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Findings 11 findings
F1
The incomplete nature of the HRD website results in lost opportunities to provide prospective candidates with information pertinent to the application process.
F2
The recruitment process is lengthy and labor intensive for many County positions. Therefore, qualified candidates may be lost due to excessive delays.
F3
Subject matter experts serving on screening panels receive no compensation or incentive, which makes them reluctant to serve and contributes to delays in the recruitment process.
F4
The County has no policies regarding succession planning; thus, valuable institutional knowledge and training opportunities are lost when turnover occurs. 15
F5
The County policy regarding the length of time an employee can work in a temporary employment capacity is not monitored or enforced. Working without full benefits results in increased turnover.
F6
Despite acknowledged delays in recruitment, there is no tracking system to monitor the length of time it takes to fill open positions and remedy the process, causing frustration to both applicants and County staff.
F7
The EEOPs as currently required by state and federal law, and approved by the Board of Supervisors, are an effective way to ensure a diverse workforce within Monterey County Departments and meet Federal and State EEO requirements.
F8
After 48 years, the intent of the Garza Consent Decree has been met, has served its purpose, and has been superseded by the EEOP, which is more inclusive and up to date.
F9
Requirements in the Garza Consent Decree, such as the makeup of panels and mandatory posting period, affect the timeliness of hiring.
F10
Once a large, unpermitted event is underway in unincorporated Monterey County, it becomes virtually impossible for a code enforcement officer and/or Sheriff Deputy to intervene and shut down the event. This results in potential adverse health and safety issues for attendees and neighbors as well as the safety of the responding code enforcement officer and/or Sheriff’s Deputy.
F11
The Board of Supervisors has been ineffective in resolving noise complaints and providing the necessary funding for outreach and enforcement, causing confusion and frustration to residents in unincorporated Monterey County.
Recommendations 11
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R1The HRD regularly update and enhance the content of its website to maximize effective recruitment.
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R2The HRD streamline its hiring procedures to reduce the number of steps and time needed to fill positions
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R3The HRD develop an incentive plan for both County and non-County employee subject matter experts and individuals to serve on panels for employee recruitment
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R4The HRD develop a County-wide policy regarding succession planning for key personnel in each department
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R5Implement the HRD’s in-house electronic recruitment tracking system
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R6The County monitor and enforce the policy regarding the utilization of temporary employees for essential, ongoing day-to-day operations
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R7The County develop strategies to limit the use of temporary employees to meet essential, ongoing day-to-day operations
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R8The Board of Supervisors request that a report be prepared by appropriate staff by October 31, 2023, to evaluate whether the goals and timelines of the Garza 16 Consent Decree, originally approved in 1975, have been met sufficiently to request the Court vacate the Decree.
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R9The City of Seaside conduct comprehensive year-round community education on illegal fireworks in multiple languages.
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R10The City of Seaside enhance public outreach and availability of all information and of city services in multiple languages
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R11The City of Seaside expand illegal fireworks operations planning and enforcement to address the use of year-round illegal fireworks
Conclusions 2
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CL1The failure of governmental entities or elected officials to submit the required responses, provide adequate rationale for rejecting a recommendation, or follow up on their commitment to implement or study a recommendation, undermines the mission and the work of the Civil Grand Jury. It is a disservice to the residents of Monterey County. By publishing this report, the Monterey County Civil Grand Jury is sending a clear message to all government and elected officials that CGJ’s findings and recommendations are serious, and a response is required by law. Failure to do so harms Monterey County residents and has repercussions for the officials in charge. Ultimately, Monterey County residents are responsible for determining whether the responses provided adequately address the CGJ recommendations. Monterey County government entities and elected officials must be held accountable to the residents of Monterey County. BIBLIOGRAPHY Civil Grand Jury Reports | Monterey County, CA (https://www.co.monterey.ca.us/government/participate-get-involved/civil-grand- jury/reports) 5 6 HUMAN RESOURCES HELP WANTED: A SPEEDIER WAY TO HIRE StockphotofromMicrosoft365 SUMMARY The Civil Grand Jury (CGJ) investigated procedures within the Human Resources Department (HRD) focusing on the recruitment and hiring practices of the County’s workforce, the length of the hiring process, the maintenance and retention of staff, and the relevant legal requirements pertaining to hiring practices. The CGJ found that the HRD staff process applications in accordance with the legal requirements of being an equal opportunity employer and within the mandates of the Garza Consent Decree. However, the process is cumbersome and can take more than a year to hire qualified staff. The CGJ found that no compensation is offered to those serving on recruitment and hiring panels and recommends implementing such a policy to fill panels more quickly. The CGJ found that the HRD website is incomplete. 7 The County underutilizes hiring bonuses and relocation reimbursement. The County has no individual exit interviews when employees separate, no requirements for succession planning, and employees can be considered “temporary” indefinitely. The County should update its policies regarding these issues and examine closely the continued necessity of the Garza Consent Decree (court ordered in 1975) in meeting its goals regarding the diversity of its workforce. The Civil Rights Office has current plans and policies in place to ensure that Monterey County has a diverse workforce.
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CL2The CGJ found that the biannual EEOP meets the goals described in the Garza Consent Decree regarding recruitment efforts toward the hiring and promotion of women and people of color. Currently almost 70% of County employees are women and more than 72% are people of color. The EEOP includes detailed workforce analysis and reporting on the composition of Monterey County’s workforce and complies with federal EEOP reporting requirements. Providing that the Board of Supervisors continues to commit to its stated goal of workplace diversity, and it requires biannual EEOPs, the precise methods of recruitment and screening should be left to the professional staff in the HRD and CRO.
Agency Responses 1
Government agencies' official responses to this report's findings and recommendations. Click on a response to see the structured breakdown.