(cid:41)(cid:44)(cid:49)(cid:36)(cid:47)(cid:3)(cid:53)(cid:40)(cid:51)(cid:50)(cid:53)(cid:55) Human Resources Agency

Recommendations 7

• R1
  Remedy the conflict of interest that exists with County Counsel also serving as the Interim Personnel Director. This should be done by splitting the position to protect the County from potentially expensive litigation as well as relieving County Counsel from the heavy workload of two positions. In the meantime, the County should create a written policy that states situa- tions from which Counsel should recuse himself.
• R2
  Examine the possibility of rescheduling Board of Supervisor meetings to a time outside of normal business hours in order to maximize attendance by members of the County in order to receive more public input on issues before the Board. Consider using new forms of media 13 (i.e.: online survey via County web site or other online media)
• R3
  Contact the Cities of Orland and Willows about streamlining licensing and permitting pro- cesses. The goal would be to establish identical processes and paperwork throughout the County in order to simplify the process for prospective businesses. VI. RESPONSES REQUIRED Glenn County Board of Supervisors Glenn County Counsel Willows City Council Orland City Council Glenn County Sheriff Planning and Public Works 14 2011-(cid:21)(cid:19)(cid:20)(cid:21)(cid:3)(cid:42)(cid:47)(cid:40)(cid:49)(cid:49)(cid:3)(cid:38)(cid:50)(cid:56)(cid:49)(cid:55)(cid:60)(cid:3)(cid:42)(cid:53)(cid:36)(cid:49)(cid:39)(cid:3)(cid:45)(cid:56)(cid:53)(cid:60) (cid:41)(cid:44)(cid:49)(cid:36)(cid:47)(cid:3)(cid:53)(cid:40)(cid:51)(cid:50)(cid:53)(cid:55) GLENN COUNTY WEBSITE INFORMATION I. PURPOSE To insure that residents of Glenn County have access to current and correct County information, names and phone numbers. II. BACKGROUND A Glenn County Grand Jury committee compared current correct information to the information contained on the Glenn County website checking for accuracy. III.
• R4
  Review the assignment of a Functional Supervisor for those employees with familial or friendship ties to those in supervisorial positions within the agency. VI. RESPONSE REQUIRED Glenn County Board of Supervisors Glenn County HRA Director Glenn County Counsel/Personnel Director 18 2011-(cid:21)(cid:19)(cid:20)(cid:21)(cid:3)(cid:42)(cid:47)(cid:40)(cid:49)(cid:49)(cid:3)(cid:38)(cid:50)(cid:56)(cid:49)(cid:55)(cid:60)(cid:3)(cid:42)(cid:53)(cid:36)(cid:49)(cid:39)(cid:3)(cid:45)(cid:56)(cid:53)(cid:60) (cid:41)(cid:44)(cid:49)(cid:36)(cid:47)(cid:3)(cid:53)(cid:40)(cid:51)(cid:50)(cid:53)(cid:55) GLENN COUNTY SHERIFF’S DEPARTMENT, ORLAND AND WILLOW POLICE DEPARTMENTS I. PURPOSE To review established laws, policies, and procedures for the use of force by Law Enforcement agencies. To review actual events where excessive use of force was reported by citizens via complaints over the past 18 months. To review training policies and related documentation maintained by the three law enforcement agencies. To establish compliance to the laws and regulations established by the State. II.
• R5
  Investigate alternative funding to create new programs to fix existing issues. VI. RESPONSES REQUIRED Glenn County Board of Supervisors Glenn County Sheriff 23 2011 – (cid:21)(cid:19)(cid:20)(cid:21)(cid:3)(cid:42)(cid:47)(cid:40)(cid:49)(cid:49)(cid:3)(cid:38)(cid:50)(cid:56)(cid:49)(cid:55)(cid:60)(cid:3)(cid:42)(cid:53)(cid:36)(cid:49)(cid:39)(cid:3)(cid:45)(cid:56)(cid:53)(cid:60)(cid:3) (cid:41)(cid:44)(cid:49)(cid:36)(cid:47)(cid:3)(cid:53)(cid:40)(cid:51)(cid:50)(cid:53)(cid:55) JANE HAHN JUVENILE HALL I. PURPOSE To review, inspect and assess conditions and staffing at the Jane Hahn Juvenile Hall Facility in Willows, California, as required by California Penal Code 919(b). II. BACKGROUND Members of the Glenn County Grand Jury visited the Jane Hahn Juvenile Detention Facility on March 20, 2012. III.
• R6
  Computer III. Findings
• R39
  2 - Applicability: This policy applies to all employees (including upper- and mid-management level staff) volunteers, agency representatives and work experience placements assigned to or working at the HRA. 39.4 - Definitions: For the purposes of this policy, conflict of interest is any situ- ation where there is the potential for perceived favoritism or unethical activity in the hiring, evaluating, and/or promoting of an employee who is related to another em- ployee at the HRA, or in the assignment of tasks to that employee. 39.5 - Policy: It is the policy of the HRA to ensure that ethical standards are in place and adhered to with respect to family members employed at HRA, including those who may work in the same unit or division. All HRA employees shall be sub- ject to the same standards of work behavior in that no individual shall receive favored treatment during the course of the hiring process, the evaluation process, promotions or the assignment of tasks or responsibilities. 39.6 - Procedure: Interviewing and Hiring - When an individual who is related to, or friends with, an HRA employee is applying for work at the HRA, the current HRA employee will not be selected to participate in the interviewing and/or hiring process of the applicant. The current HRA employee shall not have access to the in- terview questions nor any applicable testing materials with respect to the hiring of the applicant. Supervision and Assignments - In no case shall employees who are related, either by blood or by marriage, be permitted to supervise the employee to whom they are related. Furthermore, employees who are related or friends with one another shall not receive preferential treatment with regard to the assignment of tasks or duties. If two related employees reside in the same division, a staff member from a different division shall act as the functional supervisor for the employee. This is to ensure that no conflict of inter- est occurs within the division and that the chain of command is not compromised. For example: The SSD Fiscal Supervisor wants to hire someone who is related to another SSD employee. This is permissible, provided that the new SSD employee does not fall within their relative’s chain of command. For example: The SSD Fiscal Supervisor wants to hire someone who is related to the SSD Deputy. In this case, conflict of interest could exist by virtue of the fact that the 17 SSD Fiscal Supervisor (who will become the applicant’s [SSD Deputy’s relative] su- pervisor) is ultimately Supervised by the SSD Deputy. This scenario is only permissi- ble if the applicant [SSD Deputy’s relative] will be supervised by an employee from CAD. Evaluations - Employees who are related either by blood or marriage shall not participate in or provide input to the evaluation process of the employee to whom they are related. IV. CONCLUSIONS It is the conclusion of the Glenn County Grand Jury that the hiring of the two individuals into the Glenn County Human Resources Agency did constitute a conflict of interest, as outlined in the Policies and Procedures of the agency. As stated in an Executive Team Update to all HRA Staff and all CWS-CWS, the issue of conflict of interest was addressed, and a promise of a response was given. However, no response could be found, staff admitted that no response was given as a follow-up. V. RECOMMENDATIONS