Report 2012-107 Recommendation 9 Responses

Report 2012-107: Developmental Centers: Poor-Quality Investigations, Outdated Policies, Leadership and Staffing Problems, and Untimely Licensing Reviews Put Residents at Risk (Release Date: July 2013)

Recommendation #9 To: Developmental Services, Department of

After the department has implemented a formal OPS recruiting program, if it can demonstrate that it is still having trouble filling vacant OPS positions, the department should evaluate how it can reduce some of the compensation disparity between OPS and the local law enforcement agencies with which it competes for qualified personnel.

Annual Follow-Up Agency Response From September 2015

The Department's Personnel Section finalized the request for a Recruitment and Retention Pay Differential for the Peace Officer and Investigator staff and supervisors. A recruitment and retention pay differential was approved by the California Department of Human Resources for the Peace Officer I and Peace Officer II classifications effective July 1, 2015.

California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented

Annual Follow-Up Agency Response From October 2014

To provide for improved recruitment and retention of qualified staff for OPS, the Department's Personnel Section is finalizing the request for a Recruitment and Retention Pay Differential for the Peace Officer and Investigator staff and supervisors. The request will be sent to the California Department of Human Resources for approval in October 2014.

California State Auditor's Assessment of Annual Follow-Up Status: Not Fully Implemented

1-Year Agency Response

Although OPS has successfully increased its applicant pool for Peace Officer I and Investigator classifications, it is still struggling to attract qualified Peace Officer I applicants. The vast majority of applicants to date have not been able to successfully pass the background investigation, psychological examination, or medical examination. It appears that compensation disparity is a key factor in the challenge to attract qualified candidates.

To reduce some of the compensation disparity, the Department is currently preparing a request to the California Department of Human Resources for Recruitment and Retention (R&R) pay for the Peace Officer I classification at Sonoma DC, Porterville DC, and Fairview DC.

California State Auditor's Assessment of 1-Year Status: Pending

6-Month Agency Response

As reported previously, DDS has notified the California Department of Human Resources of the State Auditor's recommendation. The Department will explore appropriate remedies if the recruitment plan is not successful in reducing vacancies in OPS. However, hiring efforts continue and as of December 2, 2013, the OPS vacancy rate has been reduced by nearly 15 percent, from the reported 42.8 percent to 28.2 percent (adjusted for investigator vacancies that will not be filled due to the declining population and closure status of Lanterman DC), with an additional seven candidates currently undergoing a background investigation.

California State Auditor's Assessment of 6-Month Status: Partially Implemented

60-Day Agency Response

DDS has notified the California Department of Human Resources of the State Auditor's recommendation. The Department will explore appropriate remedies if the recruitment plan is not successful in reducing vacancies in OPS. However, hiring efforts continue and the OPS vacancy rate has been reduced by nearly 10 percent, from the reported 42.8 percent, with an additional eight candidates currently undergoing a background investigation.

California State Auditor's Assessment of 60-Day Status: Pending

All Recommendations in 2012-107

Agency responses received are posted verbatim.