COM 0636.000 2020-2022 - Laserfiche WebLink

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Chapter 2 Status of Recommendations Administrative Condition and Cause The Staffing Review Committee (SRC) influenced the County's hiring process. Effect of the Condition In select cases, Department staff were pressured to place priority on persons of interest above the merits of other applicants. Additionally, staff feared retaliation, resulting in a bypass of established internal controls. Recommendation 1 "While the Staffing Review Committee (SRC) has already been eliminated, we recommend the Office of the Mayor, and the Department of Human Resources ensure that hiring selection rests solely with the appointing authority and prevents preferential treatment of new hire candidates. This may include updating policies and procedures, the County Charter, and/or the County Code." Department Action To meet this recommendation, DHR updated their rules, policies, and procedures, strengthened segregation of duties, and ensured the appointing authority determined the method of filling its civil service vacancy. Specifically, the department took the following actions: In October 2018, DHR reaffirmed through a memorandum, "the Department of Human Resources will not be involved in the actual decision of a hire." In December 2019, DHR revised their rules which provides for: • The referral of the top five ranked names (rule of 5 plus tie scores)on an open-competitive list unless otherwise requested by the appointing authority. The applicant ranking on the referred list is also based on their examination rating and conditions of employment. Previously, DHR referred the entire eligible list and left it up to the hiring department to determine the interview pool using their skill set evaluation criteria method. • For non-public safety positions, ten names on a registration list will be randomly generated for each vacancy based on the assigned district and duration of employment. Previously, DHR referred the entire list of eligibles and left it up to the hiring department to determine the interview pool using their skill set evaluation criteria method. Status of Recommendation 1 6