Board of Supervisors County of Mono*

Finding: a contract for Pre-Hospital Training did exist that covered the period of the allegations. The contractor was qualified to deliver the service and the matter of whether or not the Fire and Rescue Chief and the Contractor were friends is immaterial. The contract is legal and binding and the terms and conditions of that contract were fulfilled. The Jury further finds that the county has no obligation to enter into a competitive bidding process for this kind of professional service contract. . Recommendations: none County Response: the County agrees with the finding.

Finding: on the question of an inappropriate exemption, the County did not issue an exemption to the contractor. The contractor was directed to stop licensing himself with Cal-EMSA as a county affiliate to avoid any appearance of favoritism.

Finding: as far as the scope of services not meeting the needs of the 11 Fire Districts and not meeting their expectations with regard to cost, it is a subjective matter of opinion which has been mitigated fully by the county by placing control of the program into the hands of the 11 Fire Chiefs.

Finding: on the matter of using county equipment for contracted training, there is no prohibition of this practice. · Recommendations: none County Response: the County agrees with the finding.

Finding: on the question of on-the-clock versus off-the-clock training and compensation, the jury recognizes that a potential for inappropriate compensation does exit. • Recommendation: the Jury recommends that the county audit time keeping practices to ensure that appropriate controls have been implemented. County Response: the County agrees with the finding and has implemented the recommendation. Time cards are reviewed by the Medic Captain in charge of verifying that time reported as worked matches the 1 | -2013 Mono County Grand Jury Report responses - Attachment A schedule of assignments, thus ensuring that if training is done "on the clock" it is paid as an employee, not as a contractor.

Finding: with regard to Liability Insurance, the contractor had the required coverage.

Finding: the orientation training binder is complete and detailed, including harassment, ethics, expected conduct, and other important County policies. A power point presentation incorporates the information found in the binder, and the Personnel Technician is very knowledgeable about and involved with the contents and training procedures.

Finding: documentation of orientation training attendance is informal and appears incomplete. Of the eighteen employees randomly chosen, only three were on the orientation training list. Two of the three did not have a notation that they had attended orientation training, and the third had a question mark (?) in that column. • Recommendation: as a minimum, have each employee sign an acknowledgement form that they have reviewed the orientation book, and file this in the personnel file. An alternative might be to have the training sign-in sheet submitted to the Office Manager for entry into the electronic data base. County Response: the County agrees with the finding and will implement the recommendation alternative which is most effective, as soon as reasonably practicable.

Finding: of the eighteen employees randomly chosen, the employee personnel file spreadsheet showed that the most effective record of training was the IT acknowledgement form (fourteen out of eighteen employees); some long-term employees had two of these forms. Next most consistent was the "Disaster Services" acknowledgement for a majority of employees. All but one permanent employee file held the acknowledgement form for the "Personnel Rules" packet, and the MOU packet for employees covered by a union contract.

Finding: of the eighteen employees randomly chosen, the electronic training database showed that six employees had no training noted. Two of these were new-hires of less than one year, but others were longer term employees. The majority were not permanent employees, and the database went back to 2007 or earlier, incorporating earlier training records. • Recommendation: incorporate orientation training records into this database, as the orientation training is a complete and detailed overview of County policies and procedures and is required for each County employee. 4 | -2013 Mono County Grand Jury Report responses - Attachment A County Response: the County agrees with the finding and will implement the recommendation as soon as reasonably practicable.

Finding: documentation of employee training is incomplete and fragmented. While appropriate training may be taking place, the current record keeping does not clearly demonstrate which employees have or have not completed required training on County policies and procedures. · Recommendation: the Grand Jury recommends that all employee training be documented in a single searchable electronic file. The file should be audited annually to assure that all required policy and procedure training has been offered and completed. This file should cover new and existing employees, "At-Will" and temporary employees, and elected and appointed officials and should include initial training and required updates to training. County Response: the County agrees with the finding and will implement the recommendation as soon as reasonably practicable. The Mono County Grand Jury closed the investigation of this matter on May 20, 2013 5 | -2013 Mono County Grand Jury Report responses - Attachment A Sheriff: Mono County Grand Jury Final Report Regarding Use of Unnecessary Force by Sheriff's Deputies Case # 1213.05 Under "Findings and Recommendations," findings 1-7 are Sheriff and jail recommendations. As an elected department head, the Sheriff has responded separately to these items, and the grand jury has not requested any additional response from the Board of Supervisors. 6 | -2013 Mono County Grand Jury Report responses - Attachment A Probation: Jail and Probation Department Tours Case #1213.06