Frequently Asked Questions
Classification, Recruitment and Employee Services
Recruitment
Employee Services
Recruitment
- How do I apply for a
position in Prince George's County?
- The Office of Human Resources Management accepts applications for
announced positions only. Be sure to read and follow all the instructions
outlined in the announcement and application forms, which are available
from the Office of Human Resources Management, any branch of the
County Memorial Library System or from this web site under Employment.
From the County's web site, you can also download, complete, and print
the County's application for submission to our office. Be sure to provide
all required information and to sign your application. Unsigned applications
will not be considered. Forward your completed application to the Office of Human Resources Management by the prescribed closing date. Prince
George's County is an Equal Opportunity employer committed to diversity
in the workplace.
- How can I find out
about available positions in Prince George's County?
- Access the Employment
section of this web site or call the Job Hotline on (30l) 952-6200.
Both will provide information about all job openings within County government.
- Does the County offer
part-time employment?
- Yes. Although the majority of positions are filled on a full-time
basis, the County does offer a limited number of part-time positions.
Applicants interested in part-time employment should carefully review
the job announcement for part-time opportunities. The County also offers
a limited number of short term temporary positions for a period of 700
hours of work.
- What training and
employment opportunities are available to Prince George's County Senior
Citizens?
- The County offers training and employment opportunities to Prince
George's County Senior citizens 55 years old and over through the Senior
Employment and Training Program. To participate in these programs seniors
must meet criteria established by the National Senior Citizens Education
and Research Center and the U.S. Department of Labor. Seniors are not
restricted to employment under this program and are encouraged to apply
for other announced positions for which they meet the qualification
requirements.
- If selected for a position,
how will I be notified?
- All applicants will receive a Notice of Rating informing them of their
applicant status. The employee selection procedure includes an interview
with the candidates that are assessed as the best qualified for the
position. Candidates selected for a vacant position will be notified
in writing by the appointing agency.
- What is the process
to become a Police Officer in the County?
- Applicants must submit a Prince George's County application when the
position is announced. Applications are reviewed for basic minimum qualifications.
Eligible applicants are scheduled for a written examination. Successful
applicants must also pass a physical agility, oral, physical and psychological
examination. Additionally, a police background investigation will be
conducted. Selected applicants are required to complete a twenty-two
(22) week training course at the Prince George's County Police Training
Academy prior to certification as a police officer.
- What types of jobs does
the County offer and what are the salaries for those jobs?
- The County has a wide variety of jobs ranging from laborer to executive
management and in fields such as health, public safety, skilled craft,
administration, management, and engineering. You can view the County's
Classification
Plan and Pension
Plans from the County website.
Can I request a salary
higher than the entrance level of the vacant position?
- Yes. Upon initial appointment, an employee may request to set their
salary at a rate above the entry-level salary within the applicable
salary range for the position. The County will consider salary history,
difficulty of filling the position or unique qualifications of the applicant.
- Where do I submit my
completed employment application?
- Completed applications should be forwarded to:
Prince George's County Government
Office of Human Resources Management
1400 McCormick Drive, Suite 159
Largo, MD 20774
Completed applications must be received or postmarked by the closing date on the announcement. Applications not officially postmarked by the closing date will not be accepted.
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Employee Services
- What incentives
and recognition are available to County employees?
- The County offers an Employee Incentive Awards Program that includes
rewards for dedicated attendance, employee performance awards and employee
Length of Service Awards. The awards of the highest distinction are
the County Executive's awards.
- What training and career development opportunities are available to Prince George's County employees?
- The County's training staff along with members of a Training Resource Bank provide a variety of classes. Specialized training is also provided upon request to individual agencies. The training programs seek to maximize organizational competencies and are linked to the mission and vision of the County.
- What kind of information
is kept in each County employee's official personnel file and can employees
see this file?
- Any employee action, past performance appraisals, notices, letters
of commendation, training certificates and disciplinary actions are
kept in an employee's official personnel file. Employees may see their
personnel file, after showing their County ID or a current Driver's
License, in the Employee Services office, Room 125, County Government
Building at 1400 McCormick Drive from 8:30 a.m. to 5:00 p.m.
- After County employees
leave County service, how long is their official personnel file and
employment records retained?
- It is maintained for three (3) years in hard copy format and then
it is microfilmed and kept permanently.
- Who do I contact to
verify the employment of a previous or current County employee?
- Businesses can contact the Office of Human Resources Management, Performance Management Division at (301) 883-6396, between the hours of 3:00 and 4:00 p.m. by phone or fax (301-883-6119). A social security number and release of information authorization with the employees' signature are required for release of information.
- Does Prince George's County
Government have a policy against Sexual Harassment? How are complaints
handled?
- Yes, Executive Order 61-1995 establishes a policy for a work environment
that is free from discrimination, intimidation or harassment. The County
has zero tolerance for workplace harassment. Workplace Harassment Avoidance
Training (WHAT) is also incorporated into the New Employee Orientation
program. The Director of Human Resources Management investigates all
reported sexual harassment complaints with care, sensitivity and confidentiality.
The investigation includes interviews with witnesses, the complainant,
the accused and a written report of findings and determinations. Violators
of the sexual harassment policy, including employees who intentionally
and falsely accuse co-workers of sexual harassment, are appropriately
disciplined.
- Do you have an Equal Employment
Opportunity policy?
- Yes, Executive Order 15-2000 sets out policy and responsibility for
the County and designates the Human Resources to oversee the development,
dissemination, and monitoring of the County Equal Employment Opportunity
Plan. County goals are monitored quarterly and reported to the County
Executive annually.
- If a County employee
feels that he/she has been discriminated against, what can that person
do?
- Employees who feel that they have been discriminated against can use
the grievance process outlined in Administrative Procedure 220. The
County Equal Employment Opportunity Plan prohibits discrimination because
of age, race, creed, color, religion, national origin, political opinion,
marital status, physical or mental disability, personal appearance or
sexual orientation.
- Do you offer assistance
to County employees having family, personal and work-related challenges?
- The County has established a confidential and comprehensive Employee
Assistance Program (EAP) to assist employees and their family
in resolving, managing, or otherwise overcoming distressing personal
or work-related challenges.
- What are your employee
leave policies and procedures?
- The Personnel Law governs the County's leave policy. Administrative
Procedure 284 also outlines the policies and procedures and further
defines the employee's responsibilities in the use of leave. The County
offers annual, sick, compensatory, personal, military, disability, parental
and holiday leave as well as leave without pay and family and medical
leave.
- Does Prince George's
County Government have random drug and alcohol testing?
- Yes, for employees who hold positions that require a Commercial Driver's
License (CDL). Random drug testing also is required for all sworn police
officers and employees working in the Department of Corrections and
selected employees in any public safety agency.
- How are employees selected
for CDL drug and alcohol-testing?
- The Office of Human Resources Management uses a software program
called "HEIDI" to randomly select the names of employees who will undergo
drug and/or alcohol testing for that particular period.
- Does the County
have procedures for handling employee complaints?
- Yes, the County has Administrative Procedure 220, Grievance Procedure,
which describes the steps to follow to file a complaint when the employee
alleges that action has been taken which affects the employee's pay,
status or working conditions and the action is believed to be unfair,
inequitable, arbitrary and capricious or illegal. Employees covered
by Collective Bargaining Agreements will follow the process contained
within the current union contract.
- When supervisors/managers
have reasons to believe that personal problems may be negatively impacting
an employee's performance and conduct, what kind of help can they get
to counsel and assist County employees?
- Supervisors and managers can use the Employee
Assistance Program (EAP) as a confidential "management consultant"
to assist them in resolving employee performance and conduct problems.
The EAP is also designed to provide confidential consultation to supervisors
and managers through early proactive intervention to prevent declining
job performance and conduct situations.
- Do County rules and regulations
apply to all County employees?
- The Personnel Law governs all County employees unless there is a provision
to the contrary in an applicable labor contract for covered employees.
If a union agreement covers an employee, the contract should be reviewed
first. If the contract is silent, then the Personnel Law would apply.
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