Mendocino County Grand Jury
• 2013-2014
Mendocino County Office of Education Mission Statements Are Made to be Followed June 2, 2014
⚠️ 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.
Findings and Recommendations 22 findings
F1
Cuts in funding at River School have resulted in a number of classified employee layoffs.
Related Recommendations (2)
R5
When considering the superintendent’s salary, the Board also consider the availability of funds for all employees, programs, and services. (F1, F2, F3, F4, F10)
R6
When considering the salaries for directors, managers, and supervisors, the superintendent also consider the availability of funds for all contract employees, programs and services. (F1, F2, F3, F4, F11)
F2
Due to budgetary cuts, some services and programs have become unavailable to the River School students.
Related Recommendations (2)
R5
When considering the superintendent’s salary, the Board also consider the availability of funds for all employees, programs, and services. (F1, F2, F3, F4, F10)
R6
When considering the salaries for directors, managers, and supervisors, the superintendent also consider the availability of funds for all contract employees, programs and services. (F1, F2, F3, F4, F11)
F3
The absence of woodshop classes is a loss to students, who could reap great benefits from them.
Related Recommendations (3)
R1
The reinstatement of woodshop classes at River School be made a priority. ( F2, F3)
R5
When considering the superintendent’s salary, the Board also consider the availability of funds for all employees, programs, and services. (F1, F2, F3, F4, F10)
R6
When considering the salaries for directors, managers, and supervisors, the superintendent also consider the availability of funds for all contract employees, programs and services. (F1, F2, F3, F4, F11)
F4
Reductions in services in YPP have resulted in a waiting list of young parents who would like to enroll in the program.
Related Recommendations (3)
R2
Young Parent Program classes be funded according to the number applicants for the classes, thus eliminating the need for a waiting list. (F4)
R5
When considering the superintendent’s salary, the Board also consider the availability of funds for all employees, programs, and services. (F1, F2, F3, F4, F10)
R6
When considering the salaries for directors, managers, and supervisors, the superintendent also consider the availability of funds for all contract employees, programs and services. (F1, F2, F3, F4, F11)
F5
The MCOE contract language for its union employees does not state a requirement to further specify a “compelling personal concern” when a request is made for personal necessity leave.
Related Recommendations (1)
R3
Human Resources follow contract language. (F5, F6, F9)
F6
Employees have been denied personal necessity leave if they failed to supply a specific “compelling personal concern” which contract language protects and does not require.
Related Recommendations (2)
R3
Human Resources follow contract language. (F5, F6, F9)
R4
Human Resources read and abide by the MCOE Human Resources Division’s Mission Statement. (F6, F7, F8, F17)
F7
The HR Director acted unprofessionally and without sensitivity, by delivering a notice of release of employment at the home of an employee on the evening before the employee’s scheduled major surgery.
Related Recommendations (1)
R4
Human Resources read and abide by the MCOE Human Resources Division’s Mission Statement. (F6, F7, F8, F17)
F8
Leadership does not follow the HR Division’s Mission Statement in the way it treats its contract employees.
Related Recommendations (1)
R4
Human Resources read and abide by the MCOE Human Resources Division’s Mission Statement. (F6, F7, F8, F17)
F9
The HR Director failed to follow the contract when a Supplementary Time Card was altered to the detriment of an employee.
Related Recommendations (1)
R3
Human Resources follow contract language. (F5, F6, F9)
F10
At the Board’s discretion, the superintendent has the opportunity to receive a salary increase yearly, regardless of the availability of funds for increases for any other employees.
Related Recommendations (1)
R5
When considering the superintendent’s salary, the Board also consider the availability of funds for all employees, programs, and services. (F1, F2, F3, F4, F10)
F11
For three consecutive years, the superintendent increased the salaries of more than 20 managers, directors, and supervisors, who also received step and column increases. During that time, contract employees received only step and column increases.
Related Recommendations (1)
R6
When considering the salaries for directors, managers, and supervisors, the superintendent also consider the availability of funds for all contract employees, programs and services. (F1, F2, F3, F4, F11)
F12
Low employee morale affects job performance.
Related Recommendations (2)
R7
The superintendent, directors, managers, supervisors, and the Human Resources Division abide by the MCOE Human Resources Mission Statement in their relationships with employees. (F12, F13, F14, F15)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F13
MCOE administrators’ dismissive behavior toward employees and their concerns contributes to the employee low morale.
Related Recommendations (2)
R7
The superintendent, directors, managers, supervisors, and the Human Resources Division abide by the MCOE Human Resources Mission Statement in their relationships with employees. (F12, F13, F14, F15)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F14
Feeling fear of retribution for voicing one’s concerns is unacceptable.
Related Recommendations (2)
R7
The superintendent, directors, managers, supervisors, and the Human Resources Division abide by the MCOE Human Resources Mission Statement in their relationships with employees. (F12, F13, F14, F15)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F15
The administration’s disrespectful treatment of contract employees has caused an increase in grievances.
Related Recommendations (2)
R7
The superintendent, directors, managers, supervisors, and the Human Resources Division abide by the MCOE Human Resources Mission Statement in their relationships with employees. (F12, F13, F14, F15)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F16
The self-evaluation process is not being used for the betterment of employees.
Related Recommendations (2)
R8
Human Resources use the employee self-evaluation process for the betterment and/or improvement of the employee’s work performance. (F16)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F17
Administration is not making two-way communication with employees a priority.
Related Recommendations (2)
R4
Human Resources read and abide by the MCOE Human Resources Division’s Mission Statement. (F6, F7, F8, F17)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F18
The Grand Jury was unable to obtain needed information when potential witnesses declined to be interviewed for fear of being identified.
Related Recommendations (1)
R9
All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)
F19
The Board President does not have a working knowledge of MCOE functions.
Related Recommendations (1)
R10
All MCOE Board members have an in depth and working knowledge of all programs and services provided by MCOE. (F19, F20)
F20
The Board President is not aware of staff morale.
Related Recommendations (2)
R10
All MCOE Board members have an in depth and working knowledge of all programs and services provided by MCOE. (F19, F20)
R11
All MCOE Board members take the time to understand the state of employee morale. (F8,
F21
The Board President voted to approve cuts to programs and services, but did not fully understand the ramifications of the cuts.
No recommendations for this finding
F22
The majority of Board meetings occur when neither staff nor working parents can attend them.
No recommendations for this finding