Calaveras County Grand Jury May 22, 2003 The Honorable John E. Martin Calaveras County Superior Court

Conclusions 54

• CL1 Page 1
  The Board of Supervisors should establish a reserve fund to be used to provide for services, supplies and new books in times of economic difficulties.
• CL2 Page 1
  The Board of Supervisors and County Librarian should consider as a long-range goal the creation of a bookmobile program to service outlying communities.
• CL3 Page 1
  ENVIRONMENTAL HEALTH
• CL4 Page 1
  Purchase an extra copy of the microfilm from the Church of Latter Day Saints.
• CL5 Page 1
  The Board of Supervisors must review monthly the financial records submitted by the Governing Board.
• CL6 Page 1
  The Board of Supervisors should pay the deficit in a timely manner or justify the nonpayment.
• CL7
  The Board of Supervisors should establish a reserve fund to be used to provide for services, supplies and new books in times of economic difficulties.
• CL8
  BUILDING DEPARTMENT FINDINGS: At the time of the audit, the Land Use Department Trust, Fund 5430, which had a balance at June 30, 2002 of $1,268,106, had not been reconciled with the Auditor/Controller’s office. CONCLUSION: By not reconciling the trust accounts, errors or fraud could occur and not be detected in a timely manner.
• CL9
  ENVIRONMENTAL HEALTH FINDINGS: During the audit, BB&R observed that the same person has responsibility for several accounting duties including cash collections, accounts receivable maintenance, and preparation of invoices. CONCLUSION: Having one person with many accounting functions could result in errors or fraud occurring and not being detected in a timely manner.
• CL10
  MENTAL HEALTH FINDINGS: BB&R observed that the same person posts the payments to accounts receivable, posts charges to accounts receivable, monitors accounts receivable, and prepares the deposit permits. This indicates a lack of segregation of duties regarding the handling of cash collections and accounts receivable. CONCLUSION: The effect of this situation is that errors or fraud could occur with the handling of accounts receivable and not be detected in a timely manner.
• CL11
  PLANNING DEPARTMENT FINDINGS: A. BB&R observed that the original copies of voided receipts were not retained by the department. B. BB&R observed that the department did not maintain the detail of its trust fund, nor did it reconcile trust fund balances to the records maintained by the Auditor/Controller’s office. CONCLUSIONS: A. By not keeping the original of voided receipts, money could be misappropriated and not be detected in a timely manner. B. By not reconciling trust funds on a timely basis, errors or fraud could occur and not be detected in a timely manner.
• CL12
  PROBATION FINDINGS: A. BB&R noted that the accounts receivable computer program did not allow the system to provide a total amount of accounts receivable, nor of an aging of receivables. B. BB&R observed that the trust account had not been reconciled since September 2001. 10 CONCLUSION: A. It is difficult to know if the accounts receivable detail is correct if you don’t have an amount to check it with as a total. Also, by not having an aging of receivables, there may be some receivables that are delinquent, which would not be easily detected by just looking over the printout. B. By not reconciling the trust account on a monthly basis, errors or fraud could occur and not be detected in a timely manner.
• CL13
  SURVEYOR FINDINGS: During the audit, it was observed that the same person has responsibility for several accounting duties including cash collections, accounts receivable maintenance, and preparation of invoices. CONCLUSION: Having one person with many accounting functions could result in errors or fraud occurring and not being detected in a timely manner.
• CL14
  The Board of Supervisors and County Librarian should consider as a long-range goal the creation of a bookmobile program to service outlying communities. RESPONSE REQUESTED:
• CL15
  Purchase and install a security system to help prevent fire or theft.
• CL16
  Purchase an extra copy of the microfilm from the Church of Latter Day Saints. 16 RESPONSES REQUESTED: Board of Supervisors County Administrative Officer 17 HUMAN SERVICES A. CHILD PROTECTIVE SERVICES REASON FOR REVIEW: Penal Code section 925 states in part “…investigations may be conducted on some selective basis each year.” SCOPE: The focus of this review was limited to one component of Human Services offered to Calaveras County residents, namely, Child Protective Services (CPS). This program is required by state mandate to provide specific services. BACKGROUND: Staffing shortages and turnover of experienced caseworkers continue this year to stress the system’s capability and effectiveness. Failed recruitment efforts were noted as the cause in the Calaveras County 2001-2002 Grand Jury’s Final Report. PROCEDURE: The Calaveras County Grand Jury invited the department head of CalWorks and Human Services to appear before it and provide general and specific information on improvements and shortcomings of the day-to-day operations. Three scheduled visits with CPS managers and supervisors were held in February, March, and April. Information and documentation reviewed during these interviews focused on staffing shortages, recruitment, cross training, supervision and case management methodology. Pursuant to Penal Code section 916, interviews were attended by no less than two members of the Grand Jury. FINDINGS: Staffing: As of November 2002, CPS had 10.5 staffed social worker positions. Two of these positions were down on any given day due to illness, disability, and vacation. Social services caseload standards set the requirement at 13 to 14 social workers. Three positions were open. A broader recruitment approach led to a contract with a Sacramento personnel agency. These positions were posted on a national website which resulted in numerous responses from candidates as far away as Canada and North Carolina. By the end of March, the three social worker positions were filled. 18 The educational requirements, i.e., BA degree, or preferably a Masters Degree in Social Work (MSW) are not competitively compensated in Calaveras County. Losses to other counties offering higher pay and better benefits continue to occur. Another restraint with new hires is that they may qualify academically, but have no experience in CPS (the rule of thumb is seven years of experience to reach full competency.) Two highly experienced caseworkers were lost from CPS in 2002 specifically because they could transfer to other agencies within the County offering the “safety” retirement benefit classification. In April, disability, illness, and staff turnover were still evident. METHODS AND PRACTICES: Weekly case management, close supervision, and redistribution of difficult cases are done to ensure equality of workload and quality protection of children. Interdepartmental monthly team meetings (IDT) provide a platform for cross referrals, training, and multi-agency communication. These meetings serve as a safety net to keep abused children, seniors, and handicapped adults from falling through the cracks. Doctors, law enforcement, clergy, schoolteachers, and investigators are attendees hosted by CPS and Adult Protective Service caseworkers and staff from Mental Health and Drug/Alcohol programs. Interviewees stated that the addition of a dedicated Deputy District Attorney would make an improvement in communicating facts and mutual expectations about what makes a case qualify for prosecution. “Best Practices” recommendations from the state are being followed. One social worker is dedicated to the Permanency Placement/Adoption (PP) mandated program for children who cannot be placed back with their families. Two social workers specialize in the Family Reunification (FR) program. Supervisors mentioned their pride and success with both these programs. The Emergency Response (ER) program is the most taxing and stressful. A mandated immediate response requires the family/child to be seen within two hours. Approximately 800 referrals of child abuse are expected by the end of this fiscal year. Of those requiring investigation, 20 percent will fall into the ER category. Experienced caseworkers rotate on a seven day twenty- four hour tour to cover ER, in addition to their regular workweek. The caseworkers in this rotation have been offered shorter days in the emergency rotation, but prefer this structure. The procedure is to request a deputy sheriff escort, however recent shortages of deputies caused them to go alone in order to meet the two-hour time demand. CPS is often the first responder to see clients who are later handled by probation, jail, mental health and drug/alcohol agencies. CONCLUSION: The CPS program is in complete compliance with state requirements. This is to its credit when the inexperience-to-experienced levels of caseworkers are out of normal balance. All managers and supervisors appear dedicated and competent. They discussed how sensitive they are to signs of stress and burnout in themselves and each other and mentioned the special training programs they receive in this area. Although they did not complain about the turnover in staff and the increase in demand for services, it was obvious that an anticipated loss of state funding would impact service and staff levels adversely. 19
• CL17
  The Board of Supervisors must review monthly the financial records submitted by the Governing Board.
• CL18
  The Board of Supervisors should pay the deficit in a timely manner or justify the non- payment. 27 RESPONSES REQUESTED:
• CL19
  A concerted effort should be established to recruit more volunteers.
• CL20
  Budget more money to this institution so it can be kept open more hours to enable more frequent use for research.
• CL21
  The Board of Supervisors should look into requesting a Merit System Job Re-evaluation for senior social workers whose responsibilities include Emergency Response with a view towards reclassification to the “safety” type of retirement benefits as a fair and reasonable way to halt loss from the CPS and APS experienced staff.
• CL22
  CalWorks should actively seek employees from the same department when openings come up so that experience levels are more quickly reached in a cost effective way to retain experienced employees. RESPONSE REQUESTED:
• CL23
  The follow-up on eligible clients for in-home care providers by APS is done on an annual basis.
• CL24
  Adult Protective Services should conduct follow-up investigations more frequently than annually. RESPONSES REQUESTED:
• CL25
  Calaveras County should protect and encourage the Senior Peer Counseling program sponsored by Mental Health. Seniors benefit by being able to resume a more satisfying and independent lifestyle in their own homes. There is a potential cost savings to the County that has not been calculated.
• CL26
  Consideration should be given to creating a new position under the direction of the Board of Supervisors for a skilled leader who knows the needs of the elderly and the many confusing services and agencies in this County. Such a person must have the commitment of the Calaveras community. This person could also serve as an attendee to the Area 12 Agency on Aging. RESPONSES REQUESTED:
• CL27
  Adult Protective Services D. ADMINISTRATIVE OFFICE OF HUMAN RESOURCES AND RISK MANAGEMENT REASON FOR INVESTIGATION: Interviews and audits were conducted pursuant to California Penal Code section 925, which states in part “…investigations may be conducted on some selective basis each year.” 23 SCOPE: A follow-up audit was conducted of a new sexual harassment training program being offered to all management and non-management full time personnel. PROCEDURE: The Grand Jury looked at new hire orientation, coverage and training of county policies and procedures. We looked for ongoing training and coverage of current department heads as well as other staff promoted into supervisory positions with regard to sexual harassment training and complaint procedures. In July, the Grand Jury met with the Director of Human Resources and Risk Management. All remedial efforts, staff communication across departments, and the status of a new sexual harassment training package were discussed. In August, members of the Grand Jury made an impromptu visit to the Human Resources and Risk Management Director to request a random list of employee names in order to do a follow- up audit of the new on-going training. Six names were given that represented various departments, and included managers and new hires. Five from this list and five others were interviewed to ensure randomness. Two persons had not gone to training due to one being part- time, and the other new hire had not been made available for training. Informal questions were aimed at ascertaining the effectiveness and understanding of training, and the procedure and complaint forms to be used. FINDINGS: The follow-up audit of training included eight employees from the Sheriff’s department, the Office of Emergency Services, Technical Services, Environmental Health, and the Auditor’s office. 8 Employees 4 Females 4 Males 4 High seniority employees 3 Managers All employees felt positive about the new sexual harassment training that had been given in April and May 2002. The interviewees demonstrated an understanding and readiness to use the procedures in place. Most of the employees had attended similar classes in the past. They described the new class as more extensive, and the concept of what a “reasonable woman” would expect enlightening. Both males and females stated they would have no trouble with the procedure of self-help if they had a personal complaint. Managers showed a strong desire to involve the personnel department immediately. A few employees were not sure where in their 24 office to get the new sexual harassment complaint form. Everyone stated they would be comfortable escalating the complaint to the personnel department. Training consists of films and discussions, and requires four hours for non-managers and six hours for managers. An employee can request individual training. CONCLUSION: The single greatest investment is the county’s workforce. Human Resources and Risk Management is there to protect all agencies and all employees. A breach in policy or standards not uncovered or resolved in a timely manner could have a huge financial impact on the County as well as lead to loss of employee morale. A Director of Human Resources and Risk Management gets his or her authority from a strong, dynamic relationship with heads of departments and agencies. Issues of hiring, safety, policy and new training need to be covered with everyone present at the same time. Personnel problems especially need team understanding and commitment when a high-risk error has occurred.
• CL28
  The A12AA Governing Board must provide the Board of Supervisors with a monthly record of expenses and income.
• CL29
  New employees should receive longer and more in-depth orientation, which includes sexual harassment training. Department heads should make themselves and their employees available at the earliest possible time. Part-time and occasional new hires should receive training within 30 days.
• CL30
  The Director should be invited to attend all department head staff meetings to ensure periodic status and ongoing communication concerning personnel issues. RESPONSES REQUESTED:
• CL31
  The A12AA Governing Board should establish a suggested meal fee that reflects the true cost of the meal provided and educate seniors regarding budget costs and services to encourage donations.
• CL32
  JPA responsibilities should be recognized by all parties.
• CL33
  The Board of Supervisors should appoint an alternate as the representative to the Governing Board and require said alternate to attend all meetings.
• CL34
  Board of Supervisors
• CL35
  County Sheriff C. CALAVERAS COUNTY DISTRICT ATTORNEY REASON FOR REVIEW: Penal Code section 925 states in part, “…investigations may be conducted on some selective basis each year.” SCOPE: The Calaveras County District Attorney was invited to appear before the Grand Jury and to provide general information on the accomplishments, shortcomings and day-to-day operations of the District Attorney’s Office. PROCEDURE: The District Attorney appeared before the Grand Jury, provided concise answer and general information as requested, and seemed eager to furnish any additional information. FINDINGS: Concerns were raised regarding the District Attorney’s office being in two locations rather than one location. The split location is not conducive to easy exchange of information and easy access by other agencies. The increased budget approved by the Board of Supervisors should aid in this. The additional personnel allowed by the budget increase are critical to the development of a more efficient organization. The exchange of information or communication with other agencies as to the merits of cases brought to the District Attorney’s office is a crucial factor in assuring the best protection for the public. The proposed office organization and structure will improve the working relationships between the state, county, and city agencies that work with the District Attorney’s office while improving the prosecution of cases and protection of citizens. Improved communication between agencies, in recent months, has increased morale and cooperation. 33 CONCLUSION: Locating the District Attorney’s Office at one location is essential to improved office function, improved communications among both staff and other agencies, easier access, and centralization. Office structure and organization with definite assignments and written guidelines allow for smooth transfer of information between agencies and the Deputy District Attorneys they will be involved with and consistency in the working relationships.
• CL36
  The attached Calaveras County District Attorney’s Organization Chart (Exhibit C) should be implemented, along with the duties of the positions. RESPONSES REQUESTED:
• CL37
  The Board of Supervisors and the District Attorney’s office should work together to assure funding and personnel to allow the District Attorney’s office to be housed in a single location.
• CL38
  The attached Attorney Positions Chart (see Exhibit B), with specific responsibilities and assignments, should be implemented.
• CL39
  Executive Director of A12AA ITEM: TEACHER CONDUCT A citizen’s complaint was received regarding the conduct of a teacher in one of the County schools. PROCEDURE: All available materials were examined, and an interview was conducted with the principal of the school where the teacher is employed. 36 FINDINGS: The teacher in question had been exonerated and is still an employee of the school district. CONCLUSION: No action needed to be taken by the Grand Jury. ITEM: CHILD PROTECTIVE SERVICES The complainant alleged that a child was unnecessarily removed from the mother’s custody causing emotional damage and physical abuse while in a foster group home. It was requested that the Grand Jury file a lawsuit against four CPS social workers and an employee of Environmental Alternatives who licenses and supervises foster home care for the state. PROCEDURE: An interview was conducted with the department head and two social workers of Child Protective Services (CPS) by members of the Grand Jury. Later a phone conference was held with the complainant and members of the Grand Jury. FINDINGS: The complaint against Environmental Alternatives was beyond the scope of the Grand Jury because Environmental Alternatives is licensed by the State. The complainant had already escalated the complaint to the state level. The child had received proper medical attention. CPS had already received a judicial review, which placed it beyond the scope of the Grand Jury. ACTION: The complainant was notified that legal action was their responsibility. It was further explained that four caseworkers, while confusing, have to do with assignments to different programs such as Family Reunification, Permanency Planning and Emergency Services. The child is now in the complainant’s custody. This case was closed by mutual consent. ITEM: COUNSEL FOR MINOR CHILDREN AND POSSIBLE SEX DISCRIMINATION This complaint alleged poor representation for minor children in a court custody case. It further alleged the court appointed attorney was displaying sex discrimination in the case. 37 FINDINGS: It was determined this complaint involved matters currently before the court. Matters before the court are not within the jurisdiction of the Grand Jury. Further, the Grand Jury found no willful misconduct, malfeasance or negligence on the part of any county employee. ACTION: The complainant was informed the lack of jurisdiction concerning matters currently before the court. ITEM: ALLEGED MISCONDUCT OF ELECTED OFFICIALS, THE COURT, AND THE CALAVERAS COUNTY SHERIFF’S DEPARTMENT The complaint alleged misconduct and irregularities in a number of agencies and the courts. PROCEDURE AND FINDINGS: The Grand Jury reviewed documents submitted with the complaint. Our independent investigation found no evidence of willful misconduct, malfeasance or negligence on the part of the Sheriff’s Department, elected officials, or other county employees. Furthermore, the Grand Jury does not have jurisdiction over the courts. ACTION: A letter was sent to complainant concerning the lack of evidence of misconduct and the lack of Grand Jury jurisdiction over the courts. ITEM: HARASSMENT BY CALAVERAS COUNTY OFFFICIALS A complaint was received alleging harassment by the District Attorney, Building Code Enforcement, and the Sheriff’s Department. PROCEDURE AND FINDINGS: Members of the Grand Jury interviewed those specifically named in the complaint, members of the District Attorney’s Office, the Sheriff’s Department, and the Building Department. At least two members of the Grand Jury were present for all interviews. The Grand Jury found no evidence of misconduct on the part of Calaveras County officials and discovered that issues referred to in the complaint were currently being addressed by the courts. 38 ACTION: A letter was sent to the complainant stating the Grand Jury found no evidence of misconduct. It also explained that matters currently before the courts are outside the jurisdiction of the Grand Jury. ITEM: USE OF FIRE DISTRICT VEHICLES This complaint concerned the use of Fire District vehicles. FINDINGS: Members of the Grand Jury met with Fire District personnel and one board member. The Grand Jury determined a vehicle is assigned to the Fire Chief, and he is in accordance with written practice of usage for a Fire Chief who is on call 24/7. CONCLUSION: The Grand Jury concluded the Fire Chief was operating District owned equipment in accordance with the District’s written practices. ITEM: WEST POINT FIRE DISTRICT A complaint was received regarding the West Point Fire District and concerned spending of funds not allocated in the budget. The purchase was for a six-month contract with CDF for West Point fire protection. The complainant also alleged the Board of Directors attempted to direct daily operations of the department. In addition, the complainant alleged the Board of Directors failed to follow fair labor standards for wages and failed to withhold taxes and social security from employees. FINDINGS: A contract was issued to hire CDF services from November 2002 to May 2003. This action was necessitated by the Board due to a history of “no-shows” by District volunteers. According to the CDF dispatch records, West Point volunteers did not respond to fifteen calls within their district during the period of May 10, 2002 to March 21, 2003 – an eleven-month period. Concerning the allegation of failure to follow Fair Labor Standards for wages, it was found there is no “stipend pay” for volunteers. All pay is called “proper wage reimbursements”. Reimbursements are offered to offset minor expenses. They are paid on a quarterly basis. The base reimbursement rate for volunteer firefighter per activity is $5.00. For over three hours on an assignment, the pay is $10.00. The Battalion chief/duty officer is paid $20.00 per twenty-four hour shift. 39 CONCLUSION: The Grand Jury considered all aspects surrounding this complaint. It concluded the Board of Directors acted within regulations by contracting the services of CDF for the over-all good of the community. Thus, having a 24/7 CDF truck in the District became essential. All board members agreed upon this contract in an open meeting. Regarding the allegation toward the Fair Labor Standards, there was no malfeasance.
• CL40
  Rehabilitate facilities at existing local parks, which will allow the parks to be more efficiently managed and will reduce operational costs.
• CL41
  Develop facilities that promote positive alternatives for youth and that promote cooperation between local park and recreational service providers and youth-serving nonprofit organizations.
• CL42
  Promote family-oriented recreation, including art activities.
• CL43
  Provide for open, safe, and accessible local parklands, facilities and botanical gardens. PROJECT APPLICATIONS The County has a fully executed Contract encumbering the funding allocation ($150,000). To access the funds, the County submits complete, individual Project Application(s) to the Department. The Project Application must contain the following items:
• CL44
  Project Application Form, including a certification that the Project is consistent with the park and recreation element of the city or county general plan, the District park and recreation plan, or the appropriate planning document, as the case may be, and will satisfy a high priority need. The Project Application Form must be signed by the Grantee’s authorized representative and the representative from the Grantee’s planning agency.
• CL45
  At the time of application, the Grantee must provide, at a minimum, either (1) a notice of exemption filed with the county clerk, or (2) an initial study with a description of how the Grantee will comply with CEQA. The Grantee may provide an environmental impact report or negative declaration along with a response from the State Clearinghouse; and a copy of the notice of determination filed with, and stamped by, the county clerk.
• CL46
  Prior to commencement of construction or acquisition, the Grantee must complete the CEQA process and provide documentation. The required documentation must include one of the following: a notice of exemption filed with the county clerk, or an environmental impact report or a negative declaration along with the response from the State Clearinghouse, and a copy of the notice of determination filed with, and stamped by, the county clerk.
• CL47
  Evidence of adequate land tenure (lease, joint powers agreement, etc.).
• CL48
  Acquisition map showing exterior boundaries and parcel numbers. (Acquisition Projects)
• CL49
  Project location map (city or county) with enough detail to allow a person unfamiliar with the area to locate the Project.
• CL50
  Site plan (Development Projects)
• CL51
  Acquisition Schedule
• CL52
  Cost estimate (Development Projects)
• CL53
  Source of funds The Calaveras County Board of Supervisors posted a public notice to community organizations with a request for proposals with regards to Proposition 12 Per Capita Grant Fund for local park and recreation agencies. The notice stated, “Applications must be completed and returned by 5:00 p.m., September 23, 2002.” 42 PROCEDURE: The Grand Jury investigated the complaint by interviewing the former Supervisor of District 5, viewing videotapes of the meeting, reading the minutes of the meeting, conducting a meeting with the complainants, and speaking with the current County Administrative Officer. FINDINGS: A public study session was held with the Board of Supervisors in August 12, 2002. On October 21, 2002, a general meeting was held. At this meeting the Board of Supervisors made their final decision as to which groups would receive Proposition 12 funds. The vote was unanimous. Later, it was determined many of the projects originally allocated funds did not meet specific Proposition 12 requirements. A general meeting was held on April 28, 2003, at which time the Board of Supervisors decided to reallocate the Proposition 12 funds. They voted to put all the Proposition 12 funds into repairs and restorations for the Calaveras County Museum and the County Archives building. The deadline given by the state for Proposition 12 was June 30, 2003. CONCLUSION: It appears that the Board of Supervisors did not fully understand the full scope of requirements for Proposition 12 funds set by the state. There was no violation of the Brown Act. For the sake of fairness to all parties concerned, the Board of Supervisors could have extended the formal application process. They had sufficient time before the June 30, 2003 deadline. The projects originally to be funded by Proposition 12 monies were then revised and funded by the County general fund. The recent re-districting between Districts 1 and 5 led to some confusion.
• CL54
  It appears that the Board of Supervisors did not fully understand the full scope of requirements for Proposition 12 funds set by the state. There was no violation of the Brown Act. For the sake of fairness to all parties concerned, the Board of Supervisors could have extended the formal application process. They had sufficient time before the June 30, 2003 deadline. The projects originally to be funded by Proposition 12 monies were then revised and funded by the County general fund. The recent re-districting between Districts 1 and 5 led to some confusion. RECOMMENDATIONS: The Board of Supervisors should adopt an application process for future bond and/or proposition grants awarded through Calaveras County to assure compliance with grant guidelines and requirements. RESPONSE REQUIRED: Board of Supervisors 43 Exhibit A ADOPT A HIGHWAY ANGELS CAMP TO SAN ANDREAS (HWY 49) ANGELS TO RED HILL (HWY 4) CALAVERAS COUNTY LAND FILL (RED HILL & ROCK CREEK) CALAVERAS COUNTY ROAD DEPARTMENT CALAVERAS COUNTY WATER DISTRICT CALAVERAS UNIFIED SCHOOL DISTRICT VALLECITO UNIFIED SCHOOL DISTRICT BRET HARTE UNIFIED SCHOOL DISTRICT CALAVERAS COUNTY FAIR GROUNDS CITY OF ANGELS BIG TREES STATE PARK CAL TRANS VALLECITO CEMETARY DISTRICT FOOTHILL FIRE CENTRAL FIRE JENNY LIND FIRE COPPEROPOLIS FIRE CDF CITY OF ANGELS FIRE FOREST SERVICE UTICA POWER AUTHORITY UNION PUBLIC UTILITY DISTRICT SAN ANDREAS SANITARY DISTRICT ARMY CORPS OF ENGINEERS (HOGAN) CDC CALAVERAS COUNTY BOARD OF SUPERVISORS NORTHERN CALIFORNIA POWER ASSOCIATION MARK TWAIN ELEMENTARY SCHOOL VALLEY SPRINGS ELEMENTARY SCHOOL JENNY LIND ELEMENTARY SCHOOL TAYLOR PARK TURNER PARK COPPELLO PARK FEENY PARK TOYAN ELEMENTARY SCHOOL EBBETS PASS VETERANS DISTRICT CALAVERAS COUNTY LIBRARY EAST BAY MUD CDF FIRE CREW TRAINING BUREAU OF LAND MANAGEMENT COPPEROPOLIS ELEMENTARY SCHOOL 1/28/03 44 EXHIBIT B CALAVERAS COUNTY DA ATTORNEY POSITIONS CHART (WITH PROPOSED RESPONSIBILITIES) DISTRICT ATTORNEY EVERYTHING ASSISTANT DA SEXUAL ASSULT, SERIOUS FELONIES CHIEF DEPUTY CHIEF DEPUTY MISDEMEANORS FELONIES JUVENILES SO LIASON/MISDEMEANORS SO LIASON/FELONIES MISDEMEANOR CHARGING FELONY CHARGING SEARCH WARRANTS DEPUTY DA DEPUTY DA DEPUTY DA DEPUTY DA FELONIES FELONIES MISDEMEANORS MISDEMEANORS SRVP PROSECUTIONS DOMESTIC VIOLENCE ACPD LIAISON DRUG PROSECUTIONS WRITS, APPEALS, CHP LIAISON ELDER ABUSE (CNEU) MOTIONS INSURANCE FRAUD 45 EXHIBIT C CALAVERAS COUNTY DA ORGANIZATION CHART DISTRICT ATTORNEY Assistant District Attorney ATTORNEYS (SEE OTHER CHART) Administrative Assistant Budget Senior District Office Manager Attorney Investigator Felony Cases Paralegal Paralegal Paralegal District Attorney Investigator Misdemeanor Cases Clerical Assistant VICTIM-WITNESS PROGRAM COORDINATOR Clerical Assistant 46

No Responses Found 1

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