Browse
Search
Agenda - 01-29-1985
OrangeCountyNC
>
Board of County Commissioners
>
BOCC Agendas
>
1980's
>
1985
>
Agenda - 01-29-1985
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
10/5/2016 11:41:23 AM
Creation date
9/8/2016 11:56:14 AM
Metadata
Fields
Template:
BOCC
Date
1/29/1985
Meeting Type
Special Meeting
Document Type
Agenda
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
47
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
ORANGE COUNTY PERSONNEL DEPARTMENT <br /> ' 106 E. Margaret Lane . <br /> Hillsborough, N.C. 27278 <br /> • <br /> BEVERLY M. WHITEHEAD <br /> PERSONNEL DIRECTOR <br /> ORANGE COUNTY PERSONNEL DEPARTMENT <br /> A. The basic mission of the department is to recruit, select, develop an <br /> effective and responsible workforce for Orange County. <br /> B. The program activities established to accomplish our mission are: Recruitment <br /> Selection, Administration; Records and Reporting Systems; Classification and <br /> Pay; Employee Development; and Equal Employment Opportunity Program. <br /> C. Three significant changes have occured that affect the workload of the <br /> department. First, within the past twelve months the State has abolished <br /> the Register System for all classes in the departments of Social Services and <br /> Public Health. The net result of that action makes the County responsible <br /> for the departments' recruitment and selection of employees. Procedures <br /> have been and are -continuing to be developed to accomodate this shift of <br /> - responsibility. Second, we are experiencing a significant increase in not <br /> only the number of applications to be processed per position, but a more <br /> technically trained and skills oriented applicant. While traditionally for <br /> supervisory, mid and upper lever staff the education requirements have been <br /> a college degree and in most instances graduate degrees. However, of in- <br /> creasing importance and value are the training sessions, skills-oriented <br /> workshops and continuing education classes now offered by various universities, <br /> and institutions. For internal staff it is crucial to strengthen our in- <br /> service training programs to assure the maintenance of a highly productive <br /> workforce. Third, the significant increase in health cost has warranted a <br /> thorough review of the County's health and Worker's Compensation programs. <br /> The emphasis now is on prevention of health related problems. Likewise <br /> with our Worker's Compensation program there is a need to develop and refine <br /> safety measures to minimize, if not prevent, on the job injuries. <br /> D. The major accomplishments this fiscal year have been 1) implementation of <br /> ' the revised Classification and Pay Plan, 2) development of Affirmative Action <br /> goals by department, 3) refinement of recruitment and selection procedures to <br /> incorporate the merit system departments, 4) negotiation and implementation of <br /> the County's Personal Care Plan under Blue Cross Blue Shield, 5) development <br /> of a revised Personnel Ordinance, 6) refinement of our record and reporting <br /> systems, and 7) implementation of employee orientation sessions. The major <br /> objectives for the remainder of this fiscal year are 1) review and recom- <br /> mendation on classification and pay appeals, 2) development of employee re- <br /> lated services - training, tuition refund program, and recognition program, <br /> 3) centralized reporting of overtime, and 4) consolidation of personnel records <br /> as space permits. <br /> • <br /> An Equal Opportunity/Affirmative Action Employer <br />
The URL can be used to link to this page
Your browser does not support the video tag.