Orange County Grand Jury
• 2012-2013
• Agency Response
Mayor Interim City Manager Miguel A. Pulido Kevin O'Rourke*
⚠️ 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.
Note: Missing finding numbers detected: F2, F3
Findings and Recommendations 4 findings
F1
Municipalities in Orange County cities are well-versed in EEO issues and maintain exemplary compliance strategies. The City of Santa Ana agrees with this finding. Complaint ratios between OC cities and the County of Orange are similar; but
Related Recommendations (1)
R1
All OC cities and County government shall include funding for training of management and supervision required by law and ensure training for all employees every two to three years. The recommendation will not be implemented. Funding for training of management and supervision is allocated. Applicable employees are trained every two years per California law (AB 1825), which does not apply to line staff. All staff, including line staff, is trained on an as-needed and as-requested basis.
F4
differences in how previous complaints were handled in the County led to major problems. The City of Santa Ana disagrees with this finding. The City does not possess information regarding the number of complaints the County receives nor the manner in which complaints are handled and therefore is unable to evaluate this finding. The County and several cities do not offer, or provide limited, training in harassment,
No recommendations for this finding
F5
discrimination, and retaliation, particularly for line staff. At this time, although line staff training is not required, all staff benefit from EEO training. The City of Santa Ana partially disagrees with this finding. All City staff is fully informed about the City's Anti-Harassment Policy and Complaint Procedure, which addresses harassment, discrimination and retaliation. City staff sign and acknowledge receipt of said policy and receive training upon hire as well as throughout employment on an as-needed and as-requested basis.
No recommendations for this finding
F6
There are several Risk Management Joint Powers Insurance Pools (of which most cities are members) to ensure adequate coverage and sharing of liability with other member entities. The City of Santa Ana agrees with this finding. The City of Santa Ana participates in BICEP, the Big Independent Cities Excess Pool.
No recommendations for this finding
* 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.