Submittal to the Board of Supervisors County of Riverside, State of California From:*

Executive Management and Employee Relations Employees are harassed over department policy issues and retaliated against. Management lacks appropriate training and adequate managerial skills to handle issues in a manner that is educational instead of confrontational. Response to Finding 1: Respondent disagrees partially with the finding. CAP management is in general compliance with Riverside County disciplinary process. As the Grand Jury correctly reported, County Human Resources investigates complaints and allegations of policy violations. To date, Human Resources has not substantiated direct policy violations by management. Employees are held accountable to the same policies and procedures regarding leaves of absence and work schedules; and, CAP policies and procedures are consistent with county policy. All employees are required to submit a request for time off. This includes vacation, holidays, adjusted work schedules and sick leave. Under current management, past vacation requests have been approved. With respect to medical appointments, employees are advised to submit their time off requests at the time their medical appointment is made. Management understands that there are occasions which may prohibit an employee from submitting their medical request off in advance and has accommodated these situations. Employees are required to adjust their work schedules, when possible, if their job responsibilities require them to work outside of their normal work Adjusted work schedules require prior approval from their immediate schedules. supervisor and management. With respect to the work environment, a majority of employees enjoy their work, and have positive attitudes towards working as a team. However, CAP management has recently become aware through the recent complaints to Human Resources that some employees have negative perceptions of management. This awareness is of concern to CAP management because our goal is to be an effective organization in order to serve the public efficiently. CAP management will coordinate with the Human Resources Leadership Team to strengthen management's leadership capacity and to improve the trust and communications within CAP. CAP management possesses the knowledge, training and managerial skills to handle daily work issues. CAP fosters a learning atmosphere and provides employees opportunities for Management works closely with supervisors to ensure county policy and growth. procedures are adhered to and to ensure employees receive the training and guidance needed in order for them to perform their job assignments. All staff is treated with professionalism and respect and is held to the same standards. Staff is provided the opportunity to express their perspective on all matters to come to a mutual understanding. Staff receives individual and group encouragement and praise from management on accomplishments. Staff is often commended during staff and management meetings. They also receive praise and recognition in the agency newsletter and at the Community Action Commission meetings.

Employee Evaluations CAP management failed to conduct annual written performance evaluations in accordance with Board Policy C-21 (2). Response to Finding 2: Respondent disagrees partially with the finding. CAP requires annual performance evaluations be conducted on all employees. At the time of the Grand Jury investigation, it was revealed that one performance evaluation was delayed beyond the one year timeframe because it involved consultation with Human Resources. The same manager was also responsible for not having completed evaluations on all his staff. This matter has been addressed and evaluations are being finalized.

Training CAP Management, in conjunction with Human Resources, failed to provide mandatory training for managers and supervisors. Response to Finding 3: Respondent disagrees partially with the finding. Managers and supervisors have completed the mandatory County training. At the time of the Grand Jury investigation, it was disclosed that a supervisory change had just occurred in one program which required the new supervisor to complete the required training. The supervisor is scheduled to complete the county required training at the earliest availability. The Department maintains an internal log to track training, other than mandatory training required by the county, and is provided to employees. County mandatory training records are maintained electronically by Human Resources.

– Staff Meetings CAP management did not conduct regular staff meetings to provide staff with CAP updates and/or policy and procedure changes. Response to Finding 4: Respondent disagrees partially with the finding. CAP staff meetings are held on a regular basis. During these meetings updates on policies, procedures, and contract and funding status are discussed. Each program manager also provides a status report on their program. Staff is provided the opportunity for questions and open discussion on any matter of interest. Executive management team meetings are also held. In addition to these, frequent meetings are held with each manager and their staff regarding matters relevant to their program. CAP has also held meetings with staff to obtain input/feedback in the creation of the strategic plan and the CAP Plan which is required by the state every two years. CAP has maintained agendas, sign in sheets and minutes on most meetings, but not all.

- Financial Reports Grant income and expenditures listed on financial reports did not include income and expenditures from the County of Riverside as a separate line item. County funds were accounted for by general categories. The Grand Jury was informed that the Riverside County Auditor Controller had only minor involvement in CAP financial activities. Response to Finding 5: Respondent disagrees with the finding. CAP funding is generated from various grants and funding sources requiring income and expenditures to be identified separately. CAP receives county general funds for partial assistance with its lease, and these funds are identified as such. Like all other county departments, CAP is governed by county established fiscal processes and procedures; specifically to regulations of the Auditor Controllers' office. The Auditor Controllers' office has oversight of CAP financials via the People Soft Financials system. B. Recommendations