful candidates shall be required to meet in order to be eligible for consideration for
             88      appointment or promotion;
             89          (iii) selection procedures that include consideration of the relative merit of each
             90      applicant for employment, a job related method of determining the eligibility or ineligibility of
             91      each applicant, and a valid, reliable, and objective system of ranking eligible applicants
             92      according to their qualifications and merit;
             93          (iv) certification procedures that insure equitable consideration of an appropriate
             94      number of the most qualified eligible applicants based on the ranking system;
             95          (v) appointments to positions in the career service by selection from the most qualified
             96      eligible applicants certified on eligible lists established in accordance with Subsections
             97      (3)(b)(iii) and (iv);
             98          (vi) noncompetitive appointments in the occasional instance where there is evidence
             99      that open or limited competition is not practical, such as for unskilled positions that have no
             100      minimum job requirements;
             101          (vii) limitation of competitions at the discretion of the director for appropriate positions
             102      to facilitate employment of qualified applicants with a substantial physical or mental
             103      impairment, or other groups protected by Title VII of the Civil Rights Act;
             104          (viii) permanent appointment for entry to the career service that shall be contingent
             105      upon satisfactory performance by the employee during a period of six months, with the
             106      probationary period extendable for a period not to exceed six months for good cause, but with
             107      the condition that the probationary employee may appeal directly to the council any undue
             108      prolongation of the period designed to thwart merit principles;
             109          (ix) temporary, provisional, or other noncareer service appointments, which may not be
             110      used as a way of defeating the purpose of the career service and may not exceed 90 days, with
             111      the period extendable for a period not to exceed an additional 90 days for good cause;
             112          (x) lists of eligible applicants normally to be used, if available, for filling temporary
             113      positions, and short term emergency appointments to be made without regard to the other


             114      provisions of law to provide for maintenance of essential services in an emergency situation
             115      where normal procedures are not practical, these emergency appointments not to exceed 90
             116      days, with that period extendable for a period not to exceed an additional 90 days for good
             117      cause;
             118          (xi) promotion and career ladder advancement of employees to higher level positions
             119      and assurance that all persons promoted are qualified for the position;
             120          (xii) recognition of the equivalency of other merit processes by waiving, at the
             121      discretion of the director, the open competitive examination for placement in the career service
             122      positions of those who were originally selected through a competitive examination process in
             123      another governmental entity, the individual in those cases, to serve a probationary period;
             124          (xiii) preparation, maintenance, and revision of a position classification plan for all
             125      positions in the career service, based upon similarity of duties performed and responsibilities
             126      assumed, so that the same qualifications may reasonably be required for, and the same schedule
             127      of pay may be equitably applied to, all positions in the same class, the compensation plan, in
             128      order to maintain a high quality public work force, to take into account the responsibility and
             129      difficulty of the work, the comparative pay and benefits needed to compete in the labor market
             130      and to stay in proper alignment with other similar governmental units, and other factors;
             131          (xiv) keeping records of performance on all employees in the career service and
             132      requiring consideration of performance records in determining salary increases, any benefits for
             133      meritorious service, promotions, the order of layoffs and reinstatements, demotions, discharges,
             134      and transfers;
             135          (xv) establishment of a plan governing layoffs resulting from lack of funds or work,
             136      abolition of positions, or material changes in duties or organization, and governing
             137      reemployment of persons so laid off, taking into account with regard to layoffs and
             138      reemployment the relative ability, seniority, and merit of each employee;
             139          (xvi) establishment of a plan for resolving employee grievances and complaints with
             140      final and binding decisions;
             141          (xvii) establishment of disciplinary measures such as suspension, demotion in rank or


             142      grade, or discharge, measures to provide for presentation of charges, hearing rights, and appeals
             143      for all permanent employees in the career service to the career service council;
             144          (xviii) establishment of a procedure for employee development and improvement of
             145      poor performance;
             146          (xix) establishment of hours of work, holidays, and attendance requirements in various
             147      classes of positions in the career service;
             148          (xx) establishment and publicizing of fringe benefits such as insurance, retirement, and
             149      leave programs; and
             150          (xxi) any other requirements not inconsistent with this law that are proper for its
             151      enforcement.


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