The Office of Internal Audit is part of the Office of the County Executive. The Office of Internal Audit must conduct its work in accordance with professional standards relevant to internal audit. (a) Duties. The Office must: (1) must periodically conduct a risk analysis, to identify areas of risk in accountability systems; (2) based on the risk analysis, conduct fiscal, contract, compliance, internal control, performance, and information system audits, and attestation engagements; (3) undertake investigative audits and audits required by law; (4) provide advice to County departments and offices on internal control issues; (5) communicate actions necessary to enhance accountability; and (6) conduct other investigations and audits as directed by the Chief Administrative Officer. (b) Annual work plan. The Office must create an annual workplan subject to the approval of the Chief Administrative Officer. The workplan must include the risk analyses and audits required under subsection (a). The Chief Administrative Officer must submit the annual work plan to the Council for review and comment on or before each June 1. (c) Annual report. The Office must submit a report to the Inspector General on or before each September 15. The report must include the Executive’s implementation of each written recommendation: (1) made by the Inspector General in the previous fiscal year; (2) made by the Office in the previous fiscal year; and (3) identified by the Office of Legislative Oversight for action by the Executive in the previous fiscal year.

(a) Definitions. As used in this Section: Team means the Business Advancement Team. Navigator means the Small Business Navigator designated by the Executive under subsection (c). Small business means a privately owned business that meets the requirements of Section 11B-65(a). (b) Establishment of Team. The Executive must create and administer a Business Advancement Team that includes a Small Business Navigator. The Team must be part of the Office of the County Executive. (c) Small Business Navigator. The Executive must designate an employee as the Small Business Navigator. Among other duties, the Navigator must: (1) advise the Executive, the Council, the Chief Administrative Officer, County Department heads, the Planning Board, and any other appropriate government agency, of any action needed to assist small businesses to comply with County requirements and regulations; (2) promote communications between a small business and each County department or agency that the small business must interact with; (3) develop and maintain a database of information necessary for a small business to comply with County requirements and regulations; (4) advise small businesses on how to comply with County requirements and regulations; and (5) identify changes to regulations and requirements that would improve turnaround, eliminate duplication, resolve conflicts in authority, and eliminate unnecessary regulations and requirements. (d) Additional duties for the Team. In addition to the duties of the Small Business Navigator described in subsection (c), the Team must: (1) provide constituent services for businesses operating in the County or planning to operate in the County, including: (A) communicating about new and revised County laws and regulations affecting County businesses; (B) outreach; (C) providing publications on County policies; (D) operating workshops and conferences; (E) convening targeted business events; (F) providing oversight and leadership on business programs including: (i) incubator management; (ii) economic development incentives and financing programs; (iii) business development projects; and (iv) other business-related special initiatives; (2) serve as a point of contact for County businesses seeking to comply with County requirements and regulations; and (3) assist County businesses to interact with other State, County, and local government agencies. (e) Reports. On or before September 15 of each year, the Executive must report to the Council on the activities and recommendations of the Team.

The Executive must designate an employee as the Director of County Climate Policy. Among other duties, the Director must: (a) advise the Executive, the Council, the Office of Sustainability in the Department of Environmental Protection, the Office of Energy and Sustainability in the Department of General Services, the Department of Transportation, and any other appropriate government agency, on the best means to achieve climate goals as defined by the Director; (b) promote coordination between the Office of Sustainability, the Office of Energy and Sustainability, the Department of Transportation, and the employee designated under Section 18A-10(a) to provide executive direction regarding energy policy and planning; (c) coordinate climate efforts with County agencies including the Maryland-National Capital Park and Planning Commission, Washington Suburban Sanitary Commission, Montgomery County Public Schools, and Montgomery Community College; (d) promote coordination of climate efforts between the County, County agencies, state and federal agencies, and appropriate non-governmental organizations; (e) coordinate the development of public awareness programs to encourage residents, businesses, and other groups to participate in the County’s climate goals, including the reduction of greenhouse gas emissions; and (f) recommend legislation to the County Executive and County Council necessary to achieve climate goals.

(a) The Office of Labor Relations is part of the Office of the County Executive. The Office is headed by the Chief Labor Relations Officer. (b) The Office must: (1) formulate and implement the County’s labor and employee relations policies; (2) serve as the employer’s representative in collective bargaining, including any impasse or interest arbitration; (3) serve as the employer’s representative in all matters before the Permanent Umpire and the Labor Relations Administrator, including prohibited practice charges; (4) advise employees, managers, and supervisors on labor and employee relations matters, including implementation of collective bargaining agreements and the personnel regulations; and (5) process grievances arising under a collective bargaining agreement or the personnel regulations. Sec. 4. Budgeting and Reduction-In-Force. The Office of Labor Relations is separate from the Office of the County Executive for purposes of budgeting and any reduction-in-force.

The following positions in the Office of the County Executive are non-merit positions: (a) 5 Directors of the Regional Services Centers; (b) Director, Office of Community Partnerships; (c) Director of Strategic Partnerships; (d) 4 Assistant Chief Administrative Officers; (e) 2 Special Projects Managers; and (f) Chief Labor Relations Officer. (a) If, on the effective date of this Act, an employee who occupies a position that this Act converts to a non-merit position: (1) that employee retains all merit system rights; and (2) the position does not become a non-merit position until that employee leaves the position through transfer, promotion, demotion, retirement, or other separation from service. (b) An employee who, on the effective date of this Act, is in a probationary period for a position that this Act converts to a non-merit position: (1) that employee retains all merit system rights upon successful completion of the probationary period; and (2) the position does not become a non-merit position until that employee leaves the position through transfer, promotion, demotion, retirement, or other separation from service. (a) that employee retains all merit system rights; and (b) the position does not become a non-merit position until that employee leaves the position through transfer, promotion, demotion, retirement, or other separation from service.