4-5 Departmental/Internal Reorganizations
Approved: County Administrator
Authority: Human Resources / County Administrator
Revised Date: October 1, 2007
Table of Contents for Performance Evaluations
To give guidance and direction to Departments in submitting reorganization proposals. This policy pertains to reorganizations under a single department head. Reorganizations that involve more than one department head or the creation of a new department are beyond the scope of this policy. This policy is composed of three parts; the definition of a reorganization, the authority for requesting a reorganization, and the review and approval process.
- A reorganization is any major or significant change in reporting relationships or span of control, or the addition or deletion of position(s) which has current or foreseeable budgetary, service, and/or classification impacts.
- A Minor reorganization involves a department making changes to their organizational structure without impacts on classifications of employees or the number of allocated positions. A Minor reorganization may include a change in reporting relationships, but will not involve movements of positions between budgetary divisions. A Minor reorganization requires County Administrator approval. For purposes of complying with this policy, a Minor reorganization is intended to require minimal departmental effort with an email often times being sufficient for notification to the County Administrator.
- A Major reorganization occurs when there is a change in the number of allocated positions; any of the proposed changes are likely to lead to a reclassification; or any exchange will result in a position in a higher salary range. The Board of Supervisors must approve any proposed Major reorganization.
- For a Major reorganization, a copy of the proposed reorganization must be sent to Human Resources. A recommendation is needed from Human Resources for further approval from the County Administrator or the Board of Supervisors.
- Proposed organization should provide flexibility to accommodate growth and changes in services. Management levels and span of control should be clearly defined and displayed.
- Normally, reorganizations, as well as reclassifications, should not be submitted as part of the budget request, as there is inadequate time for appropriate review during this period.
A Department Head is the person responsible for requesting a reorganization. The department head is responsible for providing the County Administrator and the Human Resources Director with a complete reorganization request, providing any additional information requested, and for preparing any necessary agenda item material.
Present the proposed reorganization in the format listed below. Send a copy to the County Administrator’s Office and the Human Resources Director. If Board approval is necessary, the department will prepare a Board Agenda Item in consultation with Human Resources and their department’s assigned CAO Analyst.
- Narrative explanation and/or justification for each of the following elements:
- * Problem(s) with current organization structure.
- * How will proposed reorganization resolve the problem(s) or take advantage of an opportunity?
- * Any legal implications?
- * What are the changes from existing to proposed structure, by position(additions, reclassifications, new classifications, new management positions, etc.)?
- Identify basis of structure (i.e. geographic, clientele, service type, etc.).
- Other organization’s structure alternatives considered (at least one other viable alternative).
- * Cost impacts – current year, annualized, financing sources.
- * Identify any impact on other county departments or advisory bodies.
- Survey of comparable counties, if applicable.
- ** Organization Charts – one current and one proposed, each containing the following:
- Entire department and identified divisions or sections.
- All allocated permanent positions by Civil Service job titles.
- Requested new positions and proposed reclassifications; highlight changes.
- Accurately depicted lines of authority/chain of command/span of control.
- Position(s) acting in absence of department head.