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Extracted from Consolidated Report
This investigation was originally published as part of a larger consolidated report containing multiple investigations. View the consolidated PDF for the complete document.
Lake County Grand Jury
• 2020-2021
The Doctor is Out: Missed Opportunities
⚠️ 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 11 findings
F1
Page 192
Periodic meetings and updates were provided by the contracted search firm, however, they were routine status updates. The critical need for a Lake County PHO demanded that the contracted search firm aggressively seek appropriate candidates. A contracted search firm’s frequent communication will minimize the duration of time it takes to fill critical Lake County positions.
F2
Page 192
Search firm incentives or disincentives were not offered. The critical need to fill the Lake County PHO demanded that the Lake County HR Department create incentives or disincentives for the contracted search firm.
F3
Page 192
Lake County does not have a dedicated human resource staff member with appropriate skills to ensure complete coordination and follow-up.
F4
Page 192
Lake County does not have a dedicated resource staff member to ensure responsible, interdepartmental coordination and follow-up to address the need. Instead, Lake County HR are developing a position of Generalist.
F5
Page 192
Lake County does not have a dedicated staff member designated to facilitate any departmental collaborative training to enhance interdepartmental cooperation.
F6
Page 192
Lake County does not conduct Exit Interviews, in order to understand and minimize future turnover.
F7
Page 192
Lake County does not have any defined succession programs, in order to minimize delays in filling critical positions.
F8
Page 192
Lake County does not have any new employee transitional housing that will encourage recruitment and retention of Critical Positions.
F9
Page 192
Lake County does not have or use HR Metrics nor a HRIS system that allows for the storage and production of HR Metrics in order to ensure effective management. 2021-2022 Lake County Civil Grand Jury Final Report Page | 192
F10
Page 193
Lake County does not negotiate 30 to 60-day Transition Periods to ease the relocation of the newly hired incumbent and family.
F11
Page 193
The PHO is not listed as a Critical Position. RECOMMENDATIONS
Recommendations 11
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R1Page 193That the Lake County Board of Supervisors (BOS), CAO and HR Director (HRD) require contracted search firms to provide weekly updates to the recruitment status of the assigned search position. [F1]
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R2Page 193That the Lake County BOS, CAO and HRD negotiate incentives and/or disincentives with contracted search firms. [F2]
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R3Page 193That the Lake County BOS, CAO and HRD establish a dedicated Recruiter. [F-3, F-4]
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R4Page 193That the Lake County BOS, CAO and HRD establish full-service Generalists (Recruitment and Employee Relations) in the HR department. [F-3, F-4]
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R5Page 193That the Lake County HR Department coordinate interdepartmental training to ensure and enhance collaboration between departments, reduce errors and enhance the quality of services rendered to the public. [F-5]
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R6Page 193That the Lake County HR Department conduct exit interviews of appropriate terminating employees. [F6]
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R7Page 193That the Lake County HR Department develop a succession program for all key management positions. [F7]
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R8Page 193That the Lake County BOS, CAO and HRD provide short-term transitional housing for new hires in identified positions. [F8]
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R9Page 193That Lake County HR provide appropriate and applicable quarterly HR Metrics through the installation of a HR-friendly 2021-2022 Lake County Civil Grand Jury Final Report Page | 193 HRIS (Human Resource Information System) program to the Lake County BOS, CAO, and Lake County Department heads. [F9]
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R10Page 194That Lake County HR negotiate a minimum 30 to 60-day Transition Period, inclusive of the normal 2-week notification, for Senior Lake County Executive positions at the time of hire. [F10]
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R11Page 194That the PHO position be listed as a Critical Position. [F11] RESPONSES Lake County HR Director [R1 – R11] 90 days Lake County CAO [R1-R10] 90 days Lake County Board of Supervisors [R1 – R4, R7-9, R10] 90 days