N0. 15815 ORDER CONCERNING BUDGET POLICIES FOP. 1984-85 FISCAL YEAR
On motion made by Commissioner Holland, seconded by Commissioner Higgins, the Court II J
unanimously approved the following budget policies for the 1984-85 fiscal year:
1. Beginning salaries for Kerr County employees shall be set as follows:
A. Clerical $790.00 per month
B. Road & Bridge, $4.56 per hour
C. Sheriff's Deputies, $1200.00 per month if certified
$1000.00 per month if uncertified
D. Dispatchers, $840.00 per month
E. Maintenance, $790.00 per month
The Court may, however, set a higher salary for an employee who is experienced in the
type of work for which he or she is being employed, upon written recommendation of the
official or department head specifying the basis for such recommendation.
2. For satisfactory performance of duties after a minimum of 3 months employment,
employees may receive a probationary increase of $50.00 per month, or the equivalent of $.30
per hour, upon written recommendation of the official or department head for whom he or she ~
works, to be approved by the Court and recorded in the minutes of the Court.
3. Merit increases may be granted for exceptionally good and consistent performance
in the same position as recognition for outstanding performance, but not, however, for the
purpose of equalizing or adjusting salaries. The Court will consider requests from officials
or department heads for merit increases at the regular April and September terms of Court.
A completed performance evaluation form as prescribed by the Court shall be brought before
the Court for review with the official or department head to substantiate such request.
o-o-o-o-o-o-o-o-o-o
N0. 15816 APPROVAL OF ADOPTION OF PERSONNEL POLICIES FOR KF.RR COUPdTY
On this the 11th day of December 1984, upon motion made by Commissioner Holland, second-
ed by Commissioner Guthrie, the Court unanimously approved Adoption of Personnel Policies for
Kerr County in its entirety, to be effective as of the first day of January 1985.
PERSONNEL POLICY J
KERR COUNTY
A MESSAGE FROM THE COP~IISSIONERS COURT
These policies set forth the primary rules governing employment with Kerr County and
serve to inform employees of the benefits and obligations of employment with the County.
They have been prepared and adopted in order to promote consistent, equitable, and effective
practices by both employees and supervisors which will result in high quality public service.
The policies apply equally to all employees of the County unless specifically exempted
by Federal or State law which supercedes local policy. Elected officials and other officers
are covered to the extend allowed by laws governing their offices.
Kerr County is a public tax-supported organization. Its employees must adhere to high
standards of public service that emphasize professionalism, courtesy, and avoidance of even
the appearance of illegal or unethical conduct. Employees are expected to carry out efficient-
ly the work items which are their responsibility, to maintain good moral conduct, and to do J
their part in maintaining good relationships with the public, with other governmental employees.
and officials, with their supervisors, and with fellow employees.
Employees are to be punctual in maintaining work hours, keeping appointments, and meeting
schedules for completion of work.
It is hoped that the adoption of the policies will assist in creating an atmosphere of
willingness on the part of both employees and officials to work diligently toward a smooth
operation of County affairs and to work harmoniously with all departments of the County.
KERR COUNTY COMMISSIONERS' COURT
INDEX
STRUCTURE OF COUNTY GOVERNMENT	1
EMPLOYMENT STANDARDS AND PRACTICES	1
PROCEDURES FOR NEW EMPLOYEES, RESIGNEES,	
RETIREES AND TERMINATIONS	2
DESIGNATED HOLIDAYS	3
EMPLOYEE COMPENSATION	3
TYPES OF EMPLOYMENT	4
SALARY INCREASES	5
TRANSFERS	5
VACATION	6
SICK LEAVE	6
EMERGENCY LEAVE	~
MATERNITY LEAVE	~
CITIZENSHIP AND MILITARY LEAVE	$
LEAVE OF ABSENCE	8
PROMOTIONS	9
LONGEVITY	9
TERP4INAT IONS	10
EMPLOYEE INSURANCE	11
RETIREMENT	12
COUNTY GOVERNMENT
Kerr County is governed by a County Judge and four County Commissioners who comprise the
Kerr County Commissioner's Court and are responsible for the administration of county business.
Officials elected by county-wide voters include the County Judge, District Judges, Dis-
trict Attorneys, Sheriff, District Clerk, County Clerk, County Attorney, Tax Assessor-Collector,
Treasurer, Surveyor and Public Weigher. Officials elected by their respective precinct voters
are County Commissioners, Justices of the Peace and Constables.
The Adult Probation Officers, County Auditor and Assistants are appointed by the two
District Judges.
Appointments made by the Commissioners' Court are County Health Officer, Juvenile Proba-
tion Officer, County Extension Agents and Emergency Management Coordinator.
EMPLOYMENT STANDARDS AND PRACTICES
Kerr County does not discriminate against any person in job structuring, recruitment,
employment, promotion, or any other aspect of personnel administration based upon race, age,
religion, color, handicap, national origin, sex, political affiliation or belief, or any other
non-merit factor.
Personnel decisions shall be made on the basis of occupational qualifications and
job-related factors such as skill, knowledge, education, experience, and ability to perform a
specific job.
-1-
PROCEDURES FOR NEW EMPLOYEES, RESIGNEES, RETIREES, AND TERMINATIONS
1. Officials and department heads shall present to the Commissioners' Court in writing, for
their consideration, the name of the individual whom they wish to employ, the requested -'
li
beginning salary, and the effective date of employment. When approved, an order reflect-~i
ing such employment information shall be recorded in the minutes of the Court, and a copy
of the order provided to the County Treasurer for payroll purposes.
2. When an employee resigns, retires or is terminated, such information and the effective
date shall be submitted to the Court in writing, and an order reflecting same shall be
recorded in the minutes of the Court, and a copy provided to the Treasurer for payroll
i
purposes.
3. New employees shall be instructed by their immediate supervisor to report immediately to
the County Treasurer's office to record information required for payroll, insurance and
retirement.
4. A11 new employees will be on probation for a minimum of 3 months and may be eligible to
r.
receive an increase in salary if recommended by the official or department head.
5. The Courthouse is open to the public from 8:00 A.M. to 5:00 P.M., Monday through Friday,
except on holidays as designated by the Commissioners' Court.
Employees will be advised of their work schedule by the employing elected official or
department head.
-2-
DESIGNATED HOLIDAYS I
Holidays for all offices except where otherwise designated will be set by Commissioners'
Court in January of each year.
EMPLOYEE COMPENSATION
Paychecks for county employees are issued on the 15th and last day of each month.
If payday falls on Saturday or Sunday, the preceding Friday will be payday. If payday
falls on a holiday, checks will be issued on the last working day preceding the holiday.
Employees working overtime will be given compensatory time off on an hour for hour
basis, to be scheduled by the elected official or department head.
-3-
EMPLOYMENT
TYPE OF POSITIONS
All employees of the County will be designated as permanent or temporary/full-time or
part-time at the time of employment.
a) PERMANENT POSITION, full-time or part-time are positions with no given time limit
at the time of employment for the length of service expected from the individual.
This does not pertain to elected officials.
b) TEMPORARY POSITIONS, full-time or part-time, are positions given for a certain
length of time to fill a vacant position such as seasonal work, maternity leave,
etc. At the end of the length of time, the temporary position is considered
dismissed.
c) FULL-TIME VS FART-TIME: Full-time positions are those based on a 40 hour work week.
Positions requiring less time are generally considered part-time.
-4-
MERIT INCREASES
An employee may receive a merit increase in salary if recommended by his/her official or
department head and approved by the Commissioners' Court. An employee may not be considered
for a merit increase prior to the expiration of three months following a probationary period.
TRANSFERS
An employee may transfer from one department to another upon agreement of the employee
and officials concerned. A minimum decrease of $50.00 in the employee's monthly salary will
be imposed for a 3 month probationary period. Requests for transfer must be submitted in
writing to the Commissioners' Court for its consideration. Approval shall be by court order ,
setting out the specifics of the transfer and recorded in the minutes of the Court.
ACROSS-THE-BOARD SALARY INCREASES
At its discretion the Court may, after considering Consumer Price Index and provided
adequate funds are available, order across the board salary increases for employees who are
currently employed. To be eligible for such increase, an employee must have been on the pay-
roll 30 days prior to the effective date of the increase.
-5-
TYPES OF LEAVE
VACATION
Full-time employees with 10 years service or less accrue 1 working day vacation per
month, with a maximum of 10 per year; with 10 to 20 years service accrue 15 days per year;
with 20 years or more accrue 20 working days per year. Vacation leave may not be taken
until six months after employment. Vacation leave is to be scheduled and authorized by the
official or department head. Vacation time may be accumulated, with the maximum of 30 days
to be accumulated at any one time.
SICK LEAVE
An employee will be eligible for sick leave with pay for personal illness after 3
months employment. Sick leave with pay may be accumulated at the rate of 1 day per month of '.!
service. Statement from a doctor may be required after 3 consecutive days of sick leave.
After accumulated sick leave has been used, an employee may apply accumulated vacation time.
Upon recommendation of the official or department head and approval of the Commissioners'
Court, an employee may be on leave without pay for a reasonable period of time after accumu-
lated sick leave has been used. Such approval shall be ordered by the Court and recorded in ,
the minutes, with a copy to be furnished the County Treasurer for payroll purposes.
-6-
EMERGENCY LEAVE
A maximum of 3 working days in a 12 month period for paid emergency leave may be granted
by the official or department head to an employee for the purpose of attending funerals
and/or medical needs of members of the employee's immediate family. Should more time be
needed in any 12 month period, it may be granted by the official or department head at his
or her descretion.
MATERNITY LEAVE
Maternity leave without pay may be granted employees for a period of 60 calendar days
upon approval of the official or department head. Additional days may be arranged with the
approval of the department head or elected official. Accrued sick leave, vacation leave and ~,
leave without pay may be used by an employee for maternity leave. An order approving agreed j
arrangements for such maternity leave shall be recorded in the minutes of the Court with a
copy furnished the Treasurer for payroll purposes.
-7-
CITIZENSHIP AND MILITARY LEAVE
County employees and/or elected officials who are summoned for any type of jury duty or
i
as a witness in a court case will receive full compensation for the working days they are on j
jury duty or serve as a witness.
During peace time an employee of the county who presents official orders requiring
his/her attendance for a period of training or other active duty as a member of the United
States Armed Forces, the Texas State Reserve Corps or the Texas State Guard shall be entitled,
to military leave without pay.
LEAVE OF ABSENCE
Leave of absence without pay not to exceed 60 days may be granted upon recommendation
of the official or department head and approved by the Commissioners' Court.
-8-
PROMOTIONS
Promotions shall consist of an increase in any one or more of the following;
a) Salary
b) Authority I
c) Status
Promotions will be based on efficiency, performance, seniority and superior qualifi-
cations, and not exclusively on seniority or longevity. ~ ~
LONGEVITY
Longevity pay will be paid at the rate of $120 per year after 2 years of service in ad-
dition to any across the board cost of living increases which may be granted. Such longevity!
increases shall occur annually on the anniversary date of employment. ',
-9-
T$'RMINATIONS
To resign in good standing, an employee must give his/her department head at least ten
(10) working days notice, in writing, of his/her intention to resign.
Terminated employees are required to turn in all records and other property to their
department head or other authorized person.
An employee may receive compensation for unused accumulated vacation leave when
terminated.
An employee who resigns and is then reemployed after a period of one year or more, shall
be treated as a new employee.
If an employee is involuntarily terminated, a written record revealing the cause
must be placed in the individual's file in the department head's office prior to termination.,,
-10-
EMPLOYEE INSURANCE
Kerr County has a group hospitalization and Life Insurance plan for the benefit of its
employees. A11 county employees who are paid for at least 20 hours of work per week or more
are provided with the hospitalization insurance protection. The employee can choose to have
his dependents covered through the group policy
made from the employee's paycheck accordingly
Payroll deductions for the premiums are
Questions about the hospitalization plan
should be directed to the County Treasurer who is administrator of the program for the county.,
On-the-job injuries are covered by Workmen''s Compensation and must be reported to the
elected official or department head within 24 hours
of Workmen's Compensation benefits.
-11-
RETIREMENT
Failure to do so - may result in loss
Kerr County is a member of the Texas County and District Retirement Systems, which is a
non-profit, public trust fund type of organization established by Legislative Act. All
counties and various other political subdivisions of the State are eligible to participate.
The employee contribution to the T. C. D. R. S. is currently seven (7) percent of the
employee's gross salary. This is equally matched with county funds.
A member's application for retirement must be at the T. C. D. R. S. office at least
30 days and not more than 90 days prior to the effective date. The effective date of an
employee's retirement must be on the last day of the calendar month.
Any member, after one (1) year from the effective date of his membership, becomes
eligible for service retirement if the member -- (1) shall have attained the age of 60 years
and shall have completed at least 12 years oP creditable service, or (2) shall have completed',
30 years of creditable service.
The amount of retirement benefits a person receives from the System is in ratio to the
total dollars to the individual's credit at the time of retirement.
-12-
RETIREMENT (CONT'D)
Should an employee leave the employment of the county prior to qualifying for retirement
benefits, he/she shall have the right to apply for a refund of his/her contribution to the
System along with interest earned on his/her contribution. The employee shall not be entitled
to the county's portion contributed to the System on the employee's behalf.
Additional information can be obtained by contacting the County Treasurer for the
T. C. D. R. S. Information Handbook.
Commissioner Fred Holland requested that a statement be recorded in the Minutes of the
Commissioners' Court that he is opposed to the longevity pay as shown on page 9 of the
Personnel Policies for Kerr County.
o-o-o-o-o-o-o-o-o-o