Another Look at Family and Children’s Services

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. The CEO partially disagrees with F1. The County has experienced turnover for the Social Work position since 2011. The County only hires social workers who meet minimum education and experience requirements of the position requested to be filled by the Health and Human Services Agency (HHSA). In addition, HHSA provides required training to social workers. The CEO incorporates by reference Human Resources (HR) and HHSA response to F1.

Mendocino County has a higher rate than the State average for removal of children from their families due to of lack of early intervention in troubled families, the drug culture, high unemployment, lack of housing, and the lack of teenage drug treatment programs. The CEO partially disagrees with F2. Mendocino County has a higher rate than the State average for removal of children. For clarification, reasons mentioned in F2 may be contributing factors, but are not reasons for removal alone. The CEO incorporates by reference HHSA response to F2.

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. The CEO partially disagrees with F3. HHSA does have vacancies and needs more experienced investigators to meet the volume of non‐immediate referrals received. However, Social Workers are still working even though the office is closed to the public on Fridays, and the 10 hour work day increases their flexibility to locate families outside the standard work day. The CEO incorporates by reference HHSA response to F3.

The new State eligibility requirements and training requirements for foster homes may reduce the rate of abuse and changes in foster care placements, but make it even harder for Mendocino County agencies to recruit foster families. The CEO is unable to respond. The Executive Office cannot speculate on possible future outcomes. HHSA is responsible for implementing new state eligibility requirements; therefore the CEO incorporates by reference HHSA response to F4.

The contract with RCS for ESS workers stationed at the RCS facility in Willits, serving the entire County, is proving extremely valuable in removing children to safety while investigators make a determination on the removal of a child. The CEO agrees with F7. The CEO incorporates by reference the HHSA response to F7.

The change from the Merit System to Civil Service Employment practices allows promotion of experienced people without an MSW degree to supervisorial positions and this may attract new staff from neighboring counties. The CEO partially disagrees with F9. The change to Civil Services did not change the Social Worker Supervisors; however the change has provided more local control of classification specifications and has enhanced the County’s ability to recruit staff. The CEO incorporates by reference HR and HHSA response to F9.

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. The CEO partially disagrees with F10. It is true that there is a significant difference in the breadth of experience, responsibility and education required from a Social Worker I to Social Worker V. Although some counties use other titles to highlight these differences, the majority of comparable counties use the Social Worker job title across these different job classifications, which are well defined despite the similarities of job title. The CEO incorporates by reference HR and HHSA response to F10.

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. The CEO agrees with F11. HHSA has made great strides in increasing staffing levels. Additional staffing is needed to fulfill the state requirements; therefore, HHSA is planning on submitting a new request for a staff waiver in January 2018. The CEO incorporates by reference HHSA response to F11.

The Differential Response RFP is part of developing community based programs that will lessen the stress on the available staff of FCS by assisting families before problems become exigent and require removal of children. The CEO agrees with F12.

The Grand Jury notes management is seeking outside help to analyze and correct the Departmental issues. However, the problems noted in the 2014‐15 Report still need corrective action. The CEO partially disagrees with F14. HHSA has improved since the 2014‐15 report and is continuing to address problems and committed to improvement. The CEO incorporates by reference HHSA response to F14.

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 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. The CEO agrees with F15.