Report I2019-1 Recommendation 1 Responses
Report I2019-1: Investigation of Improper Activities by a State Agency and Its Employees: A Director Committed Gross Misconduct When She Repeatedly Violated Merit‑Based Employment Principles and Attempted to Retaliate Against Suspected Whistleblowers (Release Date: March 2019)
Case Number I2019-1
Recommendation #1 To: California, State of
Given the totality of the director's improper conduct, the oversight agency should work with the Governor's office to take appropriate steps to ensure that the director, and any other individual who may occupy her position, cannot take similar actions.
Agency Response From May 2020
The agency provided evidence that the new director completed training on anti-retaliation and anti-bias. Thus, we have deemed this recommendation fully implemented.
California State Auditor's Assessment of Status: Fully Implemented
Agency Response From March 2020
The agency reported that it hired a director effective March 2020. In addition, it indicated that the new director has strong human resources and administrative experience to ensure that the issues identified in the report are never repeated. Further, the agency stated that the new director would attend and complete the training recommended by our office by March 31, 2020.
California State Auditor's Assessment of Status: Pending
Agency Response From December 2019
Even though the director position has been vacant since March 2018, the agency reported that it is still committed to ensuring that once a permanent director is appointed, he or she will complete training within 12 months on impermissible bias and the anti-retaliation provisions of the California Whistleblower Protection Act.
California State Auditor's Assessment of Status: Pending
Agency Response From September 2019
Even though the director position has been vacant since March 2018, the agency reported that it is still committed to ensuring that once a permanent director is appointed, he or she will complete training within 12 months on impermissible bias and the anti-retaliation provisions of the California Whistleblower Protection Act.
California State Auditor's Assessment of Status: Pending
Agency Response From June 2019
As of June 2019, the director position is still vacant. However, the agency reiterated that once a permanent director is appointed, it will ensure that within 12 months he or she completes the training about impermissible bias and the anti-retaliations provision of the California Whistleblower Protection Act
Since the public report, the agency also stated that it has hired a team of special consultants with HR, personnel, and administrative experience to help build appropriate administrative operations and culture in the department.
California State Auditor's Assessment of Status: Pending
Agency Response From March 2019
As the director retired from state service, the agency did not take any action against her. To prevent any other individuals who occupy the same position from taking similar actions, the agency stated in May 2018 that it would require the department's future directors to undergo training on the importance of avoiding perceptions of impermissible bias as well as the anti-retaliation provisions of the California Whistleblower Protection Act. The agency did not provide any relevant training completed by its acting director, who subsequently also retired. In March 2019, the agency provided evidence that the department's chief deputy director attended training about these two topics. Once a permanent director is appointed, the agency stated that it would ensure the new director completes the training within 12 months of his or her appointment.