The following policies were approved April 18, 2019 by the Board of Supervisors:
General Policies 11 “Purchasing”, 30 “Grant and Funding Assistance” and Human Resources Policy G “Employee Conduct” are updated to comply with language required for the processing of purchases being made under federal grants.
General Policies 28 “Electronic Device Policy” and 34 “Technology Use” are updated to address overtime eligible employees receiving electronic devices that expose them to working after approved hours. Remember all overtime hours must be approved in advance by your supervisor. The supervisors are responsible for monitoring usage of electronic devices outside of normal work hours. It also extends the email retention from 3 years to 5 years.
General Policies 4 “Emergency Plans” and 42 “Emergency Notification and Alerting” address updates to our emergency notification systems. The current phone system now can process a direct 911 call with location servicing. The implementation of Alertus requires us now to have a policy concerning the utilization and notification of emergent situations. There will be more information on this alerting service in the future.
General Policy 9 “Credit Cards” is modified to eliminate taking card numbers over the phone. There are some exceptions for Conservation.
Human Resources Policy C “Recruitment and Selection” is modified to reflect the practices related to recruitment and clarifies the current nepotism policy to address not only hiring, but supervision.
Human Resources Policy D “Classification and Compensation” updates the policy to reflect the movement away from the Hay compensation system to the market and equity system recommended by our consultant, Public Sector Personnel Consultant. Departments will be provided more information about employee placement on the new wage scales in the next month.
Human Resources Policy F “Performance Appraisal and Development System” is updated to reflect the changes in the compensation system and requiring staff to achieve an overall score of three (3) or better to obtain an annual step increase. Additionally the policy eliminates the bonus program. The bonus program is being eliminated for a variety of reasons including the influence on performance ratings and positive impact of changes to the compensation systems. The Board has replaced the amount with an increase to the deferred compensation match, creating a larger economic impact of the amount and encouraging retirement savings.
Human Resources Policy I “Hours of Work” addresses the impact of changes to the collective bargaining law no longer allowing supplemental pay issues to be addressed in the union contracts. The shift differential for all applicable employees (except DSA) has been increased to $0.50 an hour. Correction Officers serving as Field Training Officers will continue to receive $1.00 an hour, while training. These changes are effective July 1st.
Human Resources Policy J “Overtime Compensation” adds language requested by the Sheriff to address Bailiff, Bailiff Sergeant, Classification Specialist and Corrections Sergeants ability to receive overtime after their regular shift. Compensatory banks have a limit of 60 hours or 100 hours annually. You should review your union contract for any differences. These changes are effective July 1.
Human Resources Policy K “Holidays” deleted language not being used by the Health Department.
Human Resources Policy L “Vacation” allows for employees to obtain 5 weeks of vacation after 20 years of employment. Impacted accrual rates will change July 1st.
Human Resources Policy P “Insurance and Deferred Compensation” modifies the pay grades eligible for one times their salary as a life insurance benefit. The employees currently eligible, where the position is no longer eligible, will be grandfathered into the coverage. If you’re impacted by these changes you can anticipate an email notification in the coming week. Additionally, the policy reflects the increase in the deferred compensation match as a replacement to the end of the bonus program. The deferred comp match in January, 2020 will be $1,000, for those employees contributing $2,000. Please contact Andrea Ahmann to increase you current contributions to fully benefit from this increase. DSA employees have a $1,500 match per their collective bargaining agreement.
Human Resources Policy U “Separation of Employment” clarifies that employees need to be physically present on their last day of work and adds “catastrophic events” as possible reason for layoffs.
Human Resources Policy V “Employee Recognition” clarifies that regular part-time employees, not temporary or PRN, are recognized based on date of hire.
All policies would be effective immediately; except D, F, I, J, L, and P which would be effective July 1, 2019.
If you have any questions let HR or your supervisor know. As always the full text of the policy can be viewed at: https://www.scottcountyiowa.com/hr/policies