Download PDF Packet - Agenda

submitted on a NCF-1 through the Human Resources Department for approval by the
Commissioners Court. Disposition of all compensable factor reviews shall be directed by the
Commissioners Court.
2.48 Reduction in Force: A reduction in the county budget, as well as changes in program
emphasis, or a lack of work, may cause a reduction in force. Employees that are affected by
reduction in force may be considered for a demotion in lieu of layoff. Such a demotion is possible
only if approved by the Commissioners Court and if a vacant position exists where the affected
employee may be placed with the consent of the appointing authority.
2.49 Involuntary: When a demotion is the result of a disciplinary action, the appointing authority
must provide the employee with the specific reason in writing. The employee will then be given
seven (7) calendar days to exercise the grievance process before the demotion is requested through
the Human Resources Department.
a. Employees demoted under this provision shall be entitled to a hearing in accordance with
the grievance procedures set forth in Chapter 8.
2.50 Compensation: Employees that are demoted shall also receive a salary reduction in
accordance with the job pay group.
2.51 Promotion Reversal: Any employee who is promoted to a position in another department and
cannot perform satisfactorily in the new position, may request demotion to the old grade,
classification, and salary, if such opening is available. In all such cases, the receiving department
head must approve in writing. The alternative to this would be dismissal for cause in accordance with
the due process of paragraph 7.02 of this manual.
PROMOTIONS:
2.52 Definition: A promotion is any personnel action resulting in movement to a position affording
higher starting salary or greater rank and/or providing for greater skill or responsibility. It is the
County's policy to give qualified employees advancement opportunities whenever possible.
Therefore, job vacancies are posted for a period of not less than 7 calendar days. Interested
employees should notify their immediate supervisor and submit an application to the Human
Resources Department to have their qualifications reviewed. Qualified employees' applications shall
be sent to the Elected Official/Department Head or supervisor where the vacancy exists. Interviews
are scheduled at the discretion of the department.
2.53 Salary: An employee that is promoted will be placed in the appropriate new pay group as
specified in the county salary schedule and approved by Commissioners Court. Step placement
within the pay group shall be the same as the employee had before the promotion unless the
promotion results in a pay increase of more than 10%. In such case, the Commissioners Court shall,
after receiving the recommendation of the department head, determine the step in which the
employee shall be placed.
2.54 Notification: Employees who are promoted to a position in another department must give
his/her elected official/department head two weeks prior notice before transferring between
departments unless a mutual agreement of lesser or greater notice is made between the affected
department heads or elected officials.
Nueces County Personnel Policy Manual Page -13-
Approved by Commissioners Court on January _____, 2013