Sutter County Grand Jury • 2014-2015

Final Report of the 2014-2015 Sutter County Grand Jury*

Published: June 25, 2015 84 pages
View Original PDF

Note: Missing finding numbers detected: F6, F7, F8, F9, F10, F11, F12, F13, F14, F15, F16, F17, F18, F19, F20, F21, F22, F23, F24, F25, F26, F27, F28, F29, F30, F31, F32, F33, F34, F35, F36, F37, F38, F39, F40, F41, F42, F43, F44, F45, F46, F47, F48, F49, F50, F51, F52, F53, F54, F55, F56, F57, F58, F59, F60, F61, F62, F63, F64, F65, F66, F67, F68, F69, F70, F71, F72, F73, F74, F75, F76, F77, F78, F79, F80, F81, F82, F83, F84, F85, F86, F87, F88, F89, F90, F91, F92, F93, F94, F95, F96, F97, F98, F99, F100, F101, F102, F103, F104, F105, F106, F107, F108, F109, F110, F111, F112

Findings and Recommendations 6 findings

F1
The southernmost building is in disrepair and is unable to properly house the equipment. Staff is unable to adequately secure the building. There are two fire engines that extend beyond the structure itself.
Related Recommendations (1)
R1
The SCGJ recommends they request budget for a new structure. The SCGJ further recommends that they be granted the budget to replace the structure. REQUIRED RESPONSES: 1. Dan Yager, Sutter County Fire Chief 2. Board of Supervisors Exhibit Table of Contents 1. Photographs of the Oswald-Tudor Fire Station . иşD, APP. AL SHIBBLE SA 件 TO)
F2
The County cannot afford a dysfunctional District Attorney's office, especially with a workload of nearly one hundred new cases per week and the passage of Proposition 47 which has increased the office's workload by reopening many old cases in order to reduce felonies to misdemeanors.
Related Recommendations (1)
R2
In view of the fact that the District Attorney's office derives funding from grants from various agencies which are to be used for specific purposes, the SCGJ recommends that the District Attorney be provided the resources to employ a full time accountant.
F3
The county is not adhering to the lease agreement which states that the County is to maintain the modulars in good repair and operating conditions until the Return Date.
Related Recommendations (1)
R3
With the passage of Proposition 47, the District Attorney's workload has increased tremendously. So much so, that the District Attorney has dedicated one deputy District Attorney to primarily handle these cases. This has shifted that person's workload onto the remaining attorneys. The SCGJ recommends that an additional attorney be hired to handle the increased workload.
F4
The conditions of the modulars were found to be beyond normal wear and tear. The carpeting in the main traffic areas is worn down to the rubber backing material to the point where the backing is exposed. The offices were not available for inspection. The air quality inside the modulars was found to be of very poor quality. The air smelled musty and stale. The exteriors of the modulars have not been maintained. There are areas of dry rot because the painting has not been properly maintained. There are areas where there is no paint on the wood. The wood is not protected from the elements.
Related Recommendations (1)
R4
In view of the nature of the Victim/Witness Assistance Program and its primary objective which is to protect victims and witnesses, the District Attorney's office may not be the best agency to manage the program. There is the potential for a conflict of interest where the District Attorney is sworn to prosecute to the full extent of the law, and this may not be in the best interest of the victim or witness. The SGCJ, therefore, recommends that this program be overseen by another agency, e.g., the Probation Department or Health and Welfare. REQUIRED RESPONSES: 1. Amanda Hopper, District Attorney 2. Nathan Black, Auditor/Controller 3. Board of Supervisors Exhibit Table of Contents 1. Request by District Attorney to apply for CalEMA funds for Anti-Drug Abuse Program dated 1/17/12 2. Board of Supervisor Meeting Minutes dated 11/12/13. The request for a Gold Resolution for the outgoing District Attorney was removed from the agenda. 3. Board of Supervisor Meeting Minutes dated 4/8/14. Closed session was held to address the Pollard v. County of Sutter et al. 4. Board of Supervisor Meeting Minutes dated 8/13/13. State of California CalEMA grant funding was addressed. 5. Board of Supervisor Meeting Minutes dated 10/14/14. The board approved a total of $48,597.18 budget amendment be provided to the District Attorney's Office for repayment of disallowed funds from CalOES grant money. SUTTER COUNTY DISTRICT ATTORNEY CARL. V. ADAMS 446 SECOND STREET POST OFFICE BOX 1555 YUBA CITY, CALIFORNIA 95992 TELEPHONE: (530) 822-7330 FAX: (530) 822-7337 CALIFOR January 17, 2012 MEMO TO: HONORABLE BOARD OF SUPERVISORS FROM: CARL V. ADAMS, DISTRICT ATTORNEY RESOLUTION FOR APPLICATION AND ACCEPTANCE OF GRANT RE: FUNDS FOR THE SUTTER COUNTY ANTI-DRUG ABUSE PROGRAM
F5
There is no proper documentation or accountability of hours worked within the Welfare & Social Services Division, which is apparently the case in all county departments.
Related Recommendations (1)
R5
The Human Service Director should ensure the division adheres to county policy concerning lunch periods. The HR department shall institute a time accountability system to insure accountability for hours worked.
F113 Page 74
through 6/30/14 AMOUNT DIAGNOSS $24,632 Possible Sepsis 57,769 Chest pain, acute Mi. Stent placement and angioplasty 20,156 Clotted AV Fistuta in Jeft forearm 10,959 Chest pain. Hypertension, lV Drug Use, GERD, Chroale back pain 61,862 Chest Pain. Cardiac monitoring 24,110 Hemodialysis Full Care 14,454 Severe pelvic pain 16,985 Hemodialysis Full Care 13,672 Infection in hand 19,367 Digtiness, syncopal episodes w/possible seizure 10,056 Severe decreased mentation and weak wobbly gait 15,872 Abnormal Vital signs bow SP and abnormal behavior 62,280 Altered mental status/possible seizure/acute respira:ory failure 45,883 Chest pain 16,718 Further evaluation of chest pain 33,622 Cardiology & Observation 13,316 Hermatoma to head, on Plavix and asa. Can't feel L side of face and chestpain 37,982 Paln and swelling of Slower lip 20,653 Routine x-ray of thumb - had seizure and was admitted 9,499 Ankle Injury 20,832 fo CVA 17,481 Feil down flight of stairs. Numbness & tingling of extremities & neck pain. 25,582 Acute respiratory failure. Altered mental status. Carvulsion disorder vs seizure vs others, 11,013 Tachycardia. 21,814 Chest pain 14,153 Left inguinal hemia $638,727 Total Support & Care Per Diagnosis (Acct 53100) 1,183,370_Less Expenditures As of 6/30/14 Appropriaton/Revenue $544,643 Net Expenditures-All Others Suppart & Care Ez TEES Tye Peering petted Fabtie tearm rer: AP seaet ete Rae COMMUNICATION AND PROMOTIONAL OPPORTUNITIES SUTTER COUNTY SHERIFEF’S OFFICE SUMMARY The Sutter County Grand Jury (SCGJ) conducted several interviews with staff from the Sutter County Sheriff's Office. The staff ranged throughout various ranks within the department. The SCGJ was seeking to understand the communication between staff and management as well as discover any common issues within the department. The interviews completed led to the discovery of a few issues that will be addressed in this report. BACKGROUND The SCG completed several interviews with staff in various ranks, job duties and departments within the Sheriff's Office; excluding the corrections department. SCGJ also reviewed the Police Officer’s Bill of Rights, promotional practices with the department, the Internal Affairs Manual as well as the Policies and Procedures for the Sheriff's Office. There were two set questionnaires that the SCGJ utilized; one for line staff and one for management. This ensured that staff was asked the same consistent questions in an effort to appropriately gauge any recurring concern. The SCGJ also reviewed promotional practices for several law enforcement agencies in the surrounding area. DISCUSSION The SCGJ found two common themes while conducting staff interviews: 1. Communication: While most staff reported that they had a good working relationship with their immediate supervisor, there was hesitation to address issues and/or concerns to the next level of command. Many staff stated that unless permission is received, they are not permitted to take any concerns, issues, or observations any further than their first line of supervision. Staff also relayed that although their immediate supervisor, and possibly the next level of supervision, is aware of their job ability/performance, that upper management appears to be removed from the day to day operation. They do not feel as though there is an open- door policy for communication. 2. Promotion Opportunities: While conducting interviews, the SCGJ discovered that most line staff as well as a few supervisorial staff was unable to provide the SCGJ with the requirements/practices for promotion. Staff stated that they often do not know what the expectations are to promote nor were they aware of what steps the promotion process will take. Staff relayed that most times they neither were aware of what the passing grade for the written test was nor were they informed of their actual grade after completing the written exam. Staff reported that if'a particular employee had a more personal relationship with their immediate supervisor, they would be better prepared for promotion. Other staff, which perhaps did not have as close a relationship with the supervisor, would be less prepared for what is required, It did not appear to be common knowledge as to what management was looking for while promoting. The SCG] believe that the two issues are not mutually exclusive. Better communication between all levels of employees can ensure that expectations are well known by all staff. This can also ensure that information is fluid and not stored or suppressed within one level of management. Additionally, as the economy is such that it does not appear to be an option to add more staff or provide higher pay for current staff, improving communication can ensure that the current staff feels valued. Also, making promotions more accessible and transparent could inspire more qualified staff to remain employed with Sutter County and not utilize the Sheriffs Office as more of a “foot in the door” to a career in law enforcement. While reviewing the promotional practices of surrounding agencies, many list the promotional process as well as what constitutes a passing grade on the job announcement. Most include four, if not five, steps. The steps are as follows: 1-a written test with a passing grade of 70% along with 2-a practical exercise that the staff can expect to encounter should they promote. If successful, 3-an oral interview along with an additional 4-practical exercise. For the oral interview, some agencies utilize a “Community Oral Board.” This panel consists of the Chief of Police from surrounding counties, Captains from the hiring agency and surrounding counties and the Sheriff from the hiring county. FINDINGS Fl: Communication between the ranks is viewed as not permissible
No recommendations for this finding

Additional Recommendations 15

These recommendations are not explicitly linked to specific findings.

* This report's PDF did not contain easily extractable text and required Optical Character Recognition (OCR) for analysis. There may be minor errors in the extracted findings and recommendations due to OCR limitations with scanned documents.