The Dunn County Committee on Administration reviewed a set of administrative and human resources policies on Aug. 14 that were drafted to replace language proposed for removal from chapter 3 of the county ordinance. The committee approved a group of policies and forwarded others to the county board where required.

The policies the committee approved (committee action, amended motion) include: a countywide attendance policy, nepotism, recruitment/selection/transfer/promotion, separation policy (resignation/termination and rehire eligibility), timekeeping policy, and hours of work and work schedules. Committee members and counsel reviewed definitions (for example, aligning department‑head definitions and the distinction between lateral and job transfers) and agreed to standardize terminology across policies.

Nut graf: The updates move several operational rules out of ordinance language into departmental policy to allow more flexible updates in response to market and operational changes (for example, pay‑grade handling, recruiting practices and ERP‑driven process changes); the committee removed one policy from the bundle and delayed action on it to allow modernization of its “general guidelines.”

Key committee actions and edits: members asked that one policy’s definition of “department head” be aligned with the others (committee instructed staff to harmonize definitions). The committee amended the motion to remove the “Role of Management” policy from the batch so staff could modernize the policy’s general guideline language; the amended package otherwise passed. The job titles and salary administration items were forwarded to the county board contingent on approval of a related ordinance change (the committee noted the salary administration policy would change some approval thresholds and must go before the full board).

Staff said the attendance policy intentionally sets a countywide expectation while allowing departments to specify operationally necessary details; HR noted some departments (such as county nursing/health care operations) will keep tailored attendance rules appropriate to 24/7 operations. The timekeeping and hours policies clarify rounding rules and breaks ahead of a planned timekeeping system implementation.

Ending: Staff will harmonize definitions and editorial points raised by the committee and return the role‑of‑management policy for further review; job titles and salary administration policies move to the county board contingent on the ordinance change.