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Sullivan County HR committee reviews hiring, civil service and staffing updates
Summary
At a Sullivan County Human Resources Committee meeting, staff reported on upcoming civil service changes, candidate pipelines for corrections and sheriff's offices, student intern placements, payroll certifications and risk-management grant applications.
Sullivan County Human Resources staff reviewed a series of hiring and personnel updates at a committee meeting, citing changes to civil service examinations, increases in candidate eligibility, and progress on filling vacancies across county departments.
Committee members heard that New York's civil service exam system is being revised from a traditional Saturday test to a training-and-experience (T&E) format, a change staff said is intended to expand candidate pools and speed list turnaround. Staff also reported an update to Section 58a of the civil service law that raises the maximum age for entry-level police officer exams from 35 to 43, which the presenter described as likely to increase the number of eligible applicants.
Human Resources staff said the municipal service division approved 54 additional titles for the county's health program and that 67 titles submitted after a May 6 public hearing remain under review. Staff reported five new investigations and three still pending; nine employees were successfully transferred from corrections into sheriff's positions, and three more reinstatements were in the pipeline to bring correctional staffing closer to full strength, according to the update.
On internships and payroll, staff said the county has eight student interns slated (eight paid and two unpaid were reported as in the pipeline) and that payroll certifications were up by four since the last report, including two school payroll certifications. Risk-management updates included work on the county's property and casualty renewal (effective Aug. 1), reviews of preventable accidents with appointing authorities, and applications for two small grants: a $5,000 security grant to help fund a lobby security system and a grant to assist with providing defensive driving classes to county employees.
Staff clarified that the defensive driving program would be offered free to employees if the grant is awarded, but the county would need to conduct an RFP to select the training provider; any discount or grant funding would come through the county's insurance carrier. The committee also received a brief calendar/update delay explanation: a routine "key dates" report had been delayed in distribution but was available on request.
Less immediate items noted included ongoing negotiations with labor unions (with tentative dates being coordinated) and continuing work on the county's scanning and document-retention projects.
The meeting included public remarks and separate agenda items on the Adult Care Center and a personnel resolution (discussed elsewhere on the agenda). A motion to enter executive session on personnel and contract negotiations was made near the meeting's close.
The committee did not adopt new countywide policy during this portion of the meeting; updates were presented for information and ongoing administrative action.
