Mendocino County Grand Jury
• 2012-2013
• Agency Response
Grand Jury Report Response Form Grand Jury Report Title: Human Resources- a Department in Need of Attention*
⚠️ 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.
Findings and Recommendations 3 findings
F1
during the past decade plus. This does not lead to the conclusion that there is a lack of focus on the organizational needs of the Human Resources Department. Prior Human Resource Directors have left the County for reasons as diverse as a desire to retire or moving on to other agencies offering better pay. The County is, and has been in the past, committed to recruiting and retaining well-qualified Human Resource professionals to serve as the Human Resources Director in Mendocino County. The Chief Executive Officer and her staff have implemented budget
Related Recommendations (1)
R1
The Board of Supervisors notes the coming use of the new applicant processing system called NEOGOV will have a positive impact on the ability of the Human Resources Department Director and staff to work on long range recruitment planning, training and staff development to a greater extent when feasible. The Chief Executive Officer response provides greater detail regarding additional tools for more effective employee recruiting efforts. The Board of Supervisors is supportive of the development and
F2
request changes in recent years to improve the budget preparation process in general. This helps explain why there may be differences between budgeted amounts and amounts actually spent. The County has also encouraged all of its departments to monitor and control their expenditures in order to eliminate their approximately $7 million deficit in County finances as was remarked upon in the June 11, 2013 budget hearing of the Board of Supervisors. The current budget process is very public and transparent. It is the same for funding and expenditures. Lastly, each department administers its own training program. The Human Resources Department cannot predict when vacancies in
Related Recommendations (1)
R2
implementation of leadership and succession planning.
F3
County employment will occur and these vacancies occur for a variety of reasons which are beyond the direct control of the Board of Supervisors to varying degrees. The Board of Supervisors is informed that the Human Resources Department has a variety of employee training opportunities. The Chief Executive Officer has also established beginning phases of a leadership program which will lead to a long-term Leadership Academy. Other departments also have their versions of employee training programs or sources of training. It is the Board of Supervisors' view that given the currently available resources for the County as a whole, the existing training and leadership development component of the County's employment is adequate given the County's fiscal condition. The Board of Supervisors is committed to providing the best employee training opportunities possible within its means at all times.
Related Recommendations (1)
R3
The Board of Supervisors concurs with the Chief Executive Officer's response to Recommendation 3 and concludes that zero-based budgeting is inappropriate.
* 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.