Laserfiche WebLink
Merit Board of Appeals July 15, 2015 <br /> pay and step increases for bargaining units 2, 3, and 4. This was not a typical pay <br /> increase process. The department did get hit hard at the end of the fiscal year. <br /> Staffing Update: One of our Human Resources Technician I, who was in <br /> our Processing Center accepted a voluntary demotion to the Prosecuting <br /> Attorney's Office. One of our Human Resources Assistants, who is on <br /> temporary status, would like the opportunity to be Temporarily Assigned <br /> (TA) into that vacant position. <br /> (At this time, Mr. Hermes distributed two hand-outs concerning <br /> the Current and Proposed organizational charts, and proceeded to <br /> present additional information.) <br /> To get someone up to speed in the Processing Center takes quite a bit of <br /> training. The duration of training depends upon the individual and may <br /> require anywhere from months to a year, depending on the person's <br /> background, ability to learn and to apply principles, and so forth. <br /> We will amend our current organizational chart by relocating our Human <br /> Resources (HR) Specialist II. The employee would be moved into the <br /> Processing Center to help with the workload and volume, during the <br /> training period. This employee is very experienced and has performed <br /> work in a variety of areas during the course of their career. We're lucky to <br /> have this employee in the Processing Center. <br /> Our department has been undergoing a transition for a number of years <br /> and we continue to transition in the direction of establishing a processing <br /> within our department to support multiple functions rather than the more <br /> traditional model of each division having their own staff. We do this so we <br /> can be more flexible. <br /> Going back to the example of when our department was organized, we <br /> had larger divisions with very specialized staff. When the economy tanked <br /> and the County stopped hiring,what happens to our recruitment staff? <br /> We had a variety of positions devoted to handling recruitment, but there <br /> was no recruitment to be done. <br /> This department started contemplating a model where, if we had <br /> positions devoted to a multitude of functions, depending on the economy, <br /> the decisions of Administration, and a variety of other outside factors—we <br /> could be flexible to what was needed of the department and not be <br /> fixated on individualized functions that may or may not meet the needs of <br /> the County. We've pooled our resources. <br /> Page 5 <br />