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• <br /> • <br /> 082 ORANGE COUNTY - <br /> kIiLLSBOROUGLI - <br /> NORTII CAROLINA ` r <br /> •L I/i c <br /> M ORANMUM <br /> TO: Board of County Commissioners <br /> FROM: County Manager <br /> • <br /> ]ATE: December 8, 1986 <br /> SUBJECT: ADDITIONAL AREAS OF CHAD IN THE PERSONN. =MICE <br /> On December 1, 1986 I forwarded to you a set of recommendations regarding - <br /> changes in the Personnel Ordinance.. After further review with my staff, <br /> other areas of change are recommended. They are as follows: - <br /> Article III Section 9.3 <br /> (Add) Travel and Expense Statements must be submitted for reimbursement. <br /> within 30 work days of completed travel. <br /> Article IV Section 3.1 <br /> (Change to Read) During periods of adverse weather conditions which make - <br /> travel extremely hazardous, the County Manager may close County offices. <br /> When County offices are officially closed by the Manager,. employees shall be <br /> granted administrative leave of absence at full pay. Employees that are - <br /> required to work during this time shall receive time off at the rate of 1 1/2 <br /> times the total number of hours worked in addition to regular pay.. <br /> Administrative leave hours will not be paid to an employee at termination <br /> unless it occurs during the week worked. (See Article IX, Section 7.3) . <br /> Article VII Section 3.2 <br /> (Change to Read) Based on the work standards developed, the employee and the <br /> supervisor will meet formally to discuss work performance at _ least once a <br /> year. A rating will be assigned summarizing the employee's work during the <br /> evaluation period. Ratings shall be in one of the following areas: <br /> -Below Standard Level: performance is below the standards established for <br /> the job in all or most areas. An employee <br /> receiving a below standard rating will receive a <br /> detailed Plan for Improvement from the-supervisor <br /> and will have their performance reviewed again in <br /> 90 days. If significant improvement is not made, <br /> the employee shall be subject to a personnel <br /> action ranging from reassignment, demotion or - <br /> termination. <br /> -Standard Level: performance meets the standards established for <br /> the job in all or frost areas. The employee does <br /> good, competent work and is a valued employee. <br />