Response

Does the position generate more in revenue, in any form, than it currently costs to maintain the position? Is that revenue stream expected to continue?

Is the funding for the position certain? (i.e., not in jeopardy from state action, economic or political forces) Is the funding of this position required to meet a

Date position was vacated: Estimated annual cost (salary+benefits) :

Net County Cost (% and $): Submitted by: Date Department head or designee Step 3 Submit to County Executive Office, to your assigned management analyst. Step 4 Analyst recommendation: Date Executive Office Analyst Step 5 Approved Denied Date County Executive Officer or designee Hiring Freeze Parameters As of January 28, 2004, all vacant positions (full-time, part-time, seasonal and temporary) are frozen if they are budgeted in the General Fund, receive funding from the General Fund, or are assigned to an internal service fund. This includes State contract positions, such as in Fire. The hiring of temporary TAP (Temporary Assistance Program) positions is specifically exempted from this freeze, but the transfer of temporary employees to permanent positions is not. Any exceptions to the hiring freeze must be approved by the Executive Office on the new form Request for Exemption from Hiring Freeze (REHF). Affected Departments and Divisions: HR, HUMAN RESOURCES AGRICULTURAL COMMISSIONER IT, INFORMATION TECHNOLOGY ANIMAL CONTROL JUVENILE HALL ASSESSMENT APPEALS BOARD MENTAL HEALTH ASSESSOR OASIS AUDITOR-CONTROLLER OFFICE ON AGING BOARD OF SUPERVISORS PARKS (REGIONAL PARKS DISTRICT) BUILDING & SAFETY PLANNING CALIFORNIA CHILDRENS SERVICES PRINTING SERVICES CENTRAL MAIL PROBATION CODE ENFORCEMENT PUBLIC ADMINISTRATOR COMMUNITY ACTION PUBLIC DEFENDER COMMUNITY HEALTH AGENCY PUBLIC GUARDIAN COOPERATIVE EXTENSION PUBLIC HEALTH CORONER PURCHASING COUNTY CLERK-RECORDER RCRMC, REGIONAL MEDICAL CENTER COUNTY COUNSEL REGISTRAR OF VOTERS COUNTY EXECUTIVE OFFICE RISK MANAGEMENT COURT PRE-TRIAL SVCS (DEPT. 21001) SHERIFF DCSS, DEPT. OF CHILD SUPPORT SVCS SUPPLY SERVICES DETENTION HEALTH SURVEYOR DETENTION MENTAL HEALTH TAP (permanent positions only) DISTRICT ATTORNEY TLMA ADMINISTRATION DPSS, DEPT. OF PUBLIC SOCIAL SERVICES TLMA COUNTER SERVICES EDA, ECONOMIC DEVELOPMENT AGENCY TLMA INTEGRATED PLAN EDWARD DEAN MUSEUM TREASURER-TAX COLLECTOR ENVIRONMENTAL HEALTH VETERANS SERVICES FACILITIES MANAGEMENT FIRE PROTECTION FLEET SERVICES Process Requesting Department sends REHF form to County Executive Office -> CEO sends approved REHF form to Human Resources (attn: John Mooney, mail stop 1150) → Requesting department sends Candidate Referral Form to HR -> HR processes only those CRFs for positions with approved REHF forms on file, and for those departments exempt from freeze. REHF and CRFs that are denied will be returned to requesting departments Exhibit 3 Temporary Assistance Program (TAP) Background: The TAP division of Human Resources is in its sixth year of successful operation. During this time period TAP staff has grown from five employees to a division of seventeen regular employees. We have tested, interviewed and hired over 6,500 temporary employees in just six years of operation. Currently, TAP has over 1,000 employees on temporary assignments throughout Riverside County. Our Medical Per Diem Pool and Nurse Registry have assisted County departments in increasing the number of medical placements for the last two years. We manage on average 986 employees per pay period. Each pay period we receive 50 to 90 new temporary assistant job requests for immediate placement. The average time to wait to fill an order is 2-3 days. Since inception we have transitioned 2659 TAP employees into regular county positions. TAP has developed a network of 15 recruiting sources both locally and in surrounding communities. Weekly, we provide these sources with an updated job bulletin and specialized flyers for posting and circulation to 15 agencies. To meet the demands of our County departments, we conduct our own "Open Recruitment & Job Fairs" on a regular basis. The job fairs have attracted from 300 to 700 applicants in one day. TAP is also responsible for coordinating staff participation in Job Fairs countywide. The staff participates in 15 to 20 job fairs per year. Each candidate must complete a comprehensive screening process, and a physical examination (including screening for drugs/alcohol). Candidates placed in medical facilities need to complete a more extensive physical including vaccinations to protect the public. Computerized testing (QWIZ) determines skill levels in computer usage as well as a large variety of other defined skill sets. This extensive review ensures that TAP provides capable and qualified candidates for placement. The administrative charge for TAP services has remained at 22.9% since the program started in fiscal year 97/98. Many payroll costs such as worker's compensation, unemployment benefits usage have driven up our operating costs. TAP records a salary savings statistic for TAP employees versus what the County would be paying an outside temporary staffing service (the ranges from 35% to 60% administrative fees) These fees from the staffing services generally do not include medical screening, including drug and alcohol testing and background investigations The data reveals a minimum savings for County departments of at least $60,000 per pay period. This results in an annualized county-wide savings of approximately $1.5 million. TAP Services TAP offers the following services for the County of Riverside's departments and employees: Recruitment Services In depth interviews Insuring that applicants meet the minimum qualifications Computerized testing (QWIZ) Representation at Job Fairs/Career Expos TAP sponsored open recruitments Specialized recruiting for hard to fill positions Absorb all advertising costs:-