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Chair Yoshiyama commented that as he read the responses, what comes to <br />the forefront of his mind is how the department is viewed by everyone else <br />within the County. Are the other departments viewing this department as a <br />partner? As an enforcer? Adversary or problem solver? To a large extent, part <br />of Mr. Takahashi’s job is to make sure that the civil service laws are followed, <br />and a lot of times it’s Mr. Takahashi who has to tell people “no, you cannot do it <br />this way.” So does that reflect on their responses? <br /> <br />On the other hand, when Mr. Takahashi or his employees are called upon <br />to provide assistance, are they viewed as another bump in the road, or as a <br />problem solver? What Chair Yoshiyama is most interested in is how the other <br />departments felt about this department’s expertise, the timeliness of their <br />actions, and the competence. <br /> <br />Chair Yoshiyama added up the top two responses such as extremely <br />effective, very effective. How effective is Human Resources at assisting you to do <br />your job? He got a 69.3%, so it’s in the top two, but Chair Yoshiyama doesn’t <br />don’t know if that’s good. Should they be shooting for 80-90% of everybody <br />saying the department really helps? <br /> <br />Mr. Silva shared his perspective, stating that some of the people making <br />comments may have their own agendas and their own competencies which could <br />affect their responses. There will be an array of different responses for <br />something like this. Mr. Takahashi gave a good example today in the situation <br />with Public Works. The department could have taken it either of two ways: 1) <br />“We asked for positions to be filled, but Human Resources showed us how to do <br />it right, so we are going forward with something much better;” or 2) “We went <br />to Human Resources for help; they took away one of my personnel, and now <br />everybody has to work harder.” <br /> <br />Mr. Silva thought it was a good example, and dependent on who the <br />administrator is and how he takes it is how he’s going to do the evaluation of the <br />HR director. <br /> <br />Vice Chair Rowe commented that this is a good report on the director and <br />the system itself. It gives them an evaluation level of where the director is right <br />now, and from here they can move forward in terms of where they want him to <br />be and what it’s going to take, as well as how they can support him to get him <br />there. That’s one thought. <br /> <br /> 7 <br /> <br />