This investigation was originally published as part of a larger consolidated report containing multiple investigations. View the consolidated PDF for the complete document.
Yolo County Elections Office Indiscretions & Culpability R5. The Departments of Administration and Financial Services
⚠️ Translation Notice: This content has been automatically translated. The original English text is the official version. Translation may contain errors.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Recommendations 7
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R5Page 19The Departments of Administration and Financial Services along with the Department of Human Resources shall create a standardized training for County Policies and Procedures to ensure all administrators, supervisors, directors, and department heads, elected or appointed, are familiarized with current Federal and State laws and County government policies and procedures. An annual review of all new policies and procedures shall be conducted for elected officials and all employees, and records ensuring compliance shall be kept.
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R6Page 19The Department of Financial Services shall provide training to all accounting personnel in policies and procedures related to accounts payable and receivable and all department contracts.
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R7Page 19The Department of Financial Services shall create records to ensure compliance of the employees who are required to attend training in financial practices.
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R8Page 19The Department of Human Resources shall ensure that all job titles within the County Assessor/Clerk-Recorder/Registrar of Voters office have job descriptions and that all current and future employees have titles complete with job descriptions and responsibilities. The Elections Office, in collaboration with HR, shall review and revise the evaluation standards used for all current and future job classifications to establish a fair and objective set of guidelines.
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R9Page 19The Department of Human Resources shall annually review hiring practices to eliminate instances of nepotism within all departments to ensure that ethical standards are maintained and that a procedural firewall exists between familial related employees. This annual review shall be presented to the Board of Supervisors with findings and recommendations no later than December 1, 2018, and each following year.
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R10Page 19By December 1, 2018, HR shall review and update the Harassment and Ethics online training programs and implement a training program that includes classroom (in-person) training.
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R11Page 19Prior to the 2017 evaluations, the CAO shall revise and extend the current 360-degree evaluation process to include all elected officials and department heads.
Agency Responses 1
Government agencies' official responses to this report's findings and recommendations. Click on a response to see the structured breakdown.