Plumas County Grand Jury
2024-2025
Findings & Recommendations
9 findings
F1:
Sierra Meadows Management has not provided evidence that they purge the waitlist Telephone interviews with HR employee and Chief Administrative Officer (Interim yearly as recommended in the Admission and Continued Occupancy Plan (ACOP), Director of Human Resources) resulting in inconsistent occupancy and a lengthy waitlist. Review of Chief Administrative Officer's report dated April 2, 2024, for
Related Recommendations (1)
R1:
are unfilled and determine areas for improvement that could lead to the hiring of qualified recommended in the Admission and Continued Occupancy Plan (ACOP). This is to individuals. Two major areas became the focus of the investigation, those being the Human take place no later than October 31, 2025. (F1) Resources (HR) hiring process and the applicability of the current job descriptions. It was determined that the following impact/issues exist with the current hiring process: The PCCGJ recommends that the housing director develop a system for how
F2:
Jobs Jobs Jobs! resulting in deferred and incomplete maintenance affecting the quality of housing provided to the residents. Failure to implement a Resident Advisory Board has resulted in the inability of
Related Recommendations (1)
R2:
maintenance requests are handled, logged, resolved, and documented. This is to Job applications go through a pre-screening process and not all applications are take place no later than October 31, 2025. (F2) shared with the Hiring Manager. Revisions to new or changed job descriptions are routed to various reviewers, . The PCCGJ recommends that the Plumas County Community Development
F3:
residents to address issues of common concern as a community. Disregard for public safety and lack of routine maintenance has resulted in a severe
Related Recommendations (1)
R3:
causing lengthy delays in the process. Commission (PCCDC) empanel a Resident Advisory Board. This is to take place no
F4:
wasp and rodent infestation with no visible traps. The Admission and Continued Occupancy Plan is not posted on the Plumas County
F5:
Community Development Commission (PCCDC) website resulting in residents having limited access to pertinent information. As residents have no alternative means to file Discrimination Complaints, except
Related Recommendations (2)
R4:
The PCCGJ recommends that the BOS create a policy based on resolution of #SC 24-891, which will allow for succession planning, training and overlap in each department based on the discretion of the department head without additional BOS approval when upcoming vacancies are known. This is to take place no later than October 31, 2025. (F5)
R5:
The current process does not allow for an overlap of employees when a known This is to take place no later than September 30, 2025. (F5) employee has a planned retirement date. There is a loss of knowledge sharing between the incoming employee and the retired employee. file a discrimination complaint about the management, it must be filed with the on-site To further worsen the current hiring problems, the Director of HR was placed on manager as stated in the ACOP. Several residents feel that these conditions affected their Administrative Leave on May 17, 2022, at which time the Chief Administrative Officer mental well-being. One person believes these conditions may have contributed to the became acting Interim Director of HR. Following this, the Chief Administrative Officer was deaths that have occurred here. placed on Administrative Leave on January 21, 2025. The Investigating Committee identified several structural issues while conducting the
F6:
through the onsite manager, their concerns at times go unaddressed. Disregard for public safety is apparent as several structural issues are visible to the
Related Recommendations (1)
R6:
The PCCGJ recommends that PCCDC provide an alternative contact for filing The Grand Jury members who individually visited the elections office on several of the discrimination complaints and post this information onsite. This is to take place no scheduled days (including election day November 5) were signed in, given a badge, and later than October 31, 2025. (F6) then taken to the observation window area where the workers were situated with the equipment. The Grand Jury members were also provided with general rules for observers
F7:
SUMMARY casual visitor. Several departments in Plumas County are understaffed, which results in issues of overworked employees, those who fill positions without the necessary qualifications, and those in key positions who lack leadership skills.
Related Recommendations (1)
R7:
The PCCGJ recommends that the PCCDC develop an action plan to repair the and given a signed letter to retain during their visit. Most of the members stayed at the structural issues previously identified. This is to take place no later than October 31, window approximately two hours where they were given periodic updates by election staff. 2025. (F7) Some members were given a demonstration of the signature verification process by looking at their own signature on record in the main election office. No chairs are typically provided but Election staff indicated they could be if requested. No other observers from the public
F8:
continue to be the main reasons why positions remain unfilled. This investigation has been hindered by lack of HR leadership and by lack of
F9:
collaboration between Departmental Heads. In particular, HR accountability and responsiveness were impeded when the Director of HR was placed on Administrative Leave on May 17, 2022, and the Chief Administrative Officer (as acting interim Director of HR) was placed on Administrative Leave on January 21, 2025.
Findings & Recommendations
9 findings
F1:
Required experience and education requirements for some positions are too high, resulting in candidates with potential to be eliminated early in the process (e.g., Auditor/Controller office position requires both experience and a four-year degree in accounting).
Related Recommendations (1)
R1:
The PCCGJ recommends that the Auditor/Controller request a change to the Job Description for the Assistant Auditor/Controller position to allow experience to supersede the degree requirement. This is to take place no later than September 30, 2025. (F1)
F2:
New or changes to Job Descriptions require approval by the BOS. The approval process is lengthy and entails several reviews and handoffs. The process must start in HR and can only be requested once a year (in January). This results in a delay of up to 12 months or more before otherwise qualified candidates can be considered for open positions (e.g., in Auditor/Controller's Office, Public Works Department, Sheriff's Department).
Related Recommendations (1)
R2:
The PCCGJ recommends that all applications are shared with the respective Hiring Manager and that the Hiring Manager is allowed to determine where experience can supersede a degree requirement. It is also recommended that the Hiring Manager update current job descriptions with 'experience supersedes the degree requirement' where applicable. This is to take place no later than October 31, 2025. (F2) In addition, it is recommended that 'Rule 9 Application Procedure' in the Personnel Rules document be updated as follows: 9.04 Disqualification of Applicants (2) Suggested wording change: The applicant fails to meet the minimum qualifications, except in cases where an applicant's experience supersedes a degree requirement.
F3:
Reclassification of Job Descriptions follow the same path as above (Finding 2) and require labor intensive documentation and review.
Related Recommendations (1)
R3:
The PCCGJ recommends that the BOS amend the Personnel Rules to allow more frequent changes to Job Descriptions. Changes in Job Descriptions should not require the extensive review and approval process as changes in Job Classification. It is recommended that approval for changes in Job Descriptions is limited to approval by HR and not the BOS. It is noted that this recommendation does not apply to job descriptions that include reclassification or when licensing/certification requirements change. The BOS will still review/approve those. This is to take place no later than October 31, 2025. (F3, F4)
F4:
The process of filling vacated positions (e.g., Sheriff's Department) are hindered by the requirement of the department to go to the BOS to fill positions already allocated that are vacated regardless of the reason the position was vacated.
Related Recommendations (1)
R3:
The PCCGJ recommends that the BOS amend the Personnel Rules to allow more frequent changes to Job Descriptions. Changes in Job Descriptions should not require the extensive review and approval process as changes in Job Classification. It is recommended that approval for changes in Job Descriptions is limited to approval by HR and not the BOS. It is noted that this recommendation does not apply to job descriptions that include reclassification or when licensing/certification requirements change. The BOS will still review/approve those. This is to take place no later than October 31, 2025. (F3, F4)
F5:
Department heads do not see applications that may meet the requirements of an open position but have been disqualified during the screening process in HR (e.g., Auditor/Controller Office, Public Works Department, Building Department, Sheriff's Department).
Related Recommendations (1)
R4:
The PCCGJ recommends that the BOS create a policy based on resolution of #SC 24-891, which will allow for succession planning, training and overlap in each department based on the discretion of the department head without additional BOS approval when upcoming vacancies are known. This is to take place no later than October 31, 2025. (F5)
F6:
The Hiring Process does not include a succession plan, which would allow an overlap of incoming employees with those leaving (e.g., due to retirement) and would facilitate training and knowledge sharing (e.g., Public Works - Transportation Manager, Building Department - Building Inspector, Sheriff’s Department - IT Officer, Deputy Sargent, Dispatcher).
Related Recommendations (1)
R5:
The PCCGJ recommends that HR and the BOS place greater effort on recruitment for open Plumas County positions. This is to take place no later than October 31, 2025. (F6, F7) The following are suggested: Increase multimedia exposure for unfilled positions (e.g., county websites, job fairs, social media). Share all applications with the Hiring Manager (Recommendation 2) to increase the likelihood of filling positions with qualified internal candidates.
F7:
Several positions in Plumas County have remained unfilled for months/years, resulting in increased workloads for fellow employees and/or the need to hire consultants (e.g., Auditor/Controller Office, Public Works Department, Sheriff’s Department).
Related Recommendations (1)
R5:
The PCCGJ recommends that HR and the BOS place greater effort on recruitment for open Plumas County positions. This is to take place no later than October 31, 2025. (F6, F7) The following are suggested: Increase multimedia exposure for unfilled positions (e.g., county websites, job fairs, social media). Share all applications with the Hiring Manager (Recommendation 2) to increase the likelihood of filling positions with qualified internal candidates.
F8:
Low salaries and limited amenities in the rural community of Plumas County continue to be the main reasons why positions remain unfilled.
F9:
This investigation has been hindered by lack of HR leadership and by lack of collaboration between Departmental Heads. In particular, HR accountability and responsiveness were impeded when the Director of HR was placed on Administrative Leave on May 17, 2022, and the Chief Administrative Officer (as acting interim Director of HR) was placed on Administrative Leave on January 21, 2025.
Findings & Recommendations
9 findings
F1:
Required experience and education requirements for some positions are too high, resulting in candidates with potential to be eliminated early in the process (e.g., Auditor/Controller office position requires both experience and a four-year degree in accounting).
Related Recommendations (1)
R1:
The PCCGJ recommends that the Auditor/Controller request a change to the Job Description for the Assistant Auditor/Controller position to allow experience to supersede the degree requirement. This is to take place no later than September 30, 2025. (F1)
F2:
New or changes to Job Descriptions require approval by the BOS. The approval process is lengthy and entails several reviews and handoffs. The process must start in HR and can only be requested once a year (in January). This results in a delay of up to 12 months or more before otherwise qualified candidates can be considered for open positions (e.g., in Auditor/Controller's Office, Public Works Department, Sheriff's Department).
Related Recommendations (1)
R2:
The PCCGJ recommends that all applications are shared with the respective Hiring Manager and that the Hiring Manager is allowed to determine where experience can supersede a degree requirement. It is also recommended that the Hiring Manager update current job descriptions with 'experience supersedes the degree requirement' where applicable. This is to take place no later than October 31, 2025. (F2) In addition, it is recommended that 'Rule 9 Application Procedure' in the Personnel Rules document be updated as follows: 9.04 Disqualification of Applicants (2) Suggested wording change: The applicant fails to meet the minimum qualifications, except in cases where an applicant's experience supersedes a degree requirement.
F3:
Reclassification of Job Descriptions follow the same path as above (Finding 2) and require labor intensive documentation and review.
Related Recommendations (1)
R3:
The PCCGJ recommends that the BOS amend the Personnel Rules to allow more frequent changes to Job Descriptions. Changes in Job Descriptions should not require the extensive review and approval process as changes in Job Classification. It is recommended that approval for changes in Job Descriptions is limited to approval by HR and not the BOS. It is noted that this recommendation does not apply to job descriptions that include reclassification or when licensing/certification requirements change. The BOS will still review/approve those. This is to take place no later than October 31, 2025. (F3, F4)
F4:
The process of filling vacated positions (e.g., Sheriff's Department) are hindered by the requirement of the department to go to the BOS to fill positions already allocated that are vacated regardless of the reason the position was vacated.
Related Recommendations (1)
R3:
The PCCGJ recommends that the BOS amend the Personnel Rules to allow more frequent changes to Job Descriptions. Changes in Job Descriptions should not require the extensive review and approval process as changes in Job Classification. It is recommended that approval for changes in Job Descriptions is limited to approval by HR and not the BOS. It is noted that this recommendation does not apply to job descriptions that include reclassification or when licensing/certification requirements change. The BOS will still review/approve those. This is to take place no later than October 31, 2025. (F3, F4)
F5:
Department heads do not see applications that may meet the requirements of an open position but have been disqualified during the screening process in HR (e.g., Auditor/Controller Office, Public Works Department, Building Department, Sheriff's Department).
Related Recommendations (1)
R4:
The PCCGJ recommends that the BOS create a policy based on resolution of #SC 24-891, which will allow for succession planning, training and overlap in each department based on the discretion of the department head without additional BOS approval when upcoming vacancies are known. This is to take place no later than October 31, 2025. (F5)
F6:
The Hiring Process does not include a succession plan, which would allow an overlap of incoming employees with those leaving (e.g., due to retirement) and would facilitate training and knowledge sharing (e.g., Public Works - Transportation Manager, Building Department - Building Inspector, Sheriff’s Department - IT Officer, Deputy Sargent, Dispatcher).
Related Recommendations (1)
R5:
The PCCGJ recommends that HR and the BOS place greater effort on recruitment for open Plumas County positions. This is to take place no later than October 31, 2025. (F6, F7) The following are suggested: Increase multimedia exposure for unfilled positions (e.g., county websites, job fairs, social media). Share all applications with the Hiring Manager (Recommendation 2) to increase the likelihood of filling positions with qualified internal candidates.
F7:
Several positions in Plumas County have remained unfilled for months/years, resulting in increased workloads for fellow employees and/or the need to hire consultants (e.g., Auditor/Controller Office, Public Works Department, Sheriff’s Department).
Related Recommendations (1)
R5:
The PCCGJ recommends that HR and the BOS place greater effort on recruitment for open Plumas County positions. This is to take place no later than October 31, 2025. (F6, F7) The following are suggested: Increase multimedia exposure for unfilled positions (e.g., county websites, job fairs, social media). Share all applications with the Hiring Manager (Recommendation 2) to increase the likelihood of filling positions with qualified internal candidates.
F8:
Low salaries and limited amenities in the rural community of Plumas County continue to be the main reasons why positions remain unfilled.
F9:
This investigation has been hindered by lack of HR leadership and by lack of collaboration between Departmental Heads. In particular, HR accountability and responsiveness were impeded when the Director of HR was placed on Administrative Leave on May 17, 2022, and the Chief Administrative Officer (as acting interim Director of HR) was placed on Administrative Leave on January 21, 2025.
* This report's PDF did not contain easily extractable text and required Optical Character Recognition (OCR) for analysis. There may be minor errors in the extracted findings and recommendations due to OCR limitations with scanned documents.