All in the family

It would seem that avoiding nepotism would be Chapter 1 in any human resources manual for public-sector employment. The bottom line is, family members shouldn't influence the hiring of other family members, nor should they screen them as candidates for jobs or have any role in determining their compensation.

For far too long, Salt Lake County has operated in a culture where some — not all — supervisors have dismissed wrongdoing with a wink and a nod. When everybody and their brother works at the same establishment, there is great potential for conflict and wrongdoing. "Guzzlegate" and the misuse of the county's tuition-reimbursement system are but two examples of how fraud festered in an environment where people were more concerned about watching one another's backs than thoughtfully attending to the taxpayers' resources.

A recently completed audit, which spotlighted at least one county official using his position to hire family members, provides many recommendations that could further clarify and strengthen the county's personnel policies. The policies must ensure that the county hires the best-qualified candidates and the hiring process is fair. Key county administrators and the Salt Lake County Council need to carefully review the findings and implement needed recommendations.

Earlier this year, the County Council passed a nepotism policy that expressly prohibits employees from influencing the hiring of a relative or supervising a relative. It's a good start, albeit long overdue. Credit the County Council and Salt Lake County Mayor Peter Corroon for their ongoing efforts to set Salt Lake County on the right track.

Corroon, quoted in Wednesday's Deseret Morning News, decried the actions of a county employee singled out in the audit for using his position to hire his wife. "It's obvious wrongdoing. Clear nepotism and obvious conflicts like that are things you should not have to spell out to somebody in writing."

He is correct that nepotism is clearly wrong. But for the few county employees who can rationalize hiring a relative or close friends, the county needs iron-clad policies that strictly prohibit them from participating in such hiring decisions, setting salaries or even recruiting people related to them. Then there will be no wiggle room for people, who for some misguided reason, do not believe prohibitions on nepotism apply to them.