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⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings and Recommendations 13 findings
F1
CFS has 23 vacant social worker positions.
No recommendations for this finding
F2
CFS has an annual staff attrition rate of 28 percent.
No recommendations for this finding
F3
CFS hiring practices take up to six months, during which time some job applicants find employment elsewhere.
Related Recommendations (1)
R3
The Board of Supervisors should consider directing EHSD to continue its ongoing efforts to streamline the hiring process and reduce the amount of time it takes to make hiring decisions
F4
EHSD has formed a task force to look for ways of speeding up the hiring process.
No recommendations for this finding
F5
Compensation for CFS social workers is less than that for social workers in other Bay Area counties.
Related Recommendations (1)
R1
The Board of Supervisors should consider directing EHSD to review social worker compensation to ensure that it is competitive with that of neighboring counties in the 2020-2021 budget cycle.
F6
CFS staff cite high workloads, poor leadership, and a stressful work environment as reasons for leaving, in addition to compensation.
No recommendations for this finding
F7
CFS does not have consistent practices for performance reviews to foster staff and management accountability.
No recommendations for this finding
F8
EHSD has proposed incentives to encourage new hires to accept offers of employment. These include a five percent premium over base pay, signing bonuses, tuition reimbursement, and assistance with repayment of student loans.
Related Recommendations (1)
R2
The Board of Supervisors should consider implementing EHSD’s proposal for incentives to aid in recruiting new social workers for CFS in the 2020-2021 budget cycle.
F9
EHSD has a Leadership Academy for all of its bureaus, but managers in CFS do not always participate or follow up with their staffs.
Related Recommendations (1)
R4
The Board of Supervisors should consider directing EHSD to hold CFS managers accountable for participating in its Leadership Development program
F10
CFS does not have a clearly defined set of procedures for handling and resolving complaints it receives from parents and other stakeholders.
Related Recommendations (1)
R5
The Board of Supervisors should consider directing EHSD to develop and implement a formal process for handling and resolving CFS client complaints
F11
CFS has no formal process for handling recommendations from its ombudsman or staff members for improvements in its policies and practices.
Related Recommendations (1)
R6
The Board of Supervisors should consider directing EHSD to develop and implement procedures for evaluating recommendations by the CFS staff or ombudsman for improving policies and practices
F12
The proposed contract for the new CFS ombudsman limits the amount of time the ombudsman can spend resolving complaints.
No recommendations for this finding
F13
The independence of the CFS ombudsman is impacted because the position reports to the director of CFS.
Related Recommendations (1)
R7
The Board of Supervisors should consider directing EHSD to require the ombudsman to report to the director of EHSD, rather than the director of CFS,
No Responses Found 1
Government entities assigned to respond to this report. No response documents have been linked in our database.
Contra Costa County Board of Supervisors
Elected County Office