Agenda - 01-29-1985 - Laserfiche WebLink

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ORANGE COUNTY PERSONNEL DEPARTMENT ' 106 E. Margaret Lane . Hillsborough, N.C. 27278 • BEVERLY M. WHITEHEAD PERSONNEL DIRECTOR ORANGE COUNTY PERSONNEL DEPARTMENT A. The basic mission of the department is to recruit, select, develop an effective and responsible workforce for Orange County. B. The program activities established to accomplish our mission are: Recruitment Selection, Administration; Records and Reporting Systems; Classification and Pay; Employee Development; and Equal Employment Opportunity Program. C. Three significant changes have occured that affect the workload of the department. First, within the past twelve months the State has abolished the Register System for all classes in the departments of Social Services and Public Health. The net result of that action makes the County responsible for the departments' recruitment and selection of employees. Procedures have been and are -continuing to be developed to accomodate this shift of - responsibility. Second, we are experiencing a significant increase in not only the number of applications to be processed per position, but a more technically trained and skills oriented applicant. While traditionally for supervisory, mid and upper lever staff the education requirements have been a college degree and in most instances graduate degrees. However, of in- creasing importance and value are the training sessions, skills-oriented workshops and continuing education classes now offered by various universities, and institutions. For internal staff it is crucial to strengthen our in- service training programs to assure the maintenance of a highly productive workforce. Third, the significant increase in health cost has warranted a thorough review of the County's health and Worker's Compensation programs. The emphasis now is on prevention of health related problems. Likewise with our Worker's Compensation program there is a need to develop and refine safety measures to minimize, if not prevent, on the job injuries. D. The major accomplishments this fiscal year have been 1) implementation of ' the revised Classification and Pay Plan, 2) development of Affirmative Action goals by department, 3) refinement of recruitment and selection procedures to incorporate the merit system departments, 4) negotiation and implementation of the County's Personal Care Plan under Blue Cross Blue Shield, 5) development of a revised Personnel Ordinance, 6) refinement of our record and reporting systems, and 7) implementation of employee orientation sessions. The major objectives for the remainder of this fiscal year are 1) review and recom- mendation on classification and pay appeals, 2) development of employee re- lated services - training, tuition refund program, and recognition program, 3) centralized reporting of overtime, and 4) consolidation of personnel records as space permits. • An Equal Opportunity/Affirmative Action Employer