Mariposa County Grand Jury
• 2013-2014
Superior Court of California County of Mariposa
⚠️ 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 7 findings
F1
Page 4
The former director's focus on initiating new programs and establishing the new building and thus his administration's lack of attention to personnel issues.
No recommendations for this finding
F2
Page 1
The department is highly stratified with areas of poor relationships between management and staff. Line workers report a lack of respect for management and the decisions they make and a sense of being disrespected themselves. Supervisors report frustration with some staff member's resistance to their direction and supervision. Despite the obvious dedication of everyone involved, a culture has evolved and taken root in some areas of Human Services—within both the BHRS and SS divisions—that is low on cohesion, morale and happiness with the workplace. We also have some evidence from interviews and survey data that this poor working environment may extend into Fiscal Administration. Explanatory Hypotheses In this section we present a set of thoughts that are admittedly more speculative in nature. We offer them in the exact spirit of this investigation: as an effort to shed light on a difficult situation in the hope of stimulating improvement. There is a major personnel problem within Human Services. The former director clearly acknowledged this when he initially invited the previous Grand Jury to conduct a survey that might help him begin to address it. We hypothesize that the current situation has multiple major roots:
Related Recommendations (2)
R1
Page 1
That the Human Services Department makes it a priority to address and resolve the considerable personnel problems that exist within certain areas of the organization. In all likelihood this will require bringing in outside help.
R3
Page 1
That the Board of Supervisors hire a new Director for Human Services who has the capacity and determination to lead the effort to build a new, more respectful and cohesive culture within the organization. Responses Per California Penal Code § 933(c), which states in part "No later than 90 days after the grand jury submits a final report on the operations of any public agency subject to its reviewing authority, the governing body of the public agency shall comment to the presiding judge of the superior court on the findings and recommendations pertaining to matters under the control of the governing body", we require the Mariposa County Board of Supervisors to submit written responses to this report's Findings and Recommendations of receipt of this report. We also request the Human Services Department Director to submit written responses to this report's Findings and Recommendations of receipt of this report. Table 1. Statements and average responses from the employee satisfaction survey. Average Statement Response Appraisals My manager holds me accountable for the work I perform. 1.125 My manager provides me with adequate feedback. 0.396 I have clear measures for each of my work objectives. 0.042 I know what is expected of me in my job. 0.911 Career I believe there are a variety of ways for me to develop my career at Human -0.438 Services. Job promotions within the department are fair and reasonable. -0.646 I am aware of promotion opportunities with the department. 0.787 I have the opportunity to progress within the department. -0.313 Communication I generally feel informed about changes that affect me within Human Services. -0.019 I usually know in plenty of time when important things happen. -0.192 I can see the link between my work and the department's objectives. 0.500 Managers clearly communicate the department's objectives. -0.154 Division Conditions within my division allow me to perform to a high standard. 0.087 Customer complaints are resolved quickly and ethically. 0.429 My division strives to improve its efficiency and effectiveness. 0.304 My division focuses on fixing problems rather than blaming others. 0.130 The morale within my division is generally high. -0.468 I believe my division works well with other Human Services divisions to 0.630 achieve the department's common goals. When necessary, coordination and cooperation between divisions is easily 0.222 achieved. I feel that my division is effectively and efficiently serving the needs of 0.239 Mariposa County citizens. My division has an adequate number of employees with the necessary skills to -0.809 meet the demand for the services we are expected to provide. Customer satisfaction is a primary concern in my division. 0.600 7 Average Statement Response Management My manager helps me perform my job. 0.298 -0.583 The relationship between management and employees is good. The management at Human Services makes wise decisions. -0.711 0.250 My manager cares about my ideas and opinions. I (if in a managerial position) manage an appropriate number of employees. 0.467 Organization Human Services is innovative in developing new ways to serve the citizens of -0.130 Mariposa County. Human Services has an image of a high quality government department. -0.750 Human Services' business operations are efficient and perform to a high -0.545 standard. The work policies are well developed and organized. -0.674 Recognition Hard work is formally recognized at Human Services. -0.688 I receive enough recognition for my work. -0.298 -0.851 Employees within the department are treated with respect, regardless of their job. Satisfaction 0.100 I am satisfied working for Human Services. I find my work challenging. 1.060 1.120 I enjoy my work. Working conditions are good. -0.020 0.061 I feel I am valued at work. Training I receive sufficient training. 0.469 I am aware of available training and development activities. 0.714 I am given opportunities to improve my skills. 0.551 0.347 The training I receive meets my needs. Line Staff Lead Worker 1.00 0.75 0.50 - 0.25 - rating Strongly Disagree Proportion1.00 Disagree Supervisory Senior Management Neutral Agree Strongly Agree 0.75 0.50 0.25 0.00 applied bed did led part de life life de la sopt Julia de de de de de de de de de de de de de Category Figure 1. Proportions of responses within the nine statement categories, grouped by employee rank. 9
F3
Page 4
The promotion of workers lacking background and seniority into supervisory roles where the likelihood of real problems of the sort that have appeared was very high (not to imply here that the most senior employee should always be chosen for a supervisory position or that bringing in an employee with a different background is necessarily a poor decision, but management's reasons for such choices may not be fully understood by subordinate staff, potentially leading to their frustration and resentment—management may not be cognizant of this and/or may not be addressing it effectively).
Related Recommendations (1)
R1
Page 1
That the Human Services Department makes it a priority to address and resolve the considerable personnel problems that exist within certain areas of the organization. In all likelihood this will require bringing in outside help.
F4
Page 4
The absence of established conflict mediation or dispute resolution mechanisms within the agency.
Related Recommendations (2)
R1
Page 1
That the Human Services Department makes it a priority to address and resolve the considerable personnel problems that exist within certain areas of the organization. In all likelihood this will require bringing in outside help.
R2
Page 1
That policies and procedures for resolving personnel conflicts within the agency be immediately written and implemented, including the appointment of an ombudsperson to mediate conflict and to ensure that no retaliation is taken toward those who raise grievances.
F5
Page 4
The absence of any clear signal from top management about the kinds of behaviors that are and are not acceptable within Human Services.
Related Recommendations (2)
R1
Page 1
That the Human Services Department makes it a priority to address and resolve the considerable personnel problems that exist within certain areas of the organization. In all likelihood this will require bringing in outside help.
R3
Page 1
That the Board of Supervisors hire a new Director for Human Services who has the capacity and determination to lead the effort to build a new, more respectful and cohesive culture within the organization. Responses Per California Penal Code § 933(c), which states in part "No later than 90 days after the grand jury submits a final report on the operations of any public agency subject to its reviewing authority, the governing body of the public agency shall comment to the presiding judge of the superior court on the findings and recommendations pertaining to matters under the control of the governing body", we require the Mariposa County Board of Supervisors to submit written responses to this report's Findings and Recommendations of receipt of this report. We also request the Human Services Department Director to submit written responses to this report's Findings and Recommendations of receipt of this report. Table 1. Statements and average responses from the employee satisfaction survey. Average Statement Response Appraisals My manager holds me accountable for the work I perform. 1.125 My manager provides me with adequate feedback. 0.396 I have clear measures for each of my work objectives. 0.042 I know what is expected of me in my job. 0.911 Career I believe there are a variety of ways for me to develop my career at Human -0.438 Services. Job promotions within the department are fair and reasonable. -0.646 I am aware of promotion opportunities with the department. 0.787 I have the opportunity to progress within the department. -0.313 Communication I generally feel informed about changes that affect me within Human Services. -0.019 I usually know in plenty of time when important things happen. -0.192 I can see the link between my work and the department's objectives. 0.500 Managers clearly communicate the department's objectives. -0.154 Division Conditions within my division allow me to perform to a high standard. 0.087 Customer complaints are resolved quickly and ethically. 0.429 My division strives to improve its efficiency and effectiveness. 0.304 My division focuses on fixing problems rather than blaming others. 0.130 The morale within my division is generally high. -0.468 I believe my division works well with other Human Services divisions to 0.630 achieve the department's common goals. When necessary, coordination and cooperation between divisions is easily 0.222 achieved. I feel that my division is effectively and efficiently serving the needs of 0.239 Mariposa County citizens. My division has an adequate number of employees with the necessary skills to -0.809 meet the demand for the services we are expected to provide. Customer satisfaction is a primary concern in my division. 0.600 7 Average Statement Response Management My manager helps me perform my job. 0.298 -0.583 The relationship between management and employees is good. The management at Human Services makes wise decisions. -0.711 0.250 My manager cares about my ideas and opinions. I (if in a managerial position) manage an appropriate number of employees. 0.467 Organization Human Services is innovative in developing new ways to serve the citizens of -0.130 Mariposa County. Human Services has an image of a high quality government department. -0.750 Human Services' business operations are efficient and perform to a high -0.545 standard. The work policies are well developed and organized. -0.674 Recognition Hard work is formally recognized at Human Services. -0.688 I receive enough recognition for my work. -0.298 -0.851 Employees within the department are treated with respect, regardless of their job. Satisfaction 0.100 I am satisfied working for Human Services. I find my work challenging. 1.060 1.120 I enjoy my work. Working conditions are good. -0.020 0.061 I feel I am valued at work. Training I receive sufficient training. 0.469 I am aware of available training and development activities. 0.714 I am given opportunities to improve my skills. 0.551 0.347 The training I receive meets my needs. Line Staff Lead Worker 1.00 0.75 0.50 - 0.25 - rating Strongly Disagree Proportion1.00 Disagree Supervisory Senior Management Neutral Agree Strongly Agree 0.75 0.50 0.25 0.00 applied bed did led part de life life de la sopt Julia de de de de de de de de de de de de de Category Figure 1. Proportions of responses within the nine statement categories, grouped by employee rank. 9
F6
Page 4
Line workers' choice to resist new supervisors and new initiatives, in some cases banding together into clusters of resistance and ill will.
Related Recommendations (1)
R1
Page 1
That the Human Services Department makes it a priority to address and resolve the considerable personnel problems that exist within certain areas of the organization. In all likelihood this will require bringing in outside help.
F7
Page 4
Failure to adequately meet the numerous challenges of moving into the new building, the design of which has actually been a source of real stress for many employees. There may be numerous other factors contributing to the current impasse, but we believe this list contains many elements that need to be acknowledged and addressed. Part way through this investigation we thought the reassignment or termination of some employees would be "the solution" to the problems. Now we believe that only systemic, cultural change will put the agency back on a course toward effective working relations. As that change takes place, some employees who cannot or do not contribute to the new direction may choose to leave or need to be reassigned or terminated. However, at this point, changing the overall tenor of relations within the department requires the major focus of effort. We do reject the hypothesis that the situation at Human Services "comes with the territory." Some people believe that some of the people attracted to working in the social services profession are overly sensitive, complain a lot, and do not respond well to supervision. While this may be true in some cases, we interviewed numerous people who in our assessment do not fall into this category and the survey data indicated the experience of problems is too widespread within the department.
Related Recommendations (1)
R1
Page 1
That the Human Services Department makes it a priority to address and resolve the considerable personnel problems that exist within certain areas of the organization. In all likelihood this will require bringing in outside help.