Mcoe Superintendent Response

A waiting list was created for students waiting for child care slots in September 2013 since the child care center was full and/or holding a slot for an enrolled student soon to give birth. Potential students could have enrolled in the Young Parent program but could not be guaranteed a child care slot for the following semester. Those students were offered other alternative educational settings: Ukiah Adult School, Ukiah High School, MCOE Independent Study, or South Valley Continuation High School. As of December 31, 2013, there has been no waiting list for child care at the Young Parent Program. “R3. Human Resources follow contract language. (F5, F6, F9)” We believe we have followed the contract language and we have expressed a desire to clarify this section of the contract with Mendocino County Federation of School Employees (MCFSE). “R4. Human Resources read and abide by the MCOE Human Resources Division’s Mission Statement. (F6, F7, F8, F17)” The Superintendent and the Executive Director, Human Resources, believe they do abide by the MCOE Human Resources Division’s mission statement. “R5. When considering the superintendent’s salary, the Board also consider the availability of funds for all employees, programs, and services. (F1, F2, F3, F4, F10)” The Board does exactly this and that is why they have never approved a salary increase for the superintendent greater than that provided to employees. “R6. When considering the salaries for directors, managers, and supervisors, the superintendent also consider the availability of funds for all contract employees, programs and services. (F1, F2, F3, F4, F11)” The Superintendent and administration do exactly this through an open and transparent budget process. The role of County Offices of Education has shifted dramatically with LCFF from direct student instruction to educational and financial support, compliance and oversight of school districts. This, by its nature, requires more supervisors, managers and directors. County Superintendent’s Response to the 13-14 Mendocino County Grand Jury Report “R7. The superintendent, directors, managers, supervisors, and the Human Resources Division abide by the MCOE Human Resources Mission Statement in their relationships with employees. (F12, F13, F14, F15)” MCOE leadership believes we do this; the Human Resources Division’s mission statement is modeled after the MCOE mission statement. “R8. Human Resources use the employee self-evaluation process for the betterment and/or improvement of the employee’s work performance. (F16)” The Superintendent, Executive Director of Human Resources and all management believe we do use the self-evaluation tool as part of the total evaluation process to support and improve an employee’s work performance. “R9. All MCOE employees in positions of authority or supervision of others make it a priority to improve communication and relationships with employees. (F12, F13, F14, F15, F16, F17, F18)” As noted earlier, the Superintendent has moved the monthly all-staff meetings to after school hours and is video conferencing to two county-wide off-site locations. Leadership offered to meet with MCFSE regarding morale and working environment five months ago and we continue to extend the offer for a facilitated work session on these topics. We have and are providing professional development training for all managers. “R10. All MCOE Board members have an in depth and working knowledge of all programs and services provided by MCOE. (F19, F20).” This is an on-going process. Board liaisons for various programs meet regularly and report back to the full Board monthly to keep all members current and informed on the status and changes of programs and services. “R11. All MCOE Board members take the time to understand the state of employee morale. (F8, F9, F10, F11, F12, F13, F14, F15, F16, F17)” The Board is open to this, but are partially limited to the legal scope of their authority in personnel issues. 11