📋
Extraído del Informe Consolidado
Esta investigación fue publicada originalmente como parte de un informe consolidado más amplio que contiene múltiples investigaciones. Consulte el PDF consolidado para ver el documento completo.
Napa County Grand Jury
• 2023-2024
Continuity Report: Review of Responses to the 2022-2023 Grand Jury Reports
⚠️ Aviso de traducción: Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings 9 findings
F1
Page 90
The current structure of the volunteer monthly stipend does not reward the volunteers who respond to multiple calls. The Board of Supervisors agrees with this finding.
F2
Page 90
The operational model of how volunteers are used in support of the Napa County Fire Department is ineffective because it does not hold volunteers accountable for not responding to emergency calls. The Napa County Fire Unit Chief and Deputy Fire Chief agree with this finding. The Board of Supervisors agrees with this finding.
F3
Page 90
The low response rate from the Soda Canyon Volunteer Fire Station compromises its effectiveness to provide reliable fire protective service. The Board of Supervisors agrees with this finding.
F4
Page 90
Napa County does not have a dedicated web page or program for the purpose of recruiting new volunteers from a broader group of potential applicants. The Napa County Fire Unit Chief and Deputy Fire Chief agree with this finding. The Board of Supervisors agrees with this finding.
F5
Page 90
The Board of Supervisors representative for the Fire Service Advisory Committee has not changed in four years, creating a lack of representation from all five Supervisory Districts. The Napa County Board of Supervisors agrees with the finding that the FSAC representative has not changed in four years; however, the Board disagrees with the statement that all supervisory districts’ perspectives are not heard within the committee.
F6
Page 90
The selection process and criteria for the position of Volunteer Fire Chief is not standardized under state-mandated industrial guidelines. The Napa County Unit Chief and Deputy Fire Chief agree with this finding. The Board of Supervisors agrees with this finding. 81
F7
Page 91
The volunteers do not have a liaison officer to act as a spokesperson between them and the Napa County Fire Department, resulting in miscommunication and misunderstandings between both groups. The Napa County Board of Supervisors agrees with the finding that there is not a liaison. However, the Fire Services Advisory Committee provides a more direct and effective method of communication between the volunteer firefighters and the Napa County Fire Department.
F8
Page 91
The volunteer firefighters have morale problems resulting from a perceived lack of appreciation by the Board of Supervisors and the Napa County Fire Department. The Napa County Fire Unit Chief and Deputy Fire Chief agree with this finding that there are morale problems resulting from perceived lack of appreciation. Although both the Board of Supervisors and the Napa County Fire Department regularly demonstrate that they highly value the volunteer firefighters, staff will continue to explore other avenues to improve morale such as public recognition. Staff believes that issues related to morale reflect the ineffectiveness of the current volunteer firefighter model, which will be addressed once the model has been updated. The Board of Supervisors agrees with this finding.
F9
Page 106
The Crestwood contract is not an accurate representation of the duties being performed, and the performance outcome metrics don't align with the reporting required by the funding grant. The Director of Health and Human Services Agency partially agrees with this finding. HHSA proactively monitors contract providers to ensure performance metrics and reporting requirements are met. Contracts for the provision of mental health services are reviewed annually and, where appropriate, revisions are made with a goal of continuous quality improvement and oversight through the provision of data. For context, the CSU which opened in 2017, was originally operationalized in part from funding through a grant secured by the California Health Facilities Financing Authority (CHFFA). A requirement of that grant funding includes ongoing annual reporting by HHSA, including providing data on performance, demographics, and community impacts. The reporting requirements are contractual obligations and our contracted provider, Crestwood Behavioral Health, provides our Behavioral Health Division with quarterly and annual data reports. In addition, our CSU works collaboratively with our community providers and shares summary demographic and other data regarding discharges in the previously referenced provider meetings to help ensure accountability and transparency in patient flow. Finally, the recently approved Fiscal Year 2023-2024 contract with our CSU provider, Crestwood Behavioral Health, reflects a better-defined scope of work, adjustments to performance metrics, and formalizes additional data collection and reporting. HHSA’s Behavioral Health Division will continue to actively perform contract monitoring and 97 collaborate on data needs. The Board of Supervisors partly agrees with the director.
Recommendations 8
-
R1Page 91By December 1, 2023, the Board of Supervisors develop a plan that calls for the volunteer’s monthly stipend to be replaced with a Paid Per Call system. Board of Supervisors Response: The recommendation has not yet been implemented. This recommendation is currently being reviewed by staff to implement a new pay-per-call system in the fiscal year beginning July 1, 2024. This new pay-per-call system will have potential fiscal and labor implications. The Napa County Human Resources Department is exploring the model which other counties have adopted and will return with the recommended best fit for Napa County Fire.
-
R2Page 91By December 1, 2023, the Board of Supervisors establish a committee of volunteer firefighters, paid staff from the Napa County Fire Department, and members of the community to develop a new operational model that places more emphasis in responding to larger fires in a surge capacity. The new model would classify the volunteers as reserve firefighters. Napa County Fire Unit Chief and Deputy Fire Chief Response: This recommendation requires further analysis. This analysis will need to determine the best model for the volunteers (such as reserve vs. paid call firefighters). Furthermore, the structure of the volunteer companies will have to be addressed to ensure that the function of the volunteer companies and equipment is used in an effective and coordinated matter. This process will take several months to complete. The Board of Supervisors is also examining this issue as part of the recently presented Long Range Master Plan. Board of Supervisor Response: The Board of Supervisors agrees with the Napa County Fire Unit Chief and Deputy Fire Chief.
-
R3Page 92By December 1, 2023, the Board of Supervisors authorizes the Napa County Fire Department to relocate and consolidate the volunteers assigned to the Soda Canyon Volunteer Fire Station to the Napa County Fire Department’s paid fire station #25 on Monticello Road. The relocation and consolidation include moving the remaining fire apparatus equipment from the Soda Canyon Volunteer Fire Station to the paid station #25. Board of Supervisors Response: The recommendation has not yet been implemented; The move will require logistics and coordination with Napa County Fire and volunteers assigned to the Soda Canyon Volunteer Fire Station. This consolidation will use equipment and volunteer firefighter time better and serve the community better. Much of the equipment of the Soda Canyon Volunteer Fire Station is already located at Fire Station 25 on Monticello Road. Implementing this recommendation will ensure that volunteers will respond from a station that is more centrally located, allowing for a more efficient and expedited response. This recommendation will be implemented
-
R4Page 92By December 1, 2023, the Napa County Deputy Fire Chief, in conjunction with the Volunteer Fire Chiefs, establish a County-wide dedicated web page for the purpose of providing information to the public about the volunteer firefighter program in Napa County. The information must include a mission statement, the minimum requirements to become a volunteer firefighter, and the level of training necessary to meet state-mandated fire and safety regulations. Napa County Unit Chief and Deputy Fire Chief Response: The recommendation has not yet been implemented. Napa County Fire, with the support of the Information Technology Services Department and the County Executive Officer, will establish a web page that serves this purpose by January 1, 2024. Staff will continue to explore other potential recruitment efforts such as advertising through social media, community events or expanding the Firefighter Explorer program. Board of Supervisors Response: The Board of Supervisors agrees with the Napa County Fire Unit Chief and Deputy Fire Chief.
-
R5Page 92By September 30, 2023, the Board of Supervisors representative to the Fire Services Advisory Committee will be appointed on a yearly cycle with each supervisor serving on a rotating basis. Board of Supervisors Response: This recommendation has not yet been implemented. The Board of Supervisors selects committee representatives each year in January based on interest and availability. This recommendation will be considered in January 2024, instead of September 2023.
-
R6Page 92By December 1, 2023, the Napa County Deputy Fire Chief adopt and enforce the selection criteria for the position of Volunteer Fire Chief that follows state-mandated guidelines. Napa County Unit Chief and Deputy Fire Chief Response: This recommendation has not yet been implemented. Candidates for the Volunteer Fire Chief position must adhere to training requirements outlined in the 4001-training manual, which includes previous positions such as Firefighter, Fire Apparatus Operator, Company Officer, and Fire Captain. An application process followed by an interview will be conducted to select the right candidate. Board of Supervisors Response: The Board of Supervisors agrees with the Napa County Fire Unit Chief and Deputy Fire Chief.
-
R7Page 93By December 1, 2023, the Board of Supervisors reinstate the volunteer liaison position with a retired firefighter. Board of Supervisors Response: This recommendation has not yet been implemented. Napa County is hiring a Fire Administrator which will not be part of CalFire but will help support the volunteers. This Fire Administrator will be responsible for fire mitigation, contracts and supporting the volunteers. Additionally, the new CalFire Cooperative Agreement provides for county funded Battalion Chiefs which will be dedicated to the volunteers as part of their administrative oversight duties. The goals of this recommendation, to better support and coordinate with volunteers will be implemented by December 1, 2023, without the volunteer liaison position. These positions provide more staff than the volunteer liaison and will be able to provide better support to the volunteers.
-
R8Page 93By December 1, 2023, the Board of Supervisors and the Napa County Deputy Fire Chief coordinate with the local media to publish a feature article for the general public highlighting the successes of the volunteer program. Napa County Unit Chief and Deputy Fire Chief Response: This recommendation has not yet been implemented. The Napa County Fire Department with the support of the County Executive Office will work with local media to feature the value of the volunteer firefighter program by December 1, 2023. Board of Supervisors Response: The Board of Supervisors agrees with the Napa County Fire Unit Chief and Deputy Fire Chief. Napa County Jail, Out With the Old, In With the New Serving Time In the Meantime The 2022-2023 Napa County Grand Jury requested responses from the Napa County Department of Corrections (NCDC) for each of the Findings below.
Conclusions 1
-
CL1The County would like to acknowledge the work of the Grand Jury. It is apparent they have an interest in the important and complex work of HHSA and share in our goals of making mental health crisis services available and accessible to the community. 101 Napa County Responses To The Grand Jury Report On Napa County Groundwater Management INTRODUCTION The “Napa County Groundwater Management” Report of the 2022-2023 Napa County Grand Jury sets forth eight (8) findings and five (5) recommendations relating to the management of groundwater resources in Napa County. This Memorandum comprises the responses of the Director of the Department of Planning, Building and Environmental Services (PBES), the County Executive Officer and the Board of Supervisors. We would also like to take this opportunity to acknowledge the work of this year’s Grand Jury. We appreciate the Grand Jury’s interest in and focus on groundwater management in Napa County. It is a highly complex topic, especially with the overarching goals of ensuring that water resources are managed to protect communities and the environment, ensuring water supply reliability, and preparing for future weather extremes in the face of climate change and uncertainty.
Commendations 5
-
CM1TheJury exploredthehumanitarian workof localCommunityPartner nonprofitorganizations providing vitalservicestothe disabled,elderly andthose inneed.TheJury recognizestheir invaluablecontribution to thecommunityand commendthededication ofall those whowork diligently and volunteerso generously.
-
CM2C1. The Jury commends the Napa Police Department Special Enforcement Unit as well as the Napa County District Attorney’s office’s interdiction efforts to stop gang violence. C2. The Jury commends the Napa Police Department’s Juvenile Diversion Program and the dedication of its diversion officer. C3. The Jury commends the Napa Police Department, Napa Sheriff’s Department, the Napa Valley Unified School District, and the Napa County Office of Education for their School Resource Officer program and also acknowledges the dedication of the School Resource Officers assigned to the Napa County Schools. 37 C4. The Jury commends the Napa County Probation Department’s officers assigned to Camille Creek who go beyond their duties to help at-risk youth as well as the officers assigned to supervise gang members and associates. C5. The Jury commends the Napa Sheriff’s Department for its Youth Activities League programs.
-
CM3The Jury commends the continuing efforts of the PBES team implementing the online digital platform. The Jury commends the PBES’s dedicated staff who perform despite the challenges of staff shortages and cramped office environment.
-
CM4Commendation 1: The Napa County Grand Jury commends the NCJ for managing the Covid-19 pandemic with innovative solutions to keep the outbreaks at a minimum. Response to Grand Jury Final Report on Napa County Juvenile Hall
-
CM5The Napa County Probation Department appreciates the Grand Jury's recognition of the hard work of County staff to ensure youth and staff were safe in the Juvenile Hall throughout the Covid-19 pandemic. 88 Information Technology Services in Napa County INTRODUCTION The “Information Technology Services in Napa County” final investigative report (Report) of the 2022- 2023 Napa County Civil Grand Jury presents five (5) findings, five (5) recommendations and one (1) commendation related to ITS in Napa County. This letter represents the responses of the Napa County Board of Supervisors and County Executive Officer (CEO) and Chief Information Officer (CIO), pursuant to California Penal Code Section 933.05. Napa County Board of Supervisors and County Executive Officer would like to thank the Grand Jury for their work, and for the opportunity to respond to the findings and recommendations in the final investigative report.