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<br /> <br />Page 17 <br />1 <br />person meets MQs for the next level, it can be <br /> <br />2 <br />reallocated. The position can be reallocated; you <br />3 <br />don't have to wait for a vacancy. If you're a CSA1, <br />4 <br />the employer can just as easily reallocate that <br />5 <br />individual, through the position description <br />6 <br />reclassification, to make that person the CSA2 and then <br />7 <br />recruit for a CSA1. That makes sense; but that was not <br />8 <br />done. And that's the kind of questions that I had as <br />9 <br />far as how all of this came about. <br />10 <br />In light of the fact that the County is now <br />11 <br />looking -- and I really applaud this County because <br />12 <br />I've seen it in other jurisdictions where the merit <br />13 <br />principle is somehow forgotten, and when actions are <br />14 <br />taken, particularly at hiring or promotion, that gets <br />15 <br />left behind sometimes because the employer maybe just <br />16 <br />feels like, “Hey, I have the best person for the job” -- <br />17 <br />which is great, but that has to be justified because <br />18 <br />we do have a merit system. <br />19 <br />So, when someone has been working for 11 years <br />20 <br />or 13 years in the position, there has to be <br />21 <br />consideration for that. And barring any kind of <br />22 <br />reflection in the performance evaluation of an employee <br />23 <br />who is not productive or who can't do the job, then <br />24 <br />that has to be serious consideration; in addition to <br />25 <br />the fact that if someone actually performed the job, <br /> <br />ISLAND COURT REPORTING & TRANSCRIPTION SERVICES <br />(808) 933-9800 <br /> <br />