Montgomery County sentinel. [volume] (Rockville, Md.) 1855-1974, 1950-05-18

become too rigid and hampers the
executive who wants to hire some
one he feels is best suited to the
job. Those who favor a merit
system feel that it is the only
effective way to be sure that en-
ployees are chosen for their ability
to do a job rather than for theil
political influence. The Board has
felt that it's job is to supply the
county government with the best
qualified people who can be re-
cruited to carry out it's work, and
not to set infexible standards
Profting from Mr.. Sim crit
cisms of the Federal Civil Service
the Board has set approximate
standards keeping it's sights on the
services the county must render.
Regulations and Policies
During it's first year the Board
has adopted regulations and pol
icies affecting all 1852 full-time
merit system employees (January
1950), not including department
heads, appointed under the au-
thority of the County Council
With the aid of Ben Hall, Per-
sonnet Assistant to the County
Manager, and a secretary, they
have grouped all employees accord.
ing to similar duties and respon-
sibilities into 10 grades with
salaries ranging from 1920 to
$1,000 (only u. They have pro-
vided for equal pay for like jobs.
They have been continuously study
ing existing jobs and comparing
qualifications required and salaries
paid in the county with those in
other communities like ours. Big
gest study led to revision of the
Health Department pay scales,
since it was found necessary to
pay higher salaries to secure
nurses with public health training
in addition to their R. N. degrees,
and to keep them against the COM
petition of better salaries else
where. They are now reviewing the
143 employees of the Police Di-
vision for whom special regula-
tions are being prepared. Generally
our county salaries are bit higher
than in Arlington, Prince Georges,
and Baltimore Counties; and lower
than those paid in the District and
Federal governments.
In Re New Positions
Where the Council has created
new services the Board has class
fled the new positions necessary
t. carry them out. The Board in
each case asks the department head
to describe what he wants the new
employee to do. In setting quail
ifcations and salary for the new
position the Board studies similar
positions in other places and the
standards of such i'm o soma
groups as the State Employment
Commission, professional organ
izations, and specialized schools
A local committee of fire chiefs
worked out qualifications for the
Fire Marshal. Standards of the
National Safety Council were help
full in classification of the position
of Traffic Engineer.
Many From County Employed
Since so many county people
seem interested, | asked Mr.. Sims
what proportion of new employees
both to fill old and new Jobs, were
recruited from outside the county
By far the largest number of appli-
cants and employees hired are
county residents. OF the 25 en-
ployees in the supper brackets"
that is grades Is through 10 which
pay $4,000 a year or more, 10 were
county residents when appointed, T
were from outside the county
Most of these are employees doing
jobs requiring special skills. I'm
doubtedly, according to Mr.. Sims
there are county residents who
have these skills, but who are al
ready employed in the federal
government or private industry al
salaries much higher than the
county can afford to pay. Among
the six applicants for the position
of Assistant County Health Officer
none was county resident; also
not single county resident ap-
piled for the position of Traffic
Engineer. though it was widely
advertised.
Six Months Probation
"What provision has been made
that our government shall not be-
come loaded with high paid, life
time employees?" | next asked
lii answer, Mr.. Sims pointed out
that every employee is hired on six
months probation, after which he
may be dropped if his work has
not been satisfactory. No county
employee has lifetime tenure.
Any employee may be dismissed
for cause, including incompetence
and inefficiency. A mediocre EN-
ployee may fail of promotion or
may be denoted to lower grade
ard salary if he is not doing sat
isfactory work.
Some of the Problems
Finally | asked Mr.. Sims if the
pressure to reclassify and raise
nav leYels WAS NOT strong from,