Response Form Grand Jury Report Title: Another Look at Family and Children's Services Report Dated: 6/27/17 Response*

The loss of significant numbers of experienced staff since 2011 and the inability of the County to attract trained social workers with CPS experience has resulted in the hiring of inexperienced workers with a higher than normal turnover rate and a need for on-the-job training. Partially Disagree: The County has had a significant number of social workers leave County employment since 2011 and while we may not attract the number of trained social workers with CPS experience required to fill all vacancies, the County will only hire social workers who meet the minimum education and experience requirements of the position requested to be filled by the Department.

Without more investigators and a five-day workweek, it will be impossible to meet the County's mandated response time for non-emergency ten-day investigation requests. This results in unnecessary risks for children. Unable to Respond: The Human Resources Department (HR) is not involved in the operations of the Health and Human Services Agency, therefore cannot offer a response to this finding.

Experienced workers are carrying a much higher caseload than inexperienced workers creating resentment and job dissatisfaction. This has contributed to staff leaving the Department. Partially Disagree: While I do agree that experienced caseworkers would carry higher caseloads than inexperienced caseworkers, I do not have specific information about caseload rates and cannot state whether that has created resentment and job dissatisfaction. HR received three employee separation transactions from HHSA in 2016 listing "job dissatisfaction" as the reason for resignation. Response to Grand Jury Report - continued 1 of 3 Report Title: ANOTHER LOOK AT FAMILY AND CHILDREN'S SEVICES Report Date: June 27, 2017 Response by: Heidi Dunham, Director Mendocino County Human Resources

I (we) disagree wholly or partially with the Findings numbered below, and M. have attached, as required, a statement specifying any portion of the Finding that are disputed with an explanation of the reasons therefore.

The use of the term Social Worker as a job title in the Department is too broad. It does not properly define the education or responsibility of the various workers' assignments. Disagree: Social Worker is a recognized industry standard job title. Education requirements and job responsibilities are well detailed in the County's Social Worker series classification specifications.

The California State Waiver for staffing levels through 2018 will need to be renewed. Mendocino County is unable to maintain sufficient State mandated MSW staff levels. Unable to Respond: Human Resources does not monitor State mandated staffing levels for HHSA and is not involved in their State reporting or requirements. Therefore, HR cannot offer a response to this finding.

The disparity between Mendocino County's salary scale and adjacent counties' pay scales has made recruitment of workers with a MSW degree or years of CPS experience nearly impossible. Partially Disagree: I agree that there is disparity between Mendocino County's salary scale and that of adjacent counties, however, the County has been successful in hiring some Social Workers with a MSW and CPS experience. Human Resources is currently reviewing the Social Worker classification series which may result in classification and salary grade adjustments.

The Board of Supervisors agreed to many of the recommendations in the UC Davis report. The BOS increased salaries and awarded a 5% differential payment to Coastal 2 of 3 . and Covelo staff. The BOS also took action to reward long-term County service with longevity pay. The Grand Jury commends these changes and hopes the BOS will continue to support those committed to County service. Partially Disagree: I cannot confirm nor deny what recommendations the Board agreed with in the UC Davis report. During 2017 labor negotiations for some bargaining units, the Board of Supervisors approved the implementation of longevity pay, a salary increase, and a 5% Coast/Covelo assignment premium.