In an effort to hire, and develop, the most qualified staff that best suits the individual needs of each office belonging to a County Commissioner or the County Judge, the Recruitment & Career Progression Plan was adopted in 2016. This plan outlines the process that shall be utilized by members of Commissioners Court when recruiting, hiring, and developing their staff members.
Based on the staffing table and the allotted positions within each office, each County Commissioner and the County Judge shall receive multiple Executive Administrative Coordinator (G28) positions as budgeted by default. However, in order to allow for career progression and to encourage professional talent within local government based on the individual needs of the Court member, the Court member may request to reclassify their budgeted positions to Public Policy Analyst (P13) or Senior Policy Advisor (P19) subject to the requirements of this policy. HR will analyze the qualifications of the selected employee to verify requirements of the identified position have been met.
Each member of Commissioners Court retains the authority to select the types of positions required to fulfill the duties and expectations of their independent office. Each Commissioner, or the County Judge, may determine whether their office requires any combination of the positions listed above, not excluding any other County position which exists on the current staffing table.
The County Judge is preparing to fill a vacancy in his office; however, the position is for an Administrative Specialist, Sr. (GS20) position, which does not fall within one of the defaulted positions above. Human Resources has met with the County Judge's Office, and based on their operational needs at this time, supports the request to reclassify.