San Joaquin County Grand Jury
• 2013-2014
• Agency Response
Follow-Up Report to the
⚠️ 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 and Recommendations 1 findings
F1
Page 1
1: “District HR being left out of the hiring process of the Interim Chief and Captain caused confusion thus the pre-employment requirements for the positions were not met.” Agency Response: “The District agrees with this finding.” 2013-2014
Related Recommendations (1)
R1
Page 1
1: “The District Board is to develop and implement a policy/procedure no later than November 1, 2014 to insure the District HR is involved in the hiring process of police personnel to properly vet the applicant according to the current state law and district board policy.” Agency Response: “The District implemented this recommendation. On February 4, 2014, Assistant Superintendent Craig Wells issued the Pre-employment Requirements Memo to all staff responsible for the paperwork induction process with guidance to complete all required preemployment steps before any employee starts work. (Exhibit A.) The memo was accompanied by a copy of Education Code 44237, which speaks to the requirement. The District further implemented this recommendation by codifying District hiring procedures for classified employees on March 14, 2014. The guidelines include directions to complete fingerprint clearance before an employee may start work. Further, procedures have been established between Human Resources and Stockton Unified School District Police Department to return hiring responsibilities to HR and use established recruitment techniques and screening procedures. In addition, the Police Department has also instituted background procedures consistent with state regulations for hiring of peace officers, and no officer is sworn in or starts work until all those requirements are met. As such, Human Resources will not employ a peace officer as an employee until the Chief of Police certifies that the process is complete. Notable required steps (among others) include: DOJ and FBI clearances (fingerprinting—beyond what a regular school employee/volunteer gets); credit check; psychological exam and medical exam.” The 2014-2015 Grand Jury determined that the Stockton Unified School District Human Resources and Police departments are coordinating hiring practices of police officers. No further action is required. 2013-2014
Conclusions 1
-
CL1The 2014-2015 Grand Jury determined that the District Board of Trustees responded pursuant to statute and in a timely manner to the findings and recommendations made by the 2013-2014 Grand Jury. The Grand Jury appreciates the District’s cooperation in addressing the issues raised in last year’s report. Disclaimer Grand Jury reports are based on documentary evidence and the testimony of sworn or admonished witnesses, not on conjecture or opinion. However, the Grand Jury is precluded by law from disclosing such evidence except upon the specific approval of the Presiding Judge of the Superior Court, or another judge appointed by the Presiding Judge (Penal Code Sections 911, 924.1(a) and 929). Similarly, the Grand Jury is precluded by law from disclosing the identity of witnesses except upon an order of the court for narrowly defined purposes (Penal Code Sections 924.2 and 929).