Case #0801 Juvenile Hall - Follow Up Reason for Investigation The 2001-2002 San Joaquin County Civil Grand Jury*
⚠️ 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 3
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R1regular scheduled basis. This information is maintained in the Probation Department's training Response to records. These are located in the office of Department Training Officer,
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R2Hiring policies for management should receive review. The Department hires according to County Civil Service Rules #1, 5, 6, 7, 8, and 10. The Department's Administrative Manual (Bulletin 701, dtd Response to
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R3supervision of wards. Although on the surface the recommendation had merit, after discussing this item with Mr. Cademartori the Grand Jury believes the response by the Chief Probation Officer was sufficient, and in fact, overall, was the most practical way to run the department. His response, "This is not to say that practical experience in the supervision of wards is not a desirable thing for juvenile detention manager to have. It is desirable it does not necessarily follow that the skills needed to supervise minors in custody translate to managing the detention facility itself." Recommendation The counselors career ladder should be extended to enable promotion to #4: managerial level. Response to This has always been the case, provided the applicant meets the minimum Recommendation qualifications developed by the County Human Resources Department and #4: the Civil Service Commission. Prior to completing a probationary period, all supervisors should complete Recommendation a significant training curriculum in evaluation preparation and discipline. #5: All supervisors are required to take the 80 hour Supervisor Core Course, Response to sponsored and mandated by the California State Board of Corrections, Recommendation S.T.C. Division. A portion of this curriculum is dedicated to evaluation, #5: preparation for evaluations and employee discipline. Annual Evaluations should be completed and reviewed for adherence to Recommendation sound evaluation principal (sic). The permanent advancement to any supervisory position should be predicated on an evaluation of actual #6: performance in the completion of good employee evaluations. The Departmental Administrative Manual (Section 760 (dtd 9/15/98) and Response to 761 (dtd 7/26/00) outline the policies and procedures for employee Recommendation performance evaluations. #6: Supervisors and unit managers need to target discipline, evaluation techniques and problem solving strategies. As part of each supervisor's Recommendation development program, they and their Manager should identify key areas of #7: training and expectations for improvement. We reinforce this specific recommendation of the Management Review. All division supervisors (Group Counselor II and above) attend STC
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