OBJECTIVE 1

Improve agency communication

STATUS

TASK 1.1

Establish clear measures of evaluation which provide employees with a clear understanding of their strengths and deficiencies.

TASK 1.2

Reintroduce daily Sheriff’s Technician musters at Santa Rita Jail (SRJ).

TASK 1.3

Establish a cut-off time for notifying agency members of transfers and promotions and make every effort to avoid late notifications.

TASK 1.4

Ensure all duty stations are aware of upcoming changes to the written directives by reviewing proposed changes at Executive Management Meetings and/or communicating with the responsible Commanding Officer of the affected duty stations prior to distribution.

COMPLETED

TASK 1.5

Produce a Sheriff Sanchez update video on a reoccurring basis.

TASK 1.6

Inform agency members the reasons for transfers and the criteria used to evaluate applications.

TASK 1.7

When possible, Internal Affairs should brief agency members on lawsuits against the agency and the circumstances surrounding them.

TASK 1.8

Provide information to agency members anytime a significant decision or change is made.

TASK 1.9

Make the agency budget easily accessible to all agency members.

TASK 1.10

Create an annual report on exit interview/survey results that can be presented at the Annual Town Hall.

TASK 1.11

Analyze and present the results of the Agency Health surveys to the agency membership.

OBJECTIVE 2

Ensure the agency practices are equitable and provide ample opportunities for all agency members

STATUS

TASK 2.1

Reevaluate the transfer process and produce clear objectives.

TASK 2.2

Create a user-friendly employee evaluation system that provides agency members with explicit feedback on their performance, identifies areas for improvement, and has deliverables specific to the job classification of the person being evaluated.

COMPLETED

TASK 2.3

Establish a fair promotional process that provides equal opportunities for all eligible employees to compete for promotion based on merit, skills, and qualifications, without discrimination or favoritism.

TASK 2.4

Work with SEIU and Human Resources to evaluate the creation of promotional opportunities for those professional positions where limited career advancement opportunities exist.

TASK 2.5

Create a transfer request packet that includes items not typically in the agency member’s personnel/unit file, i.e., supervisor recommendations, transfer request memo from the employee.

OBJECTIVE 3

Ensure all processes and policies are looked at through a procedural justice lens

STATUS

TASK 3.1

Ensure the agency has a fair and consistent disciplinary process where all employees are treated fairly when it comes to disciplinary actions.

TASK 3.2

Consider one central location and consistent personnel responsible for conducting exit Interviews.  This person should not be a supervisor of the departing agency member.

TASK 3.3

Agency leadership should ensure the disciplinary process is applied consistently across the agency.

TASK 3.4

Remove the Sheriff from determining whether an incident or complaint will be investigated.

TASK 3.5

Ensure agency members are transferred from their current positions only due to documented low performance or the needs of the agency.

Restrict the use of transfers as a disciplinary tool.

TASK 3.6

OBJECTIVE 4

Ensure agency members are provided with the best training and educational opportunities

STATUS

TASK 4.1

Increase training to ensure that agency members have the knowledge, skills, and ability to perform their jobs effectively and efficiently.

TASK 4.2

Provide extensive training on the agency’s disciplinary process and the effectiveness of positive discipline when used correctly.

Conduct a needs assessment to identify the specific training needs of agency members.

TASK 4.3

Provide diverse training methods, such as classroom training, online courses, on-the-job training, and workshops.

TASK 4.4

Work along Human Resources to research the possibility of providing educational incentives to those agency job classifications that do not already receive them.

TASK 4.5

TASK 4.6

Work along Human Resources to research the possibility of providing a tuition reimbursement program.

Provide more accessible training opportunities for professional staff to ensure they are provided with the best resources/training to be successful in their positions.

TASK 4.7

OBJECTIVE 5

Generate an agency feedback loop so employees feel heard and validated

STATUS

TASK 5.1

Create a rotating schedule for Command Staff to visit musters and duty stations to allow for opportunities for open dialogue with agency members.

TASK 5.2

Ensure all agency members have an opportunity to voice their opinions to agency leadership.

TASK 5.3

Conduct periodic Agency Health surveys in order to obtain feedback from agency members on a continuous basis.

TASK 5.4

Reevaluate the exit Interview process to ensure the agency obtains feedback from departing members that can be used to improve the agency’s operations and staff retention efforts.

TASK 5.5

Modify the format of the annual Town Hall to ensure agency members are comfortable with expressing their opinions and asking valuable questions.

COMPLETED

TASK 5.6

Set up an electronic suggestion box where agency members can submit suggestions electronically and anonymously.

TASK 5.7

Create a comprehensive, anonymous exit survey to gather as much information as possible as to the opinions and thoughts of the exiting agency member.

TASK 5.8

The agency should analyze the feedback received from exit interviews to identify common themes or concerns.

Inform agency members about progress made on concerns addressed during the Agency Health survey.

TASK 5.9

Ask for feedback after team building events to determine if the event achieved its goal and if any improvement can be made for future events.

TASK5.10