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