2021-12-02 Merit Appeals Board Minutes

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Merit Appeals Board December 2, 2021 Then, another part of what the—our staff verifies is to make sure that the notices go out and that the department, along each step in our electronic recruitment system, report to what they have done. So, the CountyI don't remember the year, Waylen2008—moved to an electronic recruitment system. Pre prior to that, everything was done on paper. So, in our electronic recruitment system we are able to document or keep a historical record of each applicant—what happened, what they applied for, what happened with that recruitment whether or not they met the eligibility requirements for the class or did not, what positions they were referred to, and then what the department has done once they're referred. So, if they were interviewed and not selected, that's documented. If they were contacted and they were not interested in interviewing that's documented. So, these applicants are moved along in the electronic recruitment system until the department reports their hire and you will have one person whose moved to the hired section and the rest will remain in either the interviewed or the referred sectionI guess, that's the easiest way to call it in our electronic recruitment system. When the report—when the hire is reported, the staff make sure—also make sure that the compensation is proper. There are opportunities for departments to recruit for positions at a range above the minimum pay in the pay rate. So, for example—and that opportune that option is only for specialized positions, or positions that we are having difficulty filling, or positions that have a shortage—are in a shortage category, such as civil engineers. It's beenhistorically, it's been hard to recruit for civil engineers to fill government positions because our pay is lower than what they could make on the outside. So, those are examples of positions where the HR director can approve to hire into these positions at above the entry-level. In general, when we recruit for positions all new hires from the outside coming into a County position for the first time, are hired at the entry-level salary for their pay grade. So, our staff, in addition to people just coming in from the outside, we conduct internal recruitments within the County. So, for internal recruitments only either—it could be an internal recruitment within the County or an internal recruitment within a department. That—the option to fill is at the discretion of the department head. When a selection is made from an internal recruitment, the compensation of that County applicant is based on their current paygrade and in accordance with either the collective bargaining agreement or our compensation procedures. So, before staff will authorize that hire, they're going to check and make sure that the compensation that's been offered to this internal applicant, is proper. Similarly, they're going to make sure that if a new person is hired from the outside, if they're not—if the department is not reporting their salary at the minimum, they're going to make sure that there was approval to hire this person at a pay rate within the range that was authorized. Page 15