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Extracted from Consolidated Report
This investigation was originally published as part of a larger consolidated report containing multiple investigations. View the consolidated PDF for the complete document.
⚠️ Translation Notice: This content has been automatically translated. The original English text is the official version. Translation may contain errors.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings 4 findings
F2
Page 22
The Grand Jury found several violations of hiring policies. Often, job applicants, who did not score highest on pre-hire tests and not given positive marks by interviewers, were hired solely at the discretion of the General Manager (GM). Thus, the highest qualified person was not hired. The practice of ignoring the guidelines by hiring under-qualified personnel jeopardizes the safety of both the new hire and co-workers. The Grand Jury also learned that an applicant who applied for, and was hired to fill a position advertised as a Range 4 on the union wage scale, was informed after being hired that she would be placed in a Range 1 position. This could leave the district exposed for liability.
F3
Page 22
In 2005, employee turnover at CCWD was estimated to be at approximately 60%. Poor personnel practices at CCWD are responsible for this high turnover rate. Examples include: 1) Newly hired field personnel placed in positions without the necessary experience and/or training resulting in dismissal for lack of performance. 2) Employees unable to advance on the pay scale because of the lack of opportunity to obtain a higher level of certification, so they seek other employment. 3) Intimidation and micro-management by the previous General Manager.
F4
Page 22
The Grand Jury found CCWD Board members were not following established guidelines for reporting expenses. Some requests for reimbursement were lacking necessary documentation.
F5
Page 23
The Grand Jury found certain employees at the management level not following established guidelines when recording paid time off. The Grand Jury found instances of management submitting time cards that show them at work, when other documentation shows them absent. On at least one occasion, time cards were submitted by the previous Administrative Services Manager (ASM) to be paid without having the required signature of the GM/Chief Counsel. This clearly ignores the Employment Agreement signed by the GM/Chief Counsel and the ASM.
Recommendations 3
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R1Page 22Newly hired field personnel placed in positions without the necessary experience and/or training resulting in dismissal for lack of performance.
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R2Page 22Employees unable to advance on the pay scale because of the lack of opportunity to obtain a higher level of certification, so they seek other employment.
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R3Page 22Intimidation and micro-management by the previous General Manager. RECOMMENDATION The Grand Jury recommends CCWD follow its Employee Policy Handbook. In addition, training opportunities for promotional advancement should be reinstated. RESPONSE REQUESTED Calaveras County Water District