Download PDF Packet - Agenda

2.53 Salary:
a. An employee that is promoted will be placed in the appropriate new grade and salary
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 the employee will keep only the
continuance pay steps that he or she has earned.
b. The salary of a civil service employee who is also a member of a duly recognized
bargaining unit will be determined by the applicable provision of a labor agreement.
c. The salary of City/County health district employees will be in accordance with the
cooperative agreement between the City of Corpus Christi and Nueces County, as amended
from time to time.
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.
PERFORMANCE APPRAISAL:
2.55 Frequency: The job performance of each employee in the classified service may will be
evaluated once a year using the county's EMPLOYEE EFFICIENCY REPORT FORM (NCF-3).
The evaluation shall be based on the performance of the employee's job duties and will be conducted
in accordance with the performance appraisal guidelines manual. A copy of each report will be
given to the employee by his/her immediate supervisor within ten calendar days of the date on the
report. Special evaluations may also be conducted as necessary to document inordinately poor or
extraordinarily high employee performance under any given circumstance. All pay increases and
promotions for each employee in the classified service will be contingent upon that employee having
a satisfactory EER file. All pay increases or promotions requested for employees with incomplete or
unsatisfactory files, must be submitted to the Personnel Director for approval by Commissioners
Court. An unsatisfactory EER file will be determined by averaging the total scores of all EERs on
the subject employee's file. If the average of the total of all EERs scores combined, falls at or below
the cutoff figure for an unsatisfactory EER as prescribed by the county's performance appraisal
guidelines manual, that employee will be considered unsatisfactory for purposes of pay and
promotion as herein defined.
2.56 Record keeping: The original of the evaluation must be submitted to the Department of
Human Resources and Civil Service for inclusion in the employee's official personnel record.
2.57 The appointing authority may Director of Personnel must maintain records showing the
performance ratings of employees for use in determining the order of layoff and reinstatement; and
for consideration and recommendations relating to promotion, transfer, demotion and dismissal.
2.58 Employees have the right to present an appeal concerning interpretation of the Performance
Appraisal Process and/or resulting appraisal. The following method is provided to ensure rapid and
fair hearing of an appeal:
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Nueces County Civil Service Commission Page -16-
Rules and Regulations [Adopted on ___________]