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⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Note: Missing finding numbers detected:
F2, F3, F4, F5, F6, F8, F9, F10, F11, F12, F13, F14, F15, F16, F17, F18, F19, F21, F22, F24, F25, F26, F27
Findings and Recommendations
5 findings
I (we) disagree wholly or partially with the Findings numbered below, and \boxtimes have attached, as required, a statement specifying any portion of the Finding that are disputed with an explanation of the reasons therefore.
No recommendations for this finding
– A significant number of FCS professional and supervisory staff do not meet State educational standards for their positions and are considered under-qualified by State standards. Disagree. The Board of Supervisors disagrees that a significant number of FCS staff do not meet State educational standards or that they are under-qualified. The Board of Supervisors incorporates the statement by the HHSA Director that employees meet current specifications for their job classifications.
No recommendations for this finding
- The County has been aware of its lack of compliance for years. Disagree in part. It is true that County FCS has been unable to recruit and retain the required number of social workers with an MSW degree, but has achieved compliance by filing a waiver request as noted by the HHSA Director.
No recommendations for this finding
– Because the January 2015 plan of action does not include any requirements of action from the CEO or the Board of Supervisors, the Grand Jury finds the plan does not address the problems. Disagree. The plan is approved by the HHSA Director and the State. The State does not require that the plan be approved by the Board of Supervisors or the CEO, but has currently achieved compliance by filing a waiver request.
No recommendations for this finding
- The problem of 'train-and-trot' is real. Within two years of hiring or promotion, one out of four employees has left the job. A loss of 25% of employees, after less than two years of service and training, would not be sustainable by a private agency. This is an unacceptable strain on the HHS budget. Disagree in part. Employee retention is a real issue, but employees leave County employment for a variety of reasons, including retirement, not completing probation, health and family reasons and more. That being said, the Board of Supervisors is doing what it can within tight budget limitations to provide incentive pay that should result in less turnover. In its recent contract negotiations with SEIU, County supervisors insisted the 2015-2017 contract allow the County to provide a supplemental retention pay for positions that are most difficult to keep staffed. Social workers are specifically referenced in this contract provision.
No recommendations for this finding
