Dee Ann Purvis
- Manages job recruitment, selection and promotion of county employees
- Develops and oversees employee benefits and wellness programs
- Develops and promotes appropriate personnel policies and enforces those policies
- Fosters a positive work environment and effective employee-employer relations
- Manages the county’s pay-for-performance system
- Promotes employee career development and job training
- Provides a county government orientation for new employees
- Provides guidance on disciplinary actions
- Serves as primary contact for work-site injuries and accidents
- The Hiring Process: Everything from decisions about what qualifications are required to work for the County to the array of forms, interviews, tests, reference checks and other tools used in the hiring process.
- Classification: Jobs titles, descriptions, pay ranges, qualifications, job performance standards and expectations and so forth. HR helps decide which classifications are needed, develops the description of the classification and ensures that individual positions are assigned to the correct classification.
- Compensation: How much should the County compensate employees to remain competitive within the workforce? HR uses a blend of market surveys and job analysis techniques to develop the County's salary schedules and systems.
- Benefits: HR develops and manages the County's fringe benefit programs -- health insurance, dental insurance, disability insurance, vacation leave, sick leave, holiday leave and more.
- Employee Relations: The County's HR Director can assist/direct employees who feel they have a grievance.
- Legal Compliance: HR staff are expected to be experts in a wide range of employment and labor laws: wage and hour laws, collective bargaining, equal opportunity, affirmative action, discrimination, sexual harassment, disabilities, medical claims, workers compensation benefits and many, many more. They work with the County Manager, Department Directors, County Attorney's and County Employees to ensure the County's decisions and actions are within established legal boundaries and represent the County in administrative claims and appeals.
- Performance Management: HR develops policies and systems such as performance appraisals centered around the objective of skillfully evaluating and managing employee performance.
We will accept your application regardless of whether or not you are applying for an open position. Applications remain active for one (1) year. During that time, you are responsible for contacting the Human Resources Department and letting a staff member know that you have an application on file and would like it to be considered for a position we are currently recruiting for.
- Persons with disabilities should notify HR staff and request accommodations during the application and selection process, if necessary.
- Accepted complete applications and all supplemental materials submitted become the property of the County of Moore and cannot be returned or copied.
- If a closing date is included in the job announcement, applications must be received by the HR department BEFORE 5:00 p.m. on that closing date. Applications received after 5:00 p.m. of the closing date are not eligible for consideration.
- The application is designed to assist the hiring department in evaluating your qualifications. Please read the job announcement carefully to be sure your background at least meets the minimum requirements of the position.
- Incomplete applications will not be referred to the hiring departments. Answer all questions and complete all sections of the application form. You must give complete information on the application (“See Resume” is not acceptable). List separately each job held and your duties for each position if you held more than one position for the same employer. Use the application continuation sheet to provide any additional work experience if necessary.
- Resumes are welcome as a supplement to the application but will not be accepted in lieu of the application. Make sure you submit any additional documentation listed as required in the job announcement. Additional paperwork and/or documentation may be required during the interview or during the hiring process.
- Check for accuracy, sign and date your application. Unsigned applications will not be processed.
- When completing the application, please make sure you complete the section for equal opportunity information. This section is for statistical information reporting and will not be forwarded to the hiring department.
- Once your application is on file, it remains active for one (1) year. During that time, you do not have to complete another application unless the information on your application changes. You can be considered for additional job openings simply by notifying the HR Department of your name and the advertised openings in which you are interested.
- The County of Moore is an equal opportunity/affirmative action employer. All applicants for job openings are considered for employment without regard to race, color, sex, religion, disability, national origin, or age as provided by law.
- In compliance with the Immigration Reform and Control Act of 1986, the County of Moore hires only those individuals who are United States citizens or aliens lawfully authorized to work in the United States. All new employees will be required to complete a verification form and provide documentation of employment eligibility and identity (E-Verify Process).
- All applicants tentatively selected for any position will be required to submit to a background check, pre-employment physical and drug screen prior to appointment. Unsatisfactory results from such testing will result in the conditional offer of employment being withdrawn.