Score: -1 (0/7/1)

Orange County Grand Jury • 2002-2003

Who Represents Orange County Taxpayers?

Published: May 28, 2003 9 pages

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⚠️ Aviso de traducción: Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.

⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.

Findings and Recommendations 5 findings

Two Orange County supervisors recommended in February 2003 that a Human Resources Steering and Oversight Committee be formed to provide oversight and direction.

Related Recommendations (1)

The Orange County Board of Supervisors follow through on Human Resources Steering and Oversight Committee to oversee the County’s Human Resources labor negotiating activities implementing its recommendations. (Finding 1)

Operational capabilities of some departments are being adversely affected and they are forced to eliminate some existing programs due to cost increases in wages and benefits.

Related Recommendations (1)

Consider renegotiating certain pay and employment benefits that have become increasingly costly. (Finding 2 and 5) 8 Responses to Recommendations 2 and 3 are required from the Auditor-Controller. Responses to Recommendations 1 through 4 are required from the Board of Supervisors. Bibliography

Some affected departments/agencies management had little or no participation or input in the negotiations with bargaining units.

Related Recommendations (1)

The Auditor-Controller, Chief Financial Officer and affected departments should have greater participation and input to the negotiations with bargaining units. (Finding 3)

Proposed increases in benefits and wages are not thoroughly and accurately costed out prior to offering them to bargaining units or presented to the B.O.S.

Related Recommendations (1)

Require that prior to passage, all new wage and benefit initiatives receive review by the Auditor-Controller with input and review by the Chief Financial Officer and by any affected department. This review should be required prior to submittal of all wage and benefit proposals to the County Executive Officer or the Board of Supervisors for approval. (Finding 4)

Orange County has recently established a pattern of ever expanding and increasing payroll and related benefits spending. This pattern is counter to the model of cost cutting in private industry and is vitally significant during periods of uncertain or diminished economic outlook. Responses to Findings 3 and 4 are required from the Auditor-Controller Responses to Findings 1 through 5 are required from the Board of Supervisors

No recommendations for this finding

Agency Responses 6

Government agencies' official responses to this report's findings and recommendations. Click on a response to see the structured breakdown.

BOS

April 17, 2003 • 4 pages • 1 response • Score: 0 (+0, 1, 0) View Details ▾

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1 response to findings and recommendations

The Auditor-Controller, Chief Financial Officer and affected departments should have greater participation and input to the negotiations with bargaining units. (Finding 3)

Response: Requires Analysis

Score: 0

Find an alternative so that the Assessment/Tax System does not need the County mainframe. Original Response The recommendation requires further analysis Current Status The recommendation has not yet been implemented, but will be implemented in the future. A study was completed to find alternatives to replace the mainframe Assessment/Tax System. Several alternative options for new hardware were identified that are available to the County of Orange. The final decision on which hardware platform to use is dependent on the type of software that the County decides to purchase for the system. The CI...

County of Orange 05/06/03, 148K

May 06, 2003 • 3 pages • 2 responses • Score: -1 (+0, 1, -1) View Details ▾

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2 responses to findings and recommendations

Two Orange County supervisors recommended in February 2003 that a Human Resources Steering and Oversight Committee be formed to provide oversight and direction.

Response: Disagree Score: -1

) The County and all cities with areas classified Very High or High Fire Hazard Severity require Class A roofs and reroofs for structures in or near these areas. As noted in the . . Grand Jury Report Wood Roofs are Dangerous Page 2 of 2 Grand Jury Report, the State sets the standards for roofing through the State Building Code (and limits the ability of local jurisdictions to vary from the State Code). 3. The cities' and county's roofing codes do not adequately take into account the climate, particularly the Santa Ana winds, and topographical conditions unique to Orange County. Response: Disa...

Operational capabilities of some departments are being adversely affected and they are forced to eliminate some existing programs due to cost increases in wages and benefits.

Response: Disagree Partially Score: 0

Disagree wholly with finding (see response to findings 1) 4. Fire conflagrations stress finite fire fighting resources especially during the period of Santa Ana winds. Response: Disagree partially with finding (see response to findings 1) RECOMMENDATIONS 1. Each responding jurisdictional agency should consider amending the building code to require the most fire retardant class of roof covering (Class A) for new construction of all residential structures (Group R) in all fire zones. <b>Response:</b> The recommendation will not be implemented because it is not warranted. See response to findings...

July 11, 2003 • 5 pages • 9 responses • Score: 0 (+0, 5, 0) View Details ▾

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9 responses to findings and recommendations

Two Orange County supervisors recommended in February 2003 that a Human Resources Steering and Oversight Committee be formed to provide oversight and direction.

Response: Disagree Partially Score: 0

Agree in part and disagree in part. The CEO at the time referenced in the report directed a less than thorough investigation. The then-CEO received opinions from two attorneys that no further investigation at that time was required by applicable law. That investigation has proved to be inadequate. The current CEO has directed a thorough, independent investigation of this matter by a qualified, independent professional with decades of experience in this field. 2. The County Executive Office did not take all necessary steps to promptly investigate the allegations of sexual harassment, hostile wo...

Response: Unknown

Scheduled: within 30 days Score: 0

The recommendation is currently being implemented. . . An independent qualified EEO investigator has been retained to conduct a thorough investigation. Implementation is anticipated to be complete within 30 days. 2. An independent qualified EEO investigator conduct a thorough investigation of Employee Number Two's allegations of sexual harassment, hostile work environment and retaliation. (Finding 2)

Operational capabilities of some departments are being adversely affected and they are forced to eliminate some existing programs due to cost increases in wages and benefits.

Response: Disagree Partially Score: 0

Agree in part and disagree in part. The CEO at the time referenced in the report directed a less than thorough investigation. The then-CEO received opinions from two attorneys that no further investigation at that time was required by applicable law. That investigation has proved to be inadequate. The current CEO has directed a thorough, independent investigation of this matter by a qualified, independent professional with decades of experience in this field. 3. The County Executive Office did not take all necessary steps to promptly investigate the allegations of sexual harassment, hostile wo...

Response: Unknown

Scheduled: within 30 days Score: 0

The recommendation is currently being implemented. An independent qualified EEO investigator has been retained to conduct a thorough investigation. Implementation is anticipated to be complete within 30 days. 3. An independent qualified EEO investigator conduct a thorough investigation of Employee Number Three's allegations of sexual harassment, hostile work environment and retaliation. (Finding 3)

Some affected departments/agencies management had little or no participation or input in the negotiations with bargaining units.

Response: Disagree Partially Score: 0

Agree in part and disagree in part. The CEO at the time referenced in the report directed a less than thorough investigation. The then-CEO received opinions from two attorneys that no further investigation at that time was required by applicable law. That investigation has proved to be inadequate. The current CEO has directed a thorough, independent investigation of this matter by a qualified, independent professional with decades of experience in this field. . . ÷ 4. The County Executive Office did not take all necessary steps to promptly investigate the allegations of sexual harassment, hos...

The Auditor-Controller, Chief Financial Officer and affected departments should have greater participation and input to the negotiations with bargaining units. (Finding 3)

Response: Unknown

Scheduled: within 30 days Score: 0

The recommendation is currently being implemented. An independent qualified EEO investigator has been retained to conduct a thorough investigation. Implementation is anticipated to be complete within 30 days. 4. An independent qualified EEO investigator conduct a thorough investigation of Employee Number Four's allegations of sexual harassment, hostile work environment and retaliation. (Finding 4)

Proposed increases in benefits and wages are not thoroughly and accurately costed out prior to offering them to bargaining units or presented to the B.O.S.

Response: Disagree Partially Score: 0

Agree in part and disagree in part. The CEO at the time referenced in the report directed a less than thorough investigation. The then-CEO received opinions from two attorneys that no further investigation at that time was required by applicable law. That investigation has proved to be inadequate. The current CEO has directed a thorough, independent investigation of this matter by a qualified. independent professional with decades of experience in this field. 5. The County Executive Office did not take all necessary steps to promptly investigate the allegations of sexual harassment, hostile wo...

Response: Unknown

Scheduled: within 30 days Score: 0

The recommendation is currently being implemented. An independent qualified EEO investigator has been retained to conduct a thorough investigation. Implementation is anticipated to be complete within 30 days. 5. An independent qualified EEO investigator conduct a thorough investigation of Employee Number Five's allegations of sexual harassment, hostile work environment and retaliation. (Finding 5)

Response: Disagree Partially Score: 0

Agree in part and disagree in part. The CEO at the time referenced in the report directed a less than thorough investigation. The then-CEO received opinions from two attorneys that no further investigation at that time was required by applicable law. That investigation has proved to be inadequate. The current CEO has directed a thorough, independent investigation of this matter by a qualified, independent professional with decades of experience in this field. 6. At its current reporting level, the EEO Access Office does not have the independence to investigate certain management employees.

Orange County Government - In Transition 05/21/03, 294K

December 06, 2002 • 11 pages View Details ▾

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Response - Budget Office -10/03/03, 593K

October 21, 2003 • 9 pages View Details ▾

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Response - Auditor Controller -10/03/03, 164K

October 10, 2003 • 3 pages View Details ▾

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