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Home My WebLink AboutMINUTES - 09211993 - IO.4 T•�:.� BOARD OF SUPERVISORS 1 .0.-4 SF ` Contra FROM: INTERNAL OPERATIONS COMMITTEE Costa s.a . s Count DATE: � September 13 1993 P S Tq `oiir SUBJECT: RESPONSE TO ISSUES RAISED BY THE BLACK EMPLOYEES ' ASSOCIATION SPECIFIC REQUEST(S)OR RECOMMENDATION(§)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1 . DIRECT the County Administrator and Affirmative Action Officer to determine what additional resources are required from other County staff in order to make the County' s Affirmative Action and MBE/WBE Contract Compliance Programs as effective as they need to be and provide these additional resources as needed from existing departmental staff, including Department Heads and Departmental Affirmative Action Coordinators, all of whom should be available to assist . in insuring the full implementation of the Board' s Affirmative Action and MBE/WBE Programs . 2 . DIRECT the County Administrator and Affirmative Action Officer, with appropriate input from the Training Institute, to schedule and conduct a special workshop, prior to January 1, 1994, consisting of Department Heads, Departmental Personnel Officers, Departmental Affirmative Action Coordinators, and other appropriate staff, as determined by the County Administrator, to cover at least the following topics : * A review of the County' s commitment to Affirmative Action. * A review of the criteria which will be used with each Department Head on his or her evaluation in terms of the progress the Department has made in the area of Affirmative Action. CONTINUED ON ATTACHMENT: YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOAR O M EE APPROVE , OTHER SIGNATURE S ACTION OF BOARD ONSeptellber 21, 1993 APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS 1 HEREBY CERTIFY THAT THIS IS A TRUE UNANIMOUS(ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN. p CC: See Page 3 ATTESTED- PHIL TTESTED PHIL BATC LOR,CLERK OF THE BOARD OF SUPERVISORS AND COUNTY ADMINISTRATOR M.382 10%88 BY DEPUTY -2- I .O.-4 * Presentation of a summary of the training classes which are available in the areas of Affirmative Action and Cultural Diversity and the number of employees who have attended each such class to date. * Address the issue of the continuing loss of minority employees through the imposition of existing seniority rules when layoffs occur and the extent to which Department Heads can appropriately take steps to protect minority employees from layoffs within existing Memoranda of Understanding with employee organizations. 3 . REQUEST the Equal Employment Opportunity Advisory Council (EEOAC) to agenda, before January 1, 1994, a discussion of the continuing loss of minority employees through the imposition of existing seniority rules, invite all interested employee organizations and the Black Employees ' Association to join the EEOAC for this dialogue and invite all participating organizations to provide any comments, conclusions and recommendations as a result of this discussion to our Committee on January 3, 1994 . 4 . REMOVE as a referral to our Committee the December 8, 1992 referral on the need for a report from the Equal Employment Opportunity Advisory Council on a model outline for Departmental Affirmative Action Plans . BACKGROUND: Our Committee has been following this subject for the last year, since we met with a large delegation from the Black Employees ' Association last fall . Most recently, the Board of Supervisors on June 8, 1993, approved a number of recommendations from our Committee following up on the presentation which had been made to our Committee by the Black Employees ' Association. We met with representatives from the Black Employees ' Association, the County' s Affirmative Action Officer and staff from the County Personnel Department on September 13, 1993 . We reviewed the atp acafi'ed�r�ports from the County Administrator' s Office, the Assistant Personnel Director, and the Affirmative Action Officer, responding to the referrals which had been made to the Board of Supervisors . Without repeating all of the referrals and responses which are reflected in the we believe that staff have done an adequate and appropriate job of responding to all of the elements of the presentation which was made by the Black Employees ' Association. The President of the Black Employees ' Association, John Gregory, expressed his appreciation for the responses, while noting his concern that it had taken a very long time for staff to properly respond to all of the referrals . Mr. Gregory also noted the view of his organization that the County should provide adequate levels of staffing to the Affirmative Action Office and that one individual could not possible handle the various requirements of the Office. He also requested additional training in understanding cultural diversity in the workplace. ThF smlettTeef` i�s�a�t �.��hed�t1c�th .ss�rep-or� as an a�ttit3ach em n��to hem er portf+r�om�t+hem eCle y AdmFK-4!s=brKR� The concern expressed by both Mr. Gregory and Mr. Madden, from the Personnel Department, is that, as .the County lays off more staff because of its financial difficulties, more minority employees are laid off since the seniority rules require that the last hired in a class be laid off when a layoff is necessary, and that these most junior employees are often minorities . Mr. Madden noted that the Black Employees ' Association is not advocating changes in the seniority system, simply that Department Heads need to be sensitive to the racial make-up of various classification and take that into account, when it is possible to do so, in determining how many positions from which classifications will be eliminated. �V -3- I .O.-4 In response to these concerns, we have formulated the above recommendations and urge their approval by the Board of Supervisors . We plan to review additional reports from all involved organizations on January 3, 1994 and will make additional reports to the Board following that meeting. cc: County Administrator Assistant Personnel Director County Counsel Affirmative Action Officer John Gregory, President, Black Employees ' Association 1 Contra =f °` Personnel Department Co .: ,.. Costa ,;' Administration Bldg. 651 Pine Street County Martinez, California 94553-1292 Co DATE: September 7, 1993 TO: Internal Operations Committee FROM: Eileen K. Bitten, Assistant Director of Personnel l- . SUBJECT: Exit Interview Status Report On May 24, 1993 the Assistant Director of Personnel was asked to provide an additional status report on the adoption of an Exit Interview Questionnaire Policy to the Internal Operations Committee. Personnel Department staff subsequently met with 21 Department Heads in which exit interviews were discussed. Department Heads were given a sample Exit Interview Questionnaire (copy attached) and were asked to provide suggestions and comments on the questionnaire to the Personnel Department. In addition, they were asked to provide a copy of the current Exit Interview Questionnaire being used in their department. To date, the Personnel Department has received copies of exit interviews from six (6) departments. Meetings with five (5) more departments and the fire districts are being scheduled. A review of the Exit Interview Questionnaires received from departments shows that the questions being asked are very similar. For example,most include questions on what employees liked or disliked about their jobs, the type and extent of training received, and the reason(s)for their separation. Most departments indicated that employees are concerned about the confidentiality of their answers to the Exit Interview Questionnaire. They also stated that the questionnaire is completed during a face-to-face exit interview with the employee or an exit interview is conducted subsequent to the completion of the questionnaire. Once copies of all department Exit Interview Questionnaires are received together with comments and suggestions on the sample questionnaire provided to departments, staff will review the above materials and develop an Exit Interview Questionnaire Policy for the Internal Operations Committee's review. It is anticipated that Exit Interview Questionnaires will vary slightly between departments; however, certain core questions will be contained in all questionnaires. EKB:WGR Attachment SAMPLE EXIT INTERVIEW QUESTIONNAIRE We are interested in knowing the reason(s) for your separation. This questionnaire has been developed to collect information that can benefit us in the future. Based on the information received, we can make changes to operating policies and procedures and thereby improve the working environment and employee working relationships. Completion of this questionnaire is voluntary. We encourage you to help us by doing so. Please return the completed questionnaire to: Employee's Name or Number: Job Classification: Date of Separation: 1. Please check the appropriate reason for your separation. A. RESIGNATION (Check more than one if applicable) Self-employment Relocation Health Military service Another job Return to school Pregnancy Stress A disability Dissatisfaction with work or work environment B. TERMINATION Rejected Probationer Dismissed C. LAYOFF D. OTHER Retirement Termination of Project End Limited-Term Appointment (Temporary) Transfer to another department 2. Was your pay a factor in your separation? Please explain. 3. Were'your employee fringe benefits a factor in your separation? Please explain. 4. What did you like about your job? 5. What did you dislike about your job? 6. Were there any departmental factors that affected your job performance? Please explain. 7. Every department has rules, regulations and policies. Is there a policy(ies) that you think should be changed? If so, how? What existing departmental policy(ies) impair the efficiency of the Department? 8. Do you believe you received adequate on-the-job and/or classroom training? Please explain. 9. What suggestions do you have in order to improve future training? Please be specific. 10. Describe the most helpful quality of your supervisor's training? Why? 11. Do you believe you received an opportunity for career advancement? Please explain. 12. What suggestions do you have for possible improvements in the Department? 13. Do you feel that your job experience has enhanced your employable skills? Please elaborate. 14. If you have additional comments or ideas which you believe will benefit the department and your fellow employees, please include those here. 15. Do you wish this information to remain confidential? Yes No OFFICE OF THE COUNTY ADMINISTRATOR C O N T R A C O S T A C O U N T Y Administration Building 651 Pine Street, 11th Floor Martinez, California 94553 DATE: September 13, 1993 TO: Supervisor Sunne Wright McPeak Supervisor Jeff Smith INTERNAL OPERATIONVIiTEE FROM: Claude L. Van Martestant County Administrator SUBJECT: PARTICIPATION IN SEXUAL HARASSMENT TRAINING One of the items your Committee asked for as a part of the response to the presentation by the Black Employees ' Association was an update on the participation in sexual harassment, equal employment opportunity and affirmative action training by County employees . Attached is data provided to our office by the Training Institute showing the number of management and represented employees who have been provided this training since the programs began on January 1, 1992 . CLVM:amb van9-20-93 Attachment cc: Eileen Bitten, Assistant Personnel Director Emma Kuevor, Affirmative Action Officer John Gregory, President, Black Employees ' Association Alan Baldwin, The Training Institute -IWSr_P-10-199:5 07:43 FROM RHC NED ii 7L RECORDS TO 0-4090 P.02 CONTRA COSTA 'TRAINING INSTITUTE Parfidpalion in Sexual Hatassment Training Programs During A 20 Month Period— January 19921srough August 1993 PARTICIPATION BY' COUWFY DEPAR ENT X192-6192 .7132 7I93-8t93 Totafs Sexes Harassment � - bn The WodqAace 975 1,539 7 i 2,585 Oe ). EEMA/Sexua9 Ha 147 'i 36 323 Timis 1,122 1,685 497 .2,914 PARTICIPA-I-ION BY CITIES AND OTHER AGENCIES 4/92-W92 7192-M3 3 710934]93 Total Serb Harms ent ;n Tl�* Workplace 0 879 76 955 Total County and Other Agencies 1,122 2,554 183 3,859 .roTAL P.002 OFFICE OF THE COUNTY ADMINISTRATOR C O N T R A C O S T A C O U N T Y Administration Building 651 Pine Street, 11th Floor Martinez, California 94553 DATE: September 9, 1993 TO: Supervisor Sunne Wright McPeak Supervisor Jeff Smith INTERNAL OPERATIONSJISEID TTEE FROM: Claude L. Van Marteistant County Administrator SUBJECT: RESPONSES TO ISSUES BY THE BLACK .EMPLOYEES ' ASSOCIATION On June 8, 1993 the Board of Supervisors approved a report from your Committee which directed staff to follow-up on various issues which had been raised by the Black Employees ' Association. Among the referrals which were made, and the responses which are now being provided to your Committee, are the following: REFERRAL: 1 . DIRECT the County Administrator to send Administrative Bulletin 27 . 2, entitled "Employment Discrimination Complaint Procedure" , dated March 26, 1993, to all Department Heads, requesting in return written assurance from the -Department Heads that he or she has received the Administrative Bulletin and has posted a copy (or copies in case of multiple locations) in a prominent location where it can be seen by all employees and provide a report to the Internal Operations Committee on this assignment on September 13, 1993 . RESPONSE: An oral or written report will be made to the Committee at your meeting on September 13, 1993 . REFERRAL: 2 . DIRECT the Affirmative Action Officer to again distribute with employee paychecks, no later than November 10, 1993, the materials which were distributed to some employees on December 10, 1992 and to other employees via the memo from the Af f irmative Action Officer dated March 19, 1993 and provide at least a status report to the Internal Operations Committee on September 13, 1993 regarding whether this has been completed. -2- RESPONSE : See attached written report from the Affirmative Action Officer. REFERRAL: 5 . DIRECT the Equal Employment Opportunity Advisory Council to report to the Internal Operations Committee on September 13, 1993 on the following referrals from the Board of Supervisors dated March 2, 1993 : 8 . Authorize the Equal Employment Opportunity Advisory Council to make recommendations regarding the manner in which departmental Affirmative Action Coordinators are appointed. May 24, 1993 response: The Affirmative Action Officer reports that the Equal Employment Opportunity Advisory Council has been advised of the Board' s request and has been placed on the agenda for the December 4 , 1992 Council meeting. The Council has been asked to review the current procedure on how coordinators are selected, and to prepare recommendations . Those recommendations have not yet been filed with our Committee. 14 . County adopt a uniform Affirmative Action Committee structure in appropriate size departments that include but is not limited to describing the following: - Purpose of Committee - Committee' s Responsibilities - Affirmative Action Coordinator' s responsibilities - Composition of Committee - Designation of leadership responsibilities - Regularity of Committee meetings - Committee reporting requirements . May 24, 1993 response: Recommend that the Equal Employment Opportunity Advisory Council (EEOAC) be asked to review the current structure and composition of existing departmental Affirmative Action Committees as well as the recommended structure suggested by the Black Employees ' Association and provide their comments and recommendations to the Internal Operations Committee as soon as they are prepared to do so. 18 . Department Heads survey staff periodically to determine effectiveness of their Affirmative Action Coordinators and replace if majority of survey respondents feel negatively. -3- May 24, 1993 response: . Recommend that this issue be referred to the EEOAC to evaluate in regard to their existing work on the manner in which Affirmative Action Coordinators are selected. RESPONSE: See attached written report from the Affirmative Action Officer. REFERRAL: 6 . DIRECT the Affirmative Action Officer to report to the Internal Operations Committee September 13, 1993 on what actions have been taken in response to the following referrals from the Board of Supervisors dated March 2, 1993 : 11 . Increase the visibility of the Affirmative Action Officer to line staff countywide through better utilization of Departmental Affirmative Action Coordinators . May 24 , 1993 response: Recommend that the Affirmative Action Officer continue to initiate contacts with some departments where she believes that such initiatives are appropriate, helpful, or necessary. Recommend that Department Heads be encouraged to continue to invite the Affirmative Action Officer to staff meetings so staff can become better acquainted with the Affirmative Action Officer and her responsibilities . Recommend that the Black Employees ' Association or individual employees feel free to contact the Affirmative Action Officer whenever they believe that the Affirmative Action Officer should pay more attention to a specific department. Recommend that the Affirmative Action Officer use methods to contact employees which do not necessarily have to include her physical presence at a staff meeting in a department. These might include newsletters or other methods of making contact with employees . 19 . Departments conduct new employee departmental orientations that include the review of the County' s Affirmative Action Program Plan, department 's Affirmative Action Implementation Plan and operating policies including Administrative Bulletins . -4- May 24, 1993 response: Recommend that this issue be referred to the Affirmative Action Coordinators to discuss and return their comments and recommendations to the Internal Operations Committee following their next meeting. RESPONSE: See attached written report from the Affirmative Action Officer. REFERRAL: 7 . DIRECT the Assistant Personnel Director to provide an additional status report to the Internal Operations Committee September 13, 1993 on the following referral from the Board of Supervisors dated March 2,1993 : 15 . Adopt an Exit Interview Questionnaire Policy and incorporate it into the responsibilities of the Affirmative Action Committee and/or Coordinator. May 24, 1993 response: Recommend that the Personnel Director review the proposed questionnaire, with input as appropriate from the Management Council and Department Heads, and provide his comments and recommendations to the Internal Operations Committee. RESPONSE: See attached written report from the Assistant Personnel Director. REFERRAL: 9 . DIRECT the County Administrator, with appropriate input from the Affirmative Action Officer and Assistant Personnel Director, to provide an updated response on all 20 recommendations contained in the March 2 , 1993 Board Order which have not otherwise been addressed in the above recommendations, namely: # 1, #2, #7, #9 and #16 (providing further clarification is provided by the Black Employees ' Association) . 1 . Reaffirm the Board' s decision of July 20, 1992 to increase the likelihood of retaining existing employees and thereby retaining the gains in the hiring of women and minorities which have been achieved in the past few years by trying to rehire laid off employees into available vacancies for which the employee has the -5- training and experience. Request the Director of Personnel to determine what changes in the seniority system or otherwise would be necessary in order to make it possible to provide laid off employees with the right to be hired for any job for which the employee is qualified by training and experience, not just for a position in the classification from which the employee was laid off, and report to our Committee on December 14, 1992 . RESPONSE : We believe that the previous reports which have been made to the Internal Operations Committee on the implementation of the Tactical Employment Team adequately respond to this referral unless the Internal Operations Committee has further data which it wishes to receive. 2 . Reaffirm the intent of the Board of Supervisors to hire, through normal merit system hiring procedures, qualified recipients of minority-based scholarships such as the Kennedy-King Scholarships, who complete college. RESPONSE: We believe that the previous reports which have been made to the Internal Operations Committee on this subject adequately respond to this referral unless the Internal Operations Committee has further data which it wishes to receive. 7 . Request the Affirmative Action Officer to convene meetings of departmental Affirmative Action Coordinators on at least a quarterly basis during calendar years 1993 and 1994 for the purpose of insuring adequate communication with and between departmental Affirmative Action Coordinators . RESPONSE: The Affirmative Action Officer will be prepared to make an oral report to the Internal Operations Committee on this point at your meeting on September 13, 1993 . 9 . Request the Director of Personnel to provide the Internal Operations Committee with a status report December 14, 1992 on how many new and current employees have been provided the training on Affirmative Action/Equal Employment Opportunity/Sexual Harassment as was directed by the Board of Supervisors on October 22, 1991 . -6- RESPONSE: The Training Institute staff will be prepared to make a further oral status report to the Internal Operations Committee on this point at your meeting on September 13, 1993 . 16 . More training in understanding cultural diversity in the workplace. March 2, 1993 response: The Black Employees ' Association will clarify in more detail exactly what their intent was in regard to this recommendation before staff are asked to respond to it. In addition, the Affirmative Action Officer will present to your Committee examples of the types of training which are now available in this general subject area. RESPONSE: See attached request from the Black Employees ' Association. CLVM:amb van9-11-93 Attachment cc: Scott Tandy, Chief Assistant Administrator Emma Kuevor, Affirmative Action Officer Eileen Bitten, Assistant Personnel Director John Gregory, President, Black Employees ' Association September 9, 1993 Mr. Claude Van Marter Assistance County Administrator County Administrator' s Office 651 Pine Street, 11th Floor Martinez, CA. 94553 Dear Mr. Van Marter: As requested, the following is clarification by the Black Employees Association on its ' intent for requesting more training in understanding cultural diversity in the workplace. Contra Costa County has practiced affirmative action for a number of years . There is not a question of Blacks, women, and other ethnic minorities having entered into County government employment. The problem is seen, once hired, as to making better use of their potential at all levels, especially in middle-management and leadership positions. What we have is a numbers game at the entry level for Blacks, women and other minorities . To combat this problem, what is needed will be the developing of more comprehensive awareness training at all levels from Department Heads to the lowest level of employee. Recruiting, retaining and promoting Blacks, women, and other minorities is not and should not be the sole responsibility of the personnel department. It should be the County culture that all of levels of management buy into the idea that we will have a diverse workforce at all levels . To do this requires more than just changing behavior. Behavior that was in the past detrimental to the hiring and promotion of Blacks, women and other minorities can be stopped. Now the attitude fostering that behavior must be changed. Secondly, there must be more oversight given to outside parties or agencies to help monitor the process of managing diversity. This could include department heads and division chiefs along with representatives from each ethnic and women' s organization active in the county. This could be called a Diversity Participation Council . It should meet regularly and serve as a forum for really examining County progress on diversity issues. Thirdly, in conjunction with organizations specifically geared to diversity training, the County should develop a program which includes seminars for a group of County managers racially and ethnically mixed which seeks to have them confront their differences and strives to have people hear and avail themselves of viewpoints they initially disagreed with. The Training Institute after consultation with an aforementioned diversity organization could assist in training facilitators (Department Affirmative Action Coordinators) to encourage this discussion. - r Mr. Claude Van Marter Assistance County Administrator County Administrator's Office September 9, 1993 Page -2- We also suggest that a review of what other companies are doing with respect to cultural diversity is warranted. There are success stores such as Xerox, Avon, Proctor and Gamble, etc. , which might provide better models . Managing diversity means to get from a diverse workforce the same productivity once perceived as done by a more homogeneous workforce. It means getting from employees, first, everything the County has a right to expect and secondly, everything the diverse work group has to give. These comments are made with the realization that the County is experiencing budget problems. However, this cannot be a reason for not doing more diversity training. Diversity is what the County must deal with in administering its delivery of services to its clientele now and more so in the future. Structuring its workforce with this in mind will help continue the County to be more efficient in its service delivery. Should any of the aforementioned comments require further input, we are available at your request for additional dialogue. Sincerely, 07 John T. Gregor President Contra Costa County Black Employees Association JTG:elh diverse Office of the County Administrator Contra Costa County Affirmative Action Office 651 Pine Street, Martinez, CA 94553 ( 510 ) 646-4106 fax: ( 510 ) 646-1353 Memorandum Date : August 25 , 1993 To : Internal Operations Committee From: Emma Kuevor� � • Affirmative Action Officer Subject: Responses to Directives from the Board of Supervisors ' The Black Employees Association raised several areas of concern regarding the County' s Affirmative Action Program. The following is a report submitted to you responding to directives by the Board: 1 . Direct the County Administrator to send Administrative Bulletin 27 . 2 , entitled "Employment Discrimination Complaint Procedure" , dated March 26 , 1993, to all Department Heads, requesting in return written assurance from the Department Heads that he or she has received the Administrative Bulletin and has posted a copy (or copies in case of multiple locations ) in a prominent location where it can be seen by all employees and provide a report to the Internal Operations Committee on this assignment on September 13 , 1993 . Response : Department Heads were sent (June 24 , 1993 ) the Employment Discrimination Complaint Procedure (attachment 1) and were asked that it be posed in various work locations . They were also asked to send me written confirmation that the Bulletin had been posted. Departments have submitted written confirmation stating they have posted the Bulletin in their department at various work locations . 2 . Direct the Affirmative Action Officer to again distribute with employee paychecks , no later than November 10, 1993, the 1 of 7 materials which were distributed to some employees on December . 10, 1992 and to other employees via the memo from the Affirmative Action Officer dated March 19 , 1993 and provide at least a status report to the Internal Operations Committee on September 13, 1993 regarding whether this has been completed. Response: All County employees will have in their September 10, 1993 paychecks the materials (attachment 2) which were distributed to some employees on December 10, 1992 and other employees on March 19, 1993 . 3 . Direct the Affirmative Action officer to determine which departments have published in their newsletter the article she forwarded and which departments have not yet done so. DIRECT the Affirmative Action Officer to urge those departments which have a newsletter but have not yet published her article to do so by no later than November 1, 1993 and report back to the Internal Operations Committee after November 1 , 1993 on which departments have and have not published the article. Response: A survey of departments indicates that the following departments have newsletter: a. Administrator ' s Office/Data Processing- quarterly* b. Assessor C . Community Services Administration* d. Clerk-Recorder* e . Health Services Department quarterly report f . Library - bimonthly 9. Municipal Court Administration h. Public Works i . Sheriff- Coroners - monthly* j . Social Services - quarterly* The starred ( * ) departments have published affirmative action articles that have featured a minority and/or female employee(attachment 3) . Departments with newsletters will be advised that we would like for them to add to their newsletter (attachment 4) the article sent to all County employees or another affirmative action article that identifies their department coordinator; who they can notify if they are displeased with their department coordinator; etc . Clerk-Recorder discontinued their newsletter. 4 . Direct the Affirmative Action Officer to request those employee organizations which have newsletters to publish an article from the Affirmative Action Officer by November 1, 1993 along the lines of the article which has been furnished to departments and report back to the Internal Operations Committee after November 1, 1993 on which employee organizations did and did not publish such an article . 2 of 7 Response: The Affirmative Action Officer sent (August 18, 1993) a memo (attachment 5) to the unions with the recommended article requesting that they place the article or another article in their newsletters before November 1, 1993 . 5 . Direct the Equal Employment Opportunity Advisory Council to report to the Internal Operations Committee on September 13 , 1993 on the following referrals from the Board of Supervisors dated March 2 , 1993 : 8 . Authorize the Equal Employment Opportunity Advisory Council to make recommendations regarding the manner in which departmental Affirmative Action Coordinators are appointed. Response : The Advisory Council discussed the procedure currently used to appoint Department Affirmative Action Coordinators requested (attachment 6 ) and received from Department Heads the procedure they used to appoint their coordinator; and reviewed the Black Employees ' Association recommendations . The Council prepared a draft procedure (attachment 7) and sent it to all Department Heads . They requested their comments on the draft procedure before presenting their recommendation to the Board of Supervisors ' . Council members reviewed the comments from the Department Heads and request the Internal Operations Committee recommend that their procedure (attachment 7) be sent to Department Heads as a "recommended" procedure for them to use, not a "required" procedure: The procedure for selecting Coordinators will be reviewed again within six months . 14 . County adopt a uniform Affirmative Action Committee structure in appropriate size departments that include but is not limited to describing the following: a . Purpose of Committee b. Committee ' s Responsibilities C . Affirmative Action Coordinator' s Responsibilities d. Composition of Committee e. Designation of leadership responsibilities f . Regularity of Committee meetings g. Committee Reporting Requirements Response : The Advisory Council reviewed the format given to Department Affirmative Action Coordinators and Department Heads ; their current structure; if the Committees are working effectively; and the recommended structure suggested by the Black Employees ' Association. A questionnaire (attachment 8) was sent to all Department Affirmative Action Coordinators with emphasis placed on keeping the responses anonymous because the Council 3 of 7 wanted their "honest" opinion. Thirteen Departments responded and, after reviewing the responses, the Advisory Council -recommends the following format for all Department Affirmative Action Committees : a . Purpose of Committee b. Committee ' s Responsibilities c . Affirmative Action Coordinator' s Responsibilities d. Composition of Committee members would be representative by ( 1 ) race/ethnic, sex, and employees with disabilities . ( 2 ) from different occupational categories ( i . e. Officials/Administrators , Professional , Technicians, Administrative Support, Service Maintenance, Skilled Craft Workers, Protective Service Workers, and Para-Professionals . ( 3 ) from different branch/district offices The Council agrees there should be a basic structure but . at this time, they feel each Department should be allowed to determine "all" other aspects of their Committee. They commended departments who addressed their own needs by establishing mentoring programs , career development programs, affirmative action newsletters , and departmental sexual harassment policy. 18 . Department Heads survey staff periodically to determine effectiveness of their Affirmative Action Coordinators and replace if majority of survey respondents feel negatively. Response: The Advisory Council agreed that a periodic survey. among employees to identify positive achievements . and areas that need to be improved would be helpful to a department . They do not recommend that if the majority of survey respondents feel negatively the Affirmative Action Coordinators would be replaced. The Advisory Council recommended that employees be made aware that they could express their concern over any negative behavior or actions by the Department Affirmative Action Coordinators to the Department Head or Affirmative Action Officer (attachment 2 ) . The Advisory Council felt that advising employees that they could express their concerns would let the Department Head and Affirmative Action Officer know there may be problems in a particular department . 6 . Direct the Affirmative Action Officer to report to the Internal Operations Committee September 13 , 1993 on what 4 of 7 actions have been taken in response to the following referrals from the Board of Supervisors dated March 2 , 1993 : 11 . Increase the visibility of the Affirmative Action officer 5 of 7 to line staff countywide through better utilization of Departmental Affirmative Action .Coordinators . Response: Recommend that the Affirmative Action Officer continue to initiate contacts with some departments where she believes that such initiatives are appropriate, helpful , or necessary. Recommend that Department Heads be encouraged to continue to invite the Affirmative Action Officer to staff meetings so staff can become better acquainted with the Affirmative Action Officer and her responsibilities . Recommend that the. Black EmployeesAssociation or individual employees feel free to contact the Affirmative Action Officer whenever they believe that the Affirmative Action Officer should pay more attention to a specific department . Recommend that the Affirmative Action Officer use methods to contact employees which do not necessarily have to include her physical presence at a staff meeting in a department. These might include newsletter or other methods of making contact with employees . Response: The Affirmative Action Officer attends various County Department functions such as Black History week/month celebrations, Juneteenth, Camp L. E .G. I .T. (LET EVERYONE GET It Together) and attended the Library' s Affirmative Action Committee meeting. Attending department functions gives employees an opportunity to meet me personally and I have an opportunity to meet them at their work location and participate in their activities. 19 . Departments conduct new employee departmental orientations that include the review of the County' s Affirmative Action Program/Plan, department ' s Affirmative Action Implementation Plan and operating policies including Administrative Bulletins . Response : Recommend that this issue be referred to the Affirmative Action Coordinators to discuss and return their comments and recommendations to the Internal Operations Committee following their next meeting. The Affirmative Action Coordinators were advised and agreed to document their new employee departmental orientation procedure and submit a memo stating they have a procedure . They were also advised to include in their procedure the review of the County' s Affirmative Action Program/Plan, Department ' s Affirmative Action 6 of 7 Implementation Plan and operating policies including Administrative Bulletin. This concludes the request for responses based on the May 24 , 1993 Internal Operations Committee recommendations . An earlier request of the Advisory Council was to develop a model Affirmative Action Plan for departments to follow as a guide. The Council recommended Social Services Departments ' Affirmative Action Plan be used as a guide (attachment 9 ) for other Departments . The format that should be followed by other departments is : Cover Page 2 . Table of Contents 3 . Policy Statement 4 . Assignment of Responsibility a . Department Head b. Affirmative Action Coordinator C . Managers & Supervisors ' d. Employees 5 . Organizational Chart 6 . Objectives for the Year 7 . Accomplishments j 8 . Workforce Analysis a . Department Totals b. Occupational Category Totals C . Timetables and Goals ( 1 ) unique to your department ( 2 ) countywide j d . Programs ( 1 ) training ( 2 ) career development ( 3 ) mentoring e . Miscellaneous 9 . Program Dissemination 10 . Employment Selection Procedure a . Hires b. Promotions C . Separations 11 . Internal Monitoring a . Reports 12 . Program Evaluation Timetables and goals are being finalized and Departments will be asked to update their Department Affirmative Action Plans using the recommended format . All requests directed to me for my response by the Internal Operations Committee and/or Board of Supervisors ' have been addressed. Please advise me if this is not the case so I can respond to you in the established time frames . a : iodirect 7 of 7 Office of the County Administrator Contra Costa County Affirmative Action Office 651 Pine Street, Martinez, CA 94553 510/646-4106 DATE: June 24 , 1993 TO: Department Heads FROM: Emma Kuevor, Af f ikki, a%,c--t�ion Officer SUBJECT,: Employment Discrimination Complaint Procedure All employees were given with their paychecks earlier this year, an article on affirmative action and the County's Employment Discrimination Complaint Procedure. The Administrative Bulletin on the Employment Discrimination Complaint Procedure was revised and . sent to you earlier as we do with all Administrative Bulletins. The Board of Supervisors ' have requested us to send Department Heads the Employment Discrimination Complaint Procedure Administrative Bulletin dated March 26, 1993 again. The Board wants to be sure all Department Heads have received the bulletin. In addition, the Board wants Department Heads to post a copy of the bulletin in a prominent location where it can be seen by all employees . If there are more than one office, it should be placed in all branch/district offices . To confirm the receipt and posting of the Administrative Bulletin on the Employment Discrimination Complaint Procedures, you are also asked to send me written assurance that you have received the bulletin and that it is posted in a prominent location( s ) . This must be reported to the Internal Operations Committee at its September 13, 1993 meeting. Send me your written response no later than ,July 9 , 1993 so your department can be listed in my report to the Internal Operations ' Committee. If you have any questions, call me at 646-4106 . Remember, I need a written response acknowledging receipt of the Administrative Bulletin and stating that you have posted the Bulletin in a prominent location where it can be seen by all employees . A:\DEPT? .:.-f County Administrator Contra Board of Supervisors. Affirmative Action Office Costa tst District Tom Powers, �� . - County Administration Building l deft Smith Ma Pine Street,10th Floor CO I Int / 2nd District Martinez,Californiani94553-1229 County 1 �( (510)646-4106 Gayle Bishop FAX:(510)646-4098 �,F, , T...< 3rd District Phil Batchelor Sunne Wright McPeak County Administrator '.-- ; 4th District Tom Torlakson 5th District .,rA co Ur, 3 Do You Know The Name Of The County's Affirmative Action Officer? Do You Know The Name Of Your Department' Affirmative Action Coordinator? If you don't know the answer to these questions, the department and County has failed to adequately communicate with you essential information. The County has an Affirmative Action Program and in each department there are Department Affirmative Action Plans. We are taking active and aggressive steps in implementing these programs and you are an essential part. If you don't know who your Department Affirmative Action Coordinator is, ASK! ! Ask your Supervisor; Division Manager, Union Representative; Personnel or Administrative Services Officer; Assistant Department Head or Department Head. We want you to know who to go to if you want to: - File a Discrimination Complaint; inquire about the County's Americans . with Disabilities Act requirements; or be given an update on training classes in Cultural Diversity, Sexual Harassment, Final Selection Interviewing, Affirmative Action/Equal Employment Opportunity. Don't stop there. Read your Departments' Affirmative Action Plan. You might be surprised at your activities and accomplishments. Join the other department staff and be proud of your department's affirmative action accomplishments. If you still don't know who to call, call me: ' Emma Kuevor, Affirmative Action Officer 510/646-4106 I am located in the County Administrator's Office at 651 Pine Street, Martinez, 10th floor. If you want to say hello, stop by or give me a call. Attached is a list of the Department ,Affirmative Action Coordinators and the County' s Discrimination Complaint Procedure. CONTRA COSTA COUNTY AFFIRMATIVE ACTION DEPARTMENT COORDINATORS NAME DEPARTMENT TELEPHONE Scott Tandy Administrators 646-4087 Ed Maier Agriculture 646-5250 Mike Ross Animal Services 646-2935 Bob Nash Assessor 646-2386 Elizabeth Garcia Auditor/Controller 646-2185 Eleanor Yaranon Building Inspection 646-2348 Steve Weir Clerk/Recorder/Elections 646-2955 Diane Katofsky Community Development 646-2038 Joan. Sparks Community Services 646-5545 Susan Laughlin Cooperative Extension 646-6540 Arthur Walenta County Counsel 646-2070 Jack Waddell District Attorney 646-4500 Kathy Brown General Services 313-7112 Manuel Velasco Health Services 313-6413 Linda Philbin Jury Commissioner (Superior Court) 646-1436 Anne Cain Library 646-6423 Sandra Schmidt Municipal Courts 646-6007 Lloyd Madden Personnel 646-4054 Art Miner Private Industry Council 646-5382 Janet McCombs Probation 313-4151 David Coleman Public Defender 646-2481 Mike Walford Public Works 313-2202 Elton Rapp Public Works 313-3017 Chuck Barron Retirement 646-4137 Tom Young Sheriff/Coroner 646-2404 Delores Ford Social Services 646-2861 Alfred Lomeli Treasurer/Tax Collector 646-4966 Gary Villalba Veterans Resources 646-5114 FIRE DISTRICTS Web Beadle All Fire Districts 757-1303 Contra Costa County Fire Protection 930-5563 District Moraga Fire Protection District 376-5454 Orinda Fire Protection District 254-1110 Riverview Fire Protection District 757-1303- West 57-1303West County Fire Protection District 610-6991 Emma Kuevor Contra Costa County' s Affirmative 646-4106 Action Officer A:\CCCAAC.DOC REV 6/23/93 Disc d7 'Administrative Bulletin Contra Number . 27 . 2 Costa Replaces 2 7 , 1 Office of the County Administrator Cl�� Date 3-26-93 Section Admin . SUBJECT: Employment Discrimination Complaint Procedure I . PURPOSE. This bulletin sets forth procedures for resolving allegations of employment discrimination by agencies of Contra Costa County. II . SCOPE. This procedure governs complaints of discrimination by employment applicants and employees of Contra Costa County. It covers all issues of discrimination in regard to recruitment, appointment, training, promotion, retention, or other aspects of employment. The subject areas of discrimination include race, color, national origin, sex, religion, marital status, disability, age, medical condition (cancer related) and other areas as prohibited by applicable State or Federal laws . III . LIMITATIONS. The establishment of this procedure is not intended to supplant the County' s grievance procedure or the appeal provisions of the Personnel Management Regulations . IV. RESOLUTION OF INTERNAL DISCRIMINATION COMPLAINTS A. Contra Costa County Employees Employees are encouraged to resolve discrimination complaints at the department level . An employee may nevertheless submit a discrimination complaint directly to the County' s Affirmative Action Officer or the Merit Board. 1 . First Level a . Each county department shall designate a person to whom complaints of discrimination may be directed. b . The complainant shall contact the department ' s representative and attempt to resolve the discriminatory action . -1 - C. The department's representative is responsible for making the necessary inquiries in order to .resolve the complaint and must advise the complainant of the results . d. If the complaint cannot be resolved at the department's level, the complainant may file . a written complaint of discrimination with the County Affirmative Action Officer (second level) or Merit Board (third level) . e. If the complainant is a project employee, the complainant may file with the County Affirmative Action Officer (second level) or the Director of Personnel . f. The Director of Personnel is responsible for making the necessary inquiries in attempting to resolve the complaint and must advise the complainant of the results . 2 . Second Level : a. If a written complaint is filed with the County Affirmative Action Officer, an investigation will be conducted with the assistance (if needed) of the Personnel Department, County Counsel, and operating department. b. The Affirmative Action Officer acts as an impartial third party in the investigation and mediation of discrimination complaints . The Affirmative Action Officer' s role is not to represent or be an advocate for the employee or the department. The Affirmative Action Officer' s role is to act as a neutral third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies . C. The complainant must state who the complaint is against, the type of discrimination alleged, the circumstances or situation involving the complaint, and the remedy requested. -2- d. If the County Affirmative Action Officer is successful in mediating the complaint, the complaint is resolved. e. If, after the investigation of the complaint, the County Affirmative Action Officer is unsuccessful in mediating the complaint, the complainant shall be advised of their right to file a written complaint with the Merit Board within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint and advising the complainant of the next level (third level) . f. If, however, mediation by the County Affirmative Action Officer is unsuccessful for project employees, the complainant shall be advised of their right to file a written complaint with the Director of Personnel (third level) within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint. 3 . Third Level : a. The complaint to the Merit Board must be in writing and must set forth the grounds and facts upon which discrimination is alleged and the remedy sought. A person may file a complaint of unlawful discrimination with the Merit Board within 60 . days of the date the alleged discrimination occurred, or within 30 days of termination of mediation effort by the County Affirmative Action Officer, whichever is later, except that as to matters in which personnel management rules provide specific appeal procedures and time limits, such appeal procedures and time limits shall apply. b. The Merit Board may hear the complaint or refer the complaint to a Hearing Officer. The hearing by the Merit Board or Hearing Officer is separate and independent from the investigation conducted bythe County Affirmative Action Officer. C . The Merit Board and the Hearing Officer shall not receive or require the disclosure of oral -3- or written communication to or by the County Affirmative Action Officer in the course of mediation. d. The Merit Board is the final appeal level for . discrimination complaints within the County. Final decisions of the Merit Board on discrimination complaints shall be enforced and followed by the County or the appointing authority whose action was the subject of the complaint. B. Employment Applicants An employment applicant may file a discrimination complaint at the second level or otherwise according to the Personnel Management Regulations . V. RESOLUTION OF COMPLAINTS FILED BY FEDERAL AND STATE AGENCIES AGAINST THE COUNTY OR OPERATING DEPARTMENT. Complaints filed by agencies such as the Equal Employment Opportunity Commission (EEOC) and the Department of Fair Employment and Housing (DFEH) are coordinated by the County Affirmative Action Officer. A. A copy of complaints received by a department will be sent immediately to County Counsel . B. The Personnel Department. operating department, and County Counsel (if requested) may assist in preparing a response to the Federal or State agency. C. A copy of the response shall be sent to the County Affirmative Action Officer for review before submitting to the Federal or State agency. D. The County Affirmative Action Officer will mediate the complaints (when applicable) between the department( s ) and State or Federal agencies . VI . INVESTIGATE INQUIRIES FROM FEDERAL AND STATE AGENCIES A. The County Affirmative Action Officer will coordinate ( if necessary) with the Personnel Department, operating department, and County Counsel responses to investigate inquiries from State and/or Federal Compliance Agencies . -4- B. The response to. investigate inquiries will be reviewed by the County Affirmative Action Officer before submitting to the agencies . Orig. Dept. : County Administrator Reference: Personnel Management Regulations Phi a chelor, Cohnty Administrat r -5- Office of the County Administrator Contra Costa County Affirmative Action Office 651 Pine Street, Martinez, CA . 94553 510/646-4106 DATE: June 23, 1993 TO: County Employe FROM: Emma Kuevorj "" Affirmative ction Officer SUBJECT: Affirmative Action Update News Flash! You are receiving with your paychecks the article, list of Department Affirmative Action Coordinators, and the Administrative Bulletin on the Employment Discrimination Complaint Procedure. Hummmm, you may sigh. Yes, this is being sent to you again to reaffirm the importance of Affirmative Action in our County. The Advisory Council on Equal Employment Opportunity, Department Heads, Department Affirmative Action Coordinators, interested County employees and I have been reviewing our policies and procedures to determine how they can be improved. Did you know you can advise your Department Head or me of concerns you may have with your Department Affirmative Action Coordinator. Concerns, such as how effective the program is being implemented, how receptive the Coordinator may be to issues raised by employees, etc . If you feel you cannot discuss issues with your Department Affirmative Action Coordinator, please, go to the Department Head or give me a call . The Coordinators are selected to assist the Department Head implement the Departments ' Affirmative Action Plan and the County' s Affirmative Action Program. We (the Department Head and I ) need to know if there are any problems or concerns you may have with your Coordinator so we can eliminate them. One of the big changes in the Administrative Bulletin is the clarification of my role in mediating discrimination complaints . Please refer to Section IV, Part A, 2 (b) , "The Affirmative Action Officer' s role is to act as a neutral third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies . " NOTE: my role is not to act as the employees representative or attorney/counsel nor am I the departments representative or attorney/counsel . My role is to be the impartial ( neutral ) third party not representing the employee or supervisor/department . We wanted to make my role clear to the departments and employees because many employees felt I would be able to represent them. Review again the article, list of Coordinators , and the Administrative Bulletin on the Employment Discrimination Complaint Procedure. If you have questions, give me a call . Attachment 2 Covn'ty.`Administrator Contra Board of Supervisors Tom Powers Affirmative Action Office Costa 1st District County Administration Building / � Jeff Smith 651 Pine Street,10th Floor ( !"1! 1 tilt\f 2nd District Martinez,California 94553-1229 County i ( �r Gayle Bishop(510)646-4106 3rd District FAX:(510)646-4098 6E tSunne Wright McPeak Phil Batchelor Ott,Districts County Administrator ,y c:r Tom Torlakson 5th District Do You Know The Name Of The County's Affirmative Action Officer? Do You Know The Name Of Your Department' Affirmative Action Coordinator? If you don It .know the answer, to these questions, the department and County has failed to adequately communicate with you essential information. The County has an Affirmative Action Program and in each department there are Department Affirmative Action Plans. We are taking active and aggressive steps in implementing these programs and you are an essential part. If you don't know who your Department Affirmative Action Coordinator is, ASK! ! Ask your Supervisor; Division Manager, Union Representative; Personnel or Administrative Services Officer; Assistant Department Head or Department Head. We want you to know who to go to if you want to: File a Discrimination Complaint; - inquire about the County's Americans with Disabilities Act requirements; or be given an update on training classes in Cultural Diversity, Sexual Harassment, Final Selection Interviewing, Affirmative Action/Equal Employment Opportunity. Don't stop there. Read your Departments' Affirmative Action Plan. You might be surprised at your activities and accomplishments. Join the other department staff and be proud of your department's affirmative action accomplishments. If you still don't know who to call, call me: Emma Kuevor, Affirmative Action Officer 510/646-4106 I am located in the County Administrator's Office at 651 Pine Street, Martinez, 10th floor. If you want to say hello, stop by or give me a call. Attached is a list of the Department Affirmative Action Coordinators and the County's Discrimination Complaint Procedure. CONTRA COSTA COUNTY AFFIRMATIVE ACTION DEPARTMENT COORDINATORS NAME DEPARTMENT TELEPHONE . Scott Tandy Administrators 646-4087 Ed Maier Agriculture 646-5250 Mike Ross Animal Services 646-2935 Bob Nash Assessor 646-2386 Elizabeth Garcia Auditor/Controllet 646-2185 Eleanor Yaranon , Building Inspection 646-2348 Steve Weir Clerk/Recorder/Elections 646-2955 Diane Katofsky Community Development 646-2038 Joan Sparks , Community Services 646-5545 Susan Laughlin Cooperative Extension 646-6540 Arthur Walenta County Counsel 646-2070 Jack Waddell District Attorney 646-4500 Kathy Brown General Services 313-7112 Manuel Velasco Health Services 313-6413 Linda Philbin Jury Commissioner (Superior Court) 646-1436 Anne Cain Library 646-6423 Sandra Schmidt Municipal Courts 646-6007' Lloyd Madden Personnel 646-4054 Art Miner Private Industry Council 646-5382 Janet McCombs Probation 313-4151 David Coleman Public Defender 646-2481 Mike Walford Public Works 313-2202 Elton Rapp Public Works 313-3017 Chuck Barron Retirement 646-4137 Tom Young Sheriff/Coroner 646-2404 Delores Ford Social Services 646-2861 Alfred Lomeli Treasurer/Tax Collector 646-4966 Gary Villalba Veterans Resources 646-5114 FIRE DISTRICTS Web Beadle All Fire Districts 757-1303 Contra Costa County Fire Protection 930-5563 District Moraga Fire Protection District 376-5454 Orinda Fire Protection District 254-1110 Riverview Fire Protection District 757-1303 West County Fire Protection District 610-6991 Emma Kuevor Contra Costa County's Affirmative 646-4106 Action Officer A;\CCCAAC.1)c>C REV 6/23/93 Disc #7 Administrative Bulletin Contra Number 27 . 2 I I Replaces Office of the County Adminhaawr Costa Date 3-26-93 Coun Section SUBJECT: Employment Discrimination Complaint Procedure I . PURPOSE. This bulletin sets forth procedures for resolving allegations of employment discrimination by agencies of Contra Costa County. II . SCOPE. This procedure governs complaints of discrimination by employment applicants and employees of Contra Costa County. It covers all issues of discrimination in regard to recruitment, appointment, training, promotion, retention, or other aspects of employment. The subject areas of discrimination include race, color, national origin, sex, religion, marital status, disability, age, medical condition (cancer related) and other areas as prohibited by applicable State or Federal laws. III . LIMITATIONS. The establishment of this procedure is not intended to supplant the County's grievance procedure or the appeal provisions of the Personnel Management Regulations . IV. RESOLUTION OF INTERNAL DISCRIMINATION COMPLAINTS A. Contra Costa County Employees Employees are encouraged to resolve discrimination complaints at the department level . An employee may nevertheless submit a discrimination complaint directly to the County' s Affirmative Action Officer or the Merit Board. 1 . First Level a . Each county department shall designate a person to whom complaints of discrimination may be directed. b. The complainant shall contact the department ' s representative and attempt to resolve the discriminatory action . C. The department's representative is responsible for making the necessary " inquiries in order toresolvethe complaint and must advise the complainant of the results. d. If the complaint cannot be resolved at the department's level, the complainant may file a written complaint of discrimination with the County Affirmative Action Officer (second level) or Merit Board (third level) . e. If the complainant is a project employee, the complainant may file with the County Affirmative Action Officer (second level) or the Director of Personnel. f. The Director of Personnel is responsible for making the necessary inquiries in attempting to resolve the complaint and must advise the complainant of the results . 2 . Second Level : a. if a written complaint is filed with the County Affirmative Action Officer, an . investigation will be conducted with the assistance (if needed) of the Personnel Department, County Counsel, and operating department. b. The Affirmative Action Officer acts as an impartial third party in the investigation and mediation of discrimination complaints . The Affirmative Action Officer's role is not to represent or be an advocate for the employee or the department. The Affirmative Action Officer's role is to act as a rmutral . third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies . c. The complainant must state who the complaint is against, the type of discrimination alleged, the circumstances or situation . involving the complaint, and the remedy requested. -2- d. If the County Affirmative Action Officer is successful in mediating the complaint, the complaint is resolved. e. If, after the investigation of the complaint, the County Affirmative Action Officer is unsuccessful in mediating the complaint, the complainant shall be advised of their right to file a written complaint with the Merit Board within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint and advising the complainant of the next level (third level) . f. If, however, mediation by the County Affirmative Action officer is unsuccessful for project employees, the complainant shall be advised of their right to file a written complaint with the Director of Personnel (third level) within 30 days of receipt of notice from the County Affirmative Action . Officer closing the complaint. 3 . Third Level : a. The complaint to the Merit Board must be in writing and must set forth the grounds and facts upon which discrimination is alleged and the remedy sought. A person may file a complaint of unlawful discrimination with the Merit Board within 60 days of the date the alleged discrimination occurred, or within 30 days of termination of mediation effort by the County Affirmative Action Officer, whichever is later, except that as to matters in which personnel management rules provide specific appeal procedures and time limits, such appeal— procedures and time limits shall apply. b. The Merit Board may hear the complaint or refer the complaint to a Hearing Officer. The hearing by the Merit Board or Hearing Officer is separate and independent from the investigation conducted by the County Affirmative Action Officer. C . The Merit Board and the Hearing Officer shall not receive or require the disclosure of oral -3- or written communication to or by the County Affirmative Action Officer in the course of mediation. d. The Merit Board is the final appeal level for discrimination complaints within the County. Final decisions of the Merit Board on discrimination complaints shall be enforced and followed by the County or the appointing authority whose action was the subject of the complaint. B. Employment Applicants An, employment applicant may file a discrimination complaint at the second level or otherwise according to the Personnel Management Regulations. V. RESOLUTION OF COMPLAINTS FILED BY FEDERAL AND STATE AGENCIES AGAINST THE COUNTY OR OPERATING DEPARTMENT. Complaints filed by agencies such as the Equal Employment Opportunity Commission (EEOC) and the Department of Fair Employment and Housing (DFEH) are coordinated by the County Affirmative Action Officer. A. A copy of complaints received by a department will be sent immediately to County Counsel. B. The Personnel Department. operating department, and County Counsel (if requested) may assist in preparing a response to the Federal or State agency. C. A copy of the response shall be sent to the County Affirmative Action Officer for review before submitting to the Federal or State agency. D. The County Affirmative Action Officer will mediate the complaints (when applicable) between the department(s) and State or Federal agencies . VI . INVESTIGATE INQUIRIES FROM FEDERAL AND STATE AGENCIES A. The County Affirmative Action Officer will coordinate ( if necessary) with the Personnel Department, operating department, and County Counsel responses to investigate inquiries from. State and/or Federal Compliance Agencies . -4- B. The response to investigate inquiries will be reviewed by the County Affirmative Action Officer before submitting to the agencies. Orig. Dept. : County Administrator Reference: Personnel Management Regulations Phli achel Comor, y Administrat r -5- t 4Y Vol.8. No.1 DATA PROCESSING SERVICES' NEWSLETTER THE DIRECTOR'S CORNER DPS just had a series of"Time Out brainstorming sessions schedule of pricing that allows attendees to pick the most focusing on the County's fiscal woes and we've compiled all the meaningful portions and pay for just those parts. Exhibits are suggestions to send forward forconsideration by the administra- $15 but vendors send out many passes for free. Keynotes-only tion and the Board. Among the benefits of this exercise was the are$50. A one day conference is$65;three days are$195 and chance to make ourselves more aware of the facts related to pre-conference workshops are$100 each. To assure you get the Contra Costa's specific situation,so that we can provide betterteam ratediscounts,whichare$60 foronedayand$180for three information to our friends and neighbors who are also voters and days,send in your registration through DPS by April 2nd. Jan taxpayers that need to know! Romer will be handling them again this year. My congratulations toLoc Nguyen,DPS'latest Employee of the The second part of our Entail/Office Automation testing for a Quarter. He was selected by his peers for his dedication and his PROFS replacement is ending soon and I hear a lot of positive accurate,thorough work. He also has a remarkable attendance feedback about the EMC2/TAO product. It has some exciting record;he's used no sick leave since coming to work here June capabilities beyond replacing the basic PROFS functions too. 1, 1988! Many thanks,Loc,for your fine performance! We will be offering some opportunities to review the electronic forms functions which make possible speedy routing.of ***** "paperless"forms for approvals and action without having to do Weare all finding it more difficult tobepositive and enthusiastic elaborate programming. These forms can range from simple due to the economic situation facing us now, but the drought things like travel and vacation requests to complex purchase appears to be over at last and Spring is definitely starting to order approvals and document distributions based on form brighten the world around us. This annual renewal has to contents. Time consuming "walk through"processes can be generate new hope and optimism in us as well. There are still automated easily and inexpensively with this type of software ways for us to make a difference! tool. It offers the kind of help County staff needs to enable greater productivity. Watch for more information about demos in the near future. '71Qce. In Spring we seem to be inundated with offers for this seminar IN THIS ISSUE... and that conference or expo. In these times of tight budgets and Director's Corner....................................... 1 impending cuts it's difficult to find funds for these kinds of E-Mail Evaluations....................................2 activities but we are all searching for the better mousetraps that ICLAN ......................................................2 will make us more cost effective. With that in mind,we have Purchase of PCs.........................................2 sent out the materials on this year's Government Technology Systems&Programming Conference to be held in Sacramento May 12-14. This year's y ......•••••..•.......••••••3 Online Time Reporting..............................3 opening keynoter is Ted Gaebler, co-author of Reinventing Lower Level Networks .....:........................4 Govcmment:How the EntreprenurialSpirit isTransforming the Affirmative Action ....................................6 Public Sector. Scott McNealy.Chairman,CEO and president High Cost Meetings...................................6 of Sun Micro Systems,is the second day keynote speaker. GTC PCTips ...................................................:.7 has been one of the better conference values available and PC Class Schedules ...................................7 opportunities range from the no fee exhibits (with passes from Equipment For Sale...................................8 vendors) to a full conference and/or workshops..Note the new I 1 A ttach-.ie _ 3 E-MAIL EVALUATIONS consists of programs residing on both the mainframe and on the User's PCs using the system.There is no charge for Iclan;and A group of approximately 60 county employees representing if you would like more information,please call Personal Com- many different departments are participating in a project to puting Services at 313-1300. evaluate two E-mail products,MEMO and EMC2/TAO.We are r looking for a PROFS replacement which will offer more func- Eiripl0,y88 PUl'CjitQSB Of PCS tions and is more cost-effective. We want the people who use E-mail to be involved in the selection process.If we do select a replacement,PROFS will not go away immediately,and we will The County is using two contracts to purchase personal comput- continue to support PROFS as long as necessary for an orderly ers and related equipment. Under the conditions of these conversion.There will be overlap,training,and other assistance contracts is a provision that allows employees to purchase PCs, in migration which will take place over a period of months if a printers,software,and related equipment at the same price the new product is selected. County pays. The contracts are with MicroAge of Concord and ComputerLand. MEMO was the first product to be evaluated,and it was used for about six weeks.The second product EMC2/TAO,will also be One contract was awarded by Contra Costa County to MicroAge. evaluated for about six weeks. After each evaluation period, It is for IBM compatible PCs made by DTK. There are printers participating staffcompare the product being tested with PROFS.' and related hardware on the contract with MicroAge. The After.both products have been rated, there will be a general MicroAge contact person is Blake Hurlburt at 510-680-1489. meeting to which all participants will be invited to share their MicroAge is located at 1150 Contra Costa Boulevard,Concord. impressions. The potential replacement will be evaluated on Following is a partial list of what is on the contract: user comments,cost for customers,intelligent forms capability, and the capability of integrating the E-mail with production PCs: DTK with 80386SX,80386DX,and systems. 80486DX machines Displays: DTK, Viewsonics,NEC and Sony Mice: Microsoft,Logitech ICLAN Modems: Viva,Zoom Printers: IBM,Epson,and Hewlett-Packard Iclan is a system which allows the VM computer and certain PCs Miscellaneous: Keytronics thatcommunicate with VM to work together to resemble a local area network(LAN).It is menu driven and each menu selection The other contract was awarded by Los Angeles County to prompts the user for any additional information it needs to carry ComputerLand. The"LA Contract"is used by our County as out its task. well as other counties in the State. The contract is for a variety of equipment from many vendors. ComputerLand offers a 30 Iclan has several functions,but the ones most frequently used are day price guarantee that they will have the lowest bona-fide the sending and receiving of PC files to and from other Iclan price. The ComputerLand contact person is Stephanie Gensler users around the County.When sending a file,you are prompted at 510-287-3643. Following is a partial list of what is on the for the name of the file you wish to send,and the user id of the contract: recipient.When receiving a file,you select the file name from a point-and-shoot display of Iclan files in your reader, and PCs: Apple,ALR,Acer,AST,Compaq,Epson, specify the directory where the file is to be received. Hewlett-Packard,Hyundai,IBM,Leading Edge, Toshiba and Trion(ComputerLand) Iclan also allows you to download files from both a County-wide Displays: NEC,Sony,Sigma,Radius,Samsung disk to which all departments have access and from your Mice: Microsoft,Logitech departmental disk to which only your department has access. Modems:Hayes, Ven-Tel, U.S.Robotics There is also an area where applications which. have been Printers: IBM,Epson,Hewlett-Packard, Kodak, developed by County staff can be stored and accessed by any Okidata, other staff who may have need of such an application. Pacific Data Products, Tektronix, Miscellaneous: Curtis,3M,Belkin,Farallon, Many applications are possible forIclan.In thePublic Defender's Maxell,Keytronics,Procomm, Quantum, Tripp Office,Sue Cevasco and her staff have used Iclan to send legal Lite, Verbatim documents between Richmond,Martinez,and Concord.Forms, templates, and standard text for letters could be stored on a If you would like some pricing you can contact the respective departmental disk and downloaded for use by all staff in that sales person for each vendor. Your department may have department. "worksheets" for MicroAge that you could use. There are "worksheets" for some ComputerLand products also. if Per- To use Iclan, you must be running IBM's PC3270 ENTRY sonal Computing Services can be of help for consultation or LEVEL EMULATION and have a valid PROFS userid. Iclan pricing please call 313-1300. 2 SY . ... ........... ................. i . ,S 'ES P.... .. ... ... tt3GRAMMIIG« I ONLINE TIME I O REPORTING OR T IN G YEAR 2000 In January the Auditor's payroll staff, in conjunction with Systems&Programming,successfully completed converting by Barbara Pendergrass the last County departments and certain special districts to the new Online Time Reporting system.This system replacesthe The year 2000 used to seem so far in the future that it was difficult old punched card system and allowed DPS to eliminate dw to imagine how it could possibly affect computer systems. It is expensive and antiquated unit record(punched card)equip- also difficult now to envision ment. software applications devel- oped and installed in the 70's The system allows payroll clerks to use terminals and/or and 80's still running today personal computers to enter the time information required to that will be running 10 years produce payroll checks and maintain leave balances. from now! Nevertheless it will happen,especially with Fors are reduced using the new system because validation large complex systems too takes place as the time data is being entered. For example,if expensive to replace an employee does not have sufficient time accrued for the completely,and "quick and leave being taken,the payroll clerk is notified when entering dirty"systems expected to be the data on the terminal,so it can be corrected then rather than shortlived which became stra- days later when the batch processing would have detected the tegic instead. When many of problem. these applications were de- veloped no thought was given DPS would like to thank the Auditor's staff for theirassistance to their running in the year on this project,as well as the payroll clerks who have made 2000 so they were designed the transition to this new system easier because of their with a two year digit capac- willingness and flexibility in changing to a new procedure. ity,93 for 1993 or99 for 1999.They will not run in the year 2000, without being modified if system logic requires calculating differences between dates, thereby requiring a distinction be- tween dates like 1910 and 2010,etc. The cost of changing or , replacing systems to handle a four digit year during the nett six years is going to be significant and this cost must be identified. Recently "Government Imaging", the national newsletter for Government Imaging Technology, carried an article on the same subject,and stated that ITT Hanford Insurance Company expects to spend $20 million to fix the date adjustment in its systems. Contra Costa County Data Processing Services'costs MICROTIMES MAGAZINE—FREE will not be that high,however they could be substantial. DPS staff is aware of the necessity of the date adjustments,and they I Data Processing Services has arranged to be a distribution point are being addressed as major changes are made to systems. I for the FREE MicroTimes magazine. There is a distribution rack in DPS'lobby. Please feel free to come by and pick up the The article in "Government Imaging" also mentioned some j latest copy.MicroTimes is a magazine dedicated to the personal companies don't have the source code for some systems, to i computer user(consumer)in the San Francisco Bay Area. enable the date changes to be made. DPS has controls over source code, thus will not experience that problem. Analysts will be reviewing all systems as time allows,and talking with departmental staff regarding the systems which need to be changed to a four digit year. The analysts at the same time will identify any systems using only a five digit zip code and the system needing expansion to use the additional digits recom- mended by the post office. DATA PROCESSING SERVICES FAX 313-1459 ADMINISTRATION Departments with their own systems, written inhouse or by FAX 313-1358 OPERATION'Svendors, may avoid Problems later bN checking on this issue now. HELP DESK 313-1250 EDITORSNOTE:These articles were prepared by the authors unique from the far more common form of networking al6ong as part of theirftnal assignment while attending INTRODUC- personal computers,the client-server(server-based,or hierar- TION TO DATA COMMUNICATIONS (COMSC 145) at chical)systems,in that any computer can be a client,a server, Diablo Valley College. They are reprinted here with their or both. permission. In the client-server approach, clients (workstations) access With budget constraints and the need to share more and more servers in order to use the resources found on the network. The data in each office,networking is a growing trend. Many times server is one computer which centralizes many resources into a small and simple network will provide a solution when the one place,allowing the workstations to access it for applica- need to share data and/or resources is infrequent. This article is tions, data and hard disk space. Servers manage the way intended to inform you of a small and simple solution that you applications and data files are shared among the workstations. may want to consider. Servers can also handle printing by storing print jobs until printers are available,and then directing the print jobs to their LOWER LEVEL NETWORKS respective printer destinations.Servers also have very large disk by Norman Kibbe,Department Head space,which means that the workstations don't need hard disk Forty Plus of Northern California, Oakland drives,they can simply share disk space on the server with other workstations. Printer Sharing. One of the main advantages of the client-server approach is that Printer sharing (allowing several computers to print from the the.power of the network grows with each added workstation.When a workstation requests a service from the server(such as same printer)is the first step for most organizations wanting to link computers together. The most common method of such retrieving sword-processing application and document), the sharing is to plug serial n server responds by sending the application and the document to parallel cables into a switch box with the workstation.The workstation uses its own processing power an output line to the printer. to run the application and manipulate the document. The server File Sharing supplies the files and stores or prints the documents as requested. The simplest form of file'sharing is known as SNEAKER NET. In a peer-to-peer network, users do not have to go through a This involves copying the files to floppies and walking to the centralized, dedicated server to access network resources, in other computer(s). This form of file sharing is so slow and fact,no dedicated server is required. Depending on the network setup,any computer in the network can act as a server,a client, inefficient that it can be one of the chief motivations for installation of a LAN. It does offer maximum security and or both.The server function lets computers share their resources control of distribution. with other workstations having a client capability. Any com- puter with a hard disk drive is a potential server. The client Peer-to-Peer Networks �. capability allows computers to access information on other workstations, those having a server function. Theoretically, every computer on a peer-to-peer network could exchange The idea of such networks is that all users and stations on the information directly with every other computer on the network. network have equal rights and access to the network. Each The users must be taught,however,that their workstation is now . workstation has the same network software and controls access a shared resource, and they can't just shut it down without to directories and f iles by declaring them either public or private. potentially interrupting someone else's work. These networks allow "public" files to be stored on any hard drive at any node on the network and to be accessed by any node peer-to-peer networks in the DOS environment are often called on the network. There are several widely used Peer-to-Peer "DOS-based"because they rely on DOS much more heavily network systems including APPLESHARE, TOPS, LANTASTIC,and NOVELL LITE. These are most commonly than a traditional hierarchical network does. Netware, for example,is actually a separate network operating system run- used for small networks with low traffic volumes. E-mail can ning on the file server,with networking pieces on the clients be run on these networks,depending on the requirements of the I running on top of DOS. Netware Lite,on the other hand,simply E-mail program. puts what Novell calls"networking modules"on top of DOS ' * ` without providing a separate operating system. Although some companies in the peer-to-peer market do use this terminology, PEER-TO-PEER VS. CLIENT-SERVER it is a misnomer to call a peer-to-peer network an operating system. N'ETNN'ORKS by Mark Williams, Senior Program Analyst � There are a number of benefits,with cost and flexibility being two of the most obvious,to this type of networking configura- tion,As their name implies,peer-to-peer networks are based on the although there are some environments in which it is not sharing .of resources among personal computers. They are ! appropriate. Traditionally, peer-to-peer networks have been (coruinued next column) (cowinued on page 5) 4 Networks(cominued from page 4) limited to smaller networks as they can become awkward in Peer-to-gleer Networks large installations. They are best suited to small companies or ad hoc work groups within larger businesses. Functions are shared by the workstation "peers"on Peer-to-peer networks are generally easier to install than a these networks. One workstation might act as the ,server-based network. Usually it does not require the print server,while another would handle database services of a professional networking specialist to install or storage. Each PC can be a server, a client, or both. maintain. Peer-to-peer networks can be easier to use and administerbecause they offer the familiar DOS-based inter- face,however,case of use can be overstated. They are easy Advantages to install and maintain when prior networking experience exists. If this is not the case, then the services of a - Low cost sharing of existing resources. professional networking specialist will be required. - Easy to install and maintain. The two most frequently cited drawbacks of peer-to-peer - S imple network use and administration. networks are in the areas of security and performance.With - Can be used as a stepping-stone to a client- respect to security,peer-to-peer networks are intended to be server network. used for the sharing of resources,not for restricting access - Does not require a dedicated server and Net- to them. Resources are not necessarily centralized, but work Operating System. rather they are shared from wherever they reside. Perfor- mance weakness in a peer-to-peer network is inherent in the reliance on the DOS architecture. DOS performs one Disadvantages request at a time and is not terribly efficient when it comes to time-sharing of network, resources. When two or three Large tasks (heavy 110) can slow down the people access an application at the same time,someone will entire network. have to wait while DOS finishes its first request before fulfilling the next request.The efficiency of the peer-to-peer Not well suited to larger workgroups. network depends on h.ow many workstations need to use Security is harder to maintain. critical applications or shared printers at the same time. File access time is limited by the speed and COMPARING TWO WAYS OF NETWORKING capabilities of the workstations where the files are stored. Processing on the workstation where thefile(s) Tient-serer Networks are stored can be slowed because of file access A central computer, or"server", performs shared loads.Backups are difficult as files are stored at functions, such as database storage or printing for various physical locations which will slow the the"client" workstations backup process. Advantages All workstations with shared files have to be powered up and logged on the network. - Expansion capabilities for this type of network The "server" is dedicated to time-consum- are limited. ing tasks, freeing up individual worksta- tions. - Fault tolerant features are not available. - Can degenerate into anarchy when no admin- Power of the network increases with each istrator is designated. added workstation. Disadvantages Can be expensive and complex.to install and maintain. Happy Easter (Coluinued?V.X1 column) WHAT IS AFFIRMATIVE ACTION? nel officer. Any questions still unanswered,call me. I am eager to.help you know more about affirmative action. A speaker ata banquet I attended last year given by the Pittsburg I am still surprised to hear that some employees donor know they Chapter of the National Association for the Advancement of have a Department Affirmative Action Coordinator. I want to Colored People(NAACP)stated that Affirmative Action in this hear from you. Help me improve the communication between country has progressed from fighting for the right to sit any- you and your Coordinator. Remember,we(employees,man- where on the bus,to driving the bus,and now trying to own the gers,unions)are working towards having a representative group bus.He,however,stated that the County still didn't have enough of employees at all levels in the County's.workforce. And we bus drivers(i.e,minority and female represented in management need your ideas,recommendations,and commitment if we are and administrative level positions). to reach our goals. National attention on the three highly visible females being Emma Kuevor appointed to the Senate is a reminder that the"glass ceiling"is Affirmative Action Officer slowly but surely being broken. Despite adverse publicity,little County Administrators Office support at the national level,and a decrease in jobs at the State 651 Pine Street,10th Floor and local level,affirmative action is active, alive,and doing Martinez,CA 94553 well. (510)6464106 What is Affirmative Action? Affirmative Actions are positive THE HIGH COST OF MISMANAGED action(steps)to reach a stated goal or objective. Goals are set MEETINGS and positive, aggressive actions are implemented.in order to reach those goals. Our County is fortunate to have a positive Six people are gathered in a conference room to discuss the need working relationship with the unions,management and employ- for a new facility. Suppose they're all middle managers with ees because Affirmative Action goals are accomplished.when salaries that average$50,000 a year....one thousand dollars a everyone works together. week for easy figuring. Add 40%for benefits. That's 51,400 In July 1992,the County adopted an Affirmative Action Plan. a week times six,or$8,400 a week,which comes out to a$210- Each department was given copies of the plan and directed to an-hour meeting. distribute the plan to employees within their department. They If our mythical group comes up with a plan that will increase were also directed to develop Department Affirmative Action profits by umpteen thousand dollars a year whilereducing costs, Plans. Departments also prepared Implementation Plans that let them talk as long as they need to. Worth every penny'. address specific problems and issues within their department and with objectives they intended to set to resolve the problems. Now if two people arrive 30 minutes late,and the meeting can't In each department, the Department Head has appointed a I start without them,they've already wasted S 105 worth of time. Department Affirmative Action Coordinator to assist in the � implementation of the Departments' and County's Plan. The Then,if the guy responsible for site evaluation can't support his opinion with facts, others may feel their opinions are just as Department Head is the person responsible for implementing gam, And this opens the door to unproductive and potentially Affirmative Action in their department. destructive clash of opinions. Have you heard about an Affirmative Action Committee? The Next,given the futility of the site discussion,the meeting breaks Board of Supervisors directed each department to develop an Affirmative Action Committee in departments with 10 or more ! down into three two-person conversations dealing with finance, Parking facilities and a presentation to the Executive Commit- employees. These committees will assist the Department tee. At this point,the most constructive decision the group can Affirmative Action Coordinators and Department Heads in make is to set a time for the next meeting. implementing their Affirmative Action Plans. Some depart- ments have had committees for more than ten years and those This example is not typical of meetings in genera]. It's only committees have been used as models for other departments. A intended to dramatize the consequences of poorly planned few departments with committees are: General Service,Public meetings. Such meetings are not only costly wastes of time,but Works,and Social Service. they can defer decisions, let opportunities slip by, and cause paralysis that threatens the future of the enterprise. If you don't know who your Department Affirmative Action Coordinator is, what they should be doing, what your Depart- On the other hand, too many meetings degenerate into bull ment Affirmative Action Plan states, what groups are under sessions. At$210 an hour,the difference is worth noting...and represented in your department, and what your departmental correcting. goals are for correcting the under representation,ASK!!! Who This articat is a reprint from "The Dai!-Timer Library of Work do you ask? Your supervisor,administrative services or person- Managment/deal KHATS 6 a S Introduction to P{' DOS Intraduct 4106193 Record and save standard command sequences. Why 4122193 reinvent the wheel? When you develop a report or letter 6104193 format,make a note of the command sequences and store 5119193 them with a copy of the document. Or,if your program 6/ 03193 permits,create then store the format on the same disk as the 6117193 document. Next time you want to use it, the format or command sequence will be at your fingertips. Latus 1-2-341113/9933 I If your work isn't automatically saved on disk as you 5112193 enter it, be sure to perform the "save" function fre- Lotus I-2-3 Pt.2 quently as you type.Otherwise you risk Ini7ing text if your 6115193 power fails,the equipment malfunctions,or the computer's temporary memory isn't large enough to hold all the text Windows you type onto the screen. 4121193 5107193 To be extra sure your text is safe,make backup copies of 5120193 your disks and store them in a separate location from your 6101193 originals. Pagemaker 5114193 R.-Base 4115193 Excel Pt. I 4108193 , CLASS ACT 5111193 6/22193 Data Processing Services is now handling enrollment in their PC Classes. Excel Pt.2 5127/93 To enroll in a PC class call 313-1200. County employees must have their training coordinator approval before WordPerfect Pt. I signing up for a training class. The following information 4/ 071933 5105193 is required for registration: 5125193 6102193 Employee Number 6123193 Department Name/NumberlLocation Organization(org.)Number WordPerfect 5.1 Pt. 2 4120193 About two weeks prior to your scheduled class you will 5118193 receive a letter asking you to call and confirm your atten- 6110193 dance. Please call as soon as you receive this letter to reserve your space in the class. WordPerfect for Windows Pt. I 4128193 If you are not a County employee you must also call to confirm your attendance as soon as you receive your letter. WordPerfect far Windows Pt. 2 Non County employees must pay S65.00 prior to attending 6/24/93 the class. Word for Windows We will hold special classes for groups of eight at the 6108193 Customer's request. If you have any questions about our training program please call 313.13(k). The Assessor's Office has the following o win equipment Ut � en t available: 2 CPT 835 Word Processors sa rs 1 od r Word Processor sso PT'8535 Wo d - IC >. : .:�..�.....A!Y.K.:<i!ii::Fk:';i:2ii lCPT RS Shared Resource System m (central memory) n ce 2 CPT rotary IX printers with sheet feeders 1 CPT Matrix 1 dot matrix printer STATISTICAL SCOREBOARD (sheet and Continuous feed feeders) Operations: DEC 92 JAN 93 FEB 93 All equipment is working and has been well maintained with Online System Availability 99.550/a 99.20°/6 99.60% a service contract. Batch Production Jobs Total 3281 3301 2999 Jobs No Reruns 97.92°/0 97.51% 97.94% For information contact Dan Mlissy 313-7424. Jobs with Reruns 2.08% 2.48% 2.06°! r * s � Reruns by Cause: Program Error 22 28 29 General Services•Purchasing has the following equip- Hardware Problem 14 17 13 ment for sale: Software Error 01 01 00 Operator Error 00 00 00 1 IBM 3472 Terminal Customer Error 08 09 03 Data Entry Error 00 00 00 2 IBM 3192 Terminal Control/Staging Error 05 01 02 Space Allocation. 04 02 01 For information contact Les Littman 313-7300. Resource Contention 08 09 12 Supervisor Error 01 00 00 Environment Error 00 00 00 Your 'ad' should include'the following: department name, Systems and Programming: name and phone number of the contact person,and specifics New Service Requests Received 22 23 24 about the equipment available. Service Requests Completed 08 29 09 Service Requests Outstanding 195 189 204 Send the above to Data Processing Services,30 Douglas Drive,Martinez,Attn: Alan Schulze,and we will get it into Program Modules Moved to the newsletter for you. Production 435 554 408 New PC Service Requests Recd. 186 158 175 PC Service Requests Completed 182 151 182 lc ` PC Svc.Requests Outstanding 12 19 12 _ Note: New service requests are primarily for mainframe programming and analysis. � PC service requests can range from hardware or softwae problems to programming and analysis. DPS.EDITORIAL COMMITTEE:;!: DES TOP PU BL ISH INQ- USER GROUP WILL MEET ON APRIL IS Dineen Burdick, Penny Hurley ;` AT 3:00 P.M. IN DPS CONFERENCE > ` >5usan Wright, Elaine;Rawlett ROOM 245 3 b Romer; Alan Schulze R . ...................... ... .- DP . 1: .. I .. .......... D ..... ........... ............. ............. . ...... ..................... ... II......... ...... ........ . . .................... ................... ............ ........... .... ...... . .......... . ......... .............. IL ............ ........... ::. . ......:.:.::...........:: .::..:;:::<::.. ::......:.:: . ? PEOPLE II�,i'fHE +1E WS:: ' ::>:EMPI;[3YEE;.CF fiHEUA .. ROSEMARY HULL LOC NGUYEN RETIRES Our Employee of the 1st Quarter for January through March Rosemary Hull retired from the 1993 was born in Vietnam in 1951. He graduated from Saigon Operation's section of Data Pro- University with a Bachelor of Arts Degree in Literature and cessing Services on December 30, Pedagogy. He has also completed 38 semester hours of Com- . 1992,after having been employed puter Science as well as a CC ROP Certificate in computer with the County for 26 years.She operations. For 7 years,from 1974 until 1982,he was a High came to work for the County as an Electronic Accounting School Literature Teacher in Vinhlong,Vietnam. He was first Machine Operator on June 1, 1966,advancing over the years appointed as a Computer Operator Trainee on June 1, 1988, to the position of Computer Operations Coordinator February reclassified to an Operator on March 1.1989 and then to Senior 1, 1990. Along the way, with her excellent organizational Operator on October 1, 1989. skills,she helped advance the division in many ways. She was instrumental in the installation of our Automatic Scheduling While in college in Saigon,Loc met his wife Vinh. They later System(CA7),Netman with its Problem&Change Manage- taught in the same high school. They have three children,two ment, the Disaster Contingency Plan, Tape Vaulting Proce- boys ages 15 and 13,and a girl age 6. Loc's family came to the dures and documentation of many procedures. She also was a United States by boat in 1983. For a short period,he assisted as key participant when social activities were planned within a Teacher's aid at Halbrook Elementary School in Concord, DPS. teaching Kindergarten through grade three students how to use PCs. He also worked as an interpreter and as a bilingual teacher Rosemary and her husband Bob reside in Vallejo when they're at two centers where he helped Southeast Asian refugees not sailing the Pacific in their sailboat,aptly named"Hull-o". assimilate into the US. We wish Rosemary a well-deserved and leisurely retirement! Loc enjoys music, plays the guitar, loves to read and is very NINA REYNOLDS involved in his religion.Hehasalsohad perfect attendance since RETIRES coming here,has used no sick leave,isalways on time and is very accurate and thorough in his work. Nina Reynolds retired from the Op- Congratulations Loc! erations section of Data Processing Services on January 29, 1993. Nina =Q worked for the County for over 21 ears,startingas a Control Clerk in ''` y Wiz,=�_��, WELCOME! Operations in December of 1971, and ultimately being pro- moted to a Senior Computer Operator in 1987. Nina experi- enced many changes in Data Processing during these years...going xperi-encedmanychangesinDataProcessingduringtheseyears...going JOANNE KIWI VO from a basic card processing on smaller DOS computers with mostly manual controls of input and output,to the much larger MVS computers with automatic scheduling,faster disk and tape drives, and many on-line users'. Nina shares a home with her daughter Stacey and two grandchil- Congratulations to Thuhue &Tri Vo on this new little bundle dren,Christopher and Margaret. She is currently helping teach of joy.Joanne.Kim Vo was born at 12:01 PM on December 29th, grade school kids how to operate computer keyboards. She just 1992. She weighed 6lbs,1 oz.and was 19 1/2 inches long. Baby, bought a new car and plans on some traveling in the summer- Momma, Daddy and brother Jeremy are all doing fine. (Baby time. We wish Nina a great retirement!! Joanne is exactly 18 months younger than Jeremy). 9 Ow l", WELCOME! dP AUTUMN DANIELLE Chris Brand and Marinelle Thompson have completed 20 PUN years of County Service this year. They were honored at our January Monthly Celebration... Congratulations to you Congratulations to Julie and Warren Pun on the birth of their bout...., daughter,Autumn Danielle Pun. Autumn was born Novem- ber 12th,1992,was 201/2 inches long and weighed 7 lbs.15 oz. We're sure she is even more precious to Mom and Dad because she is their first child! TRIVIA TOURNAMENT Juvenile Hall's Trivia Tournament was held this year at Fubar's in Martinez,Sunday February Tut: 20 teams competed consist- ing HAPPY of County employees,friends and family. Our division was represented by the Mega Bytes (appropiately named). This year's members were Elaine Rowlett,Lynn Currey,Bob Brad- ley,Adrienne Wies,Sally Sprague,Sue Hill and Ernie Sharer. BjRTHDAVM• • • The official spokesperson for the DPS team(Elaine)stated that JANUARY the Mega Bytes placed higher this year than last' year............Congratulation s'.'.'. Ken Harold 03 Tom Entwisle 03 Tony Ronan 09 Kathie Smith 21 Judy Archer 26 Marcia Hampton 27 VOLUNTEERS NEEDED!!! FEBRUARY Our Valentine raffle winners were Bob Bauer and Ron Saari. Bob was our grand prize winner of the sweetheart basket and Ron,a bottle of champagne. Penny Hurley 09 Neomi Chavez 14 TheOfficeFund Committee would liketo thankall of thepeople i Ken Strom 23 who donated items and time towards the Valentine raffle. Linda Nielsen 24 Upcoming Events: MARCH March -Parking Space Raffle Joann Kinzel 03 April -Easter Ham Raffle Rama Padmanabhan 13 Dave Campbell 13 Of course we will be looking forward to seeing everyone at our Jan Miles 14 monthly celebrations. i Carlos Silva 14 Nancy Waddell 21 We would like to take this opportunity to ask for Volunteers in i APRIL setting up our white elephant extravaganza sale (no date has it been determined). . Greg Edralin 1 l Ming Ko 13 Please see Crystal,Gai or Scott if you can offer your ser- Kathleen Tudor 18 vices" Dineen Burdick 29 10 1992 DIVISION SICK LEAVE ANALYSIS The figures show usage of total accrued sick leave and percentage used. 1992 Number- Accrued Total Sick days Rank Division Employees Sick Hours Sick Hours 1992% Per Employee 08 Administration 04 384.00 176.20 45.89% 5.51 06 General Government 09 864.00 317.20 36.71% 4.41 05 Human Services 07 672.00 233.20 34.70% 4.16 04 Law&Justice 09 864.00 262.20 30.35% 3.64 10 Operations-Day 13 1,248.00 929.20 74.46% 8.93 03 Operations-Grave 08 768.00 224.50 29.23% 3.51 07 Operations-Swing 11 1,056.00 424.40 40.19% 4.82 02 PC Services 06 576.00 124.70 21.65% 2.60 11 Property Systems 08 768.00 594.20 77.37% 9.28 09 Systems&Prgm Admn .06 576.00 325.40 56.49% 6.78 01 Technical Services 04 384.00 57.30 14.92% 1.79 Division Wide 85 8,160.00 3,668.50 44.96% 5.39 1991-1992 DIVISION SICK LEAVE COMPARISON The figures show usage of total change percentage Division 1991% 1992% Changed % Administration 30.76% 45.89% 15.13% General Government 63.98% 36.71% -27.27% Human Services 35.57% 34.70% -0.86% Law &Justice 36.24% 30.35% -5.89% Operations- Day 63.88% 74.46% 10.58% Operations-Grave 48.61% 29.23% -19.38% Operations- Swing 39.67% 40.19% 0.52% Personal Computing Services 50.01% 21.65% -28.37% Property Systems 43.68% 77.37% 33.68% Systems& Programming Admin 36.93% 56.49% 19.57% Technical Services 15.99c,c 14.92% -1.07% Division Wide 46.68% 44.96% -1.72% NVE ARE MAKING SOME GAINS THANKS TO EVERYONE'S GOOD EFFORTS! 11 i er s Cwn eekFon EWSLET- rI Ei DECEMBER 1992,JANUARY, FEBRUARY 1993 COUNTY CLERK'S OFFICE lerk's generate additional revenues for our Form and Process. We are now in the By: department. process of scheduling employee reviews Xpcc orner Steve Weir for the whole department. Employees Phil Batchelor has presented over 70 have the right to know where they stand Newsletter, The Short Version! suggestions for dealing with the budget with their supervisor in terms of their crisis and the Board of Supervisors has work product. I am asking supervisors THE BUDGET: adopted them. I will have a copy avail- in the Clerk's Office to schedule Em- able at Debi'sdesk for your review ifyou ployee Reviews with all employees. We As you all know from the press and from are interested. I have found the points will try to do so prior to performing the talk around town, we are facing to be generic and more oriented to- merit step reviews or annually for those another rough budget year. Last year, wards discussions as opposed to hard who are at their top step. Please bear we took a 30%cut and did so success- suggestions. with us as we expand this process into fully. This was due in no small part to the Clerk's Office. the help and ideas that came from you. AFFIRMATIVE ACTION: THANK YOU! SICK LEAVE POLICY: I am the Affirmative Action Officer for It has not been easy this budget year. the Clerk/Recorder Dept. The County has given the departments However,we are one half way through some eloping a Side Leave this budget year and it looks like we'll February is Black History Month is Po . Ovei the,bS month, I will make our target. We have fared far Contra Costa. Yolanda King,the eldest o sea policy to &1 plemented better than many other County depart- daughterof Martin LutherKingwas the )\`iarch �U�.'vEo . ments. One of the reasons that we have guestspeakerat theannual Humanitar- been so successful this budget year is ian-of-the-Year awards in Richmond n: that we have all worked together to save on Tuesday, January 19, 1993. A dy- �— as many positions as possible. namic speaker, Ms. King pointed out that 1993 marks the 25 anniversary of rnewsletter staff isal -3itterested I have been asked to submit a 40% re- the assassination of her father. Every `a` ideas or appropritarticles for duction plan(off of our net county cost) state in the union now observes Martin t JTical Qn. :Re mber, this is by April 1, 1993. (In 1992-93,we were Luther King Day in January to cele- YO ! eaise'te �� ease submit any asked to reduce our net county cost by brace the life of a man who used non- ideasyouhavetoyour newsletter repre- 30% or $1,167,000. A 40% reduction violence as a vehicle to attain social sentative: for 1993-94 is about $1,250,000.) You change. Ms.King pointed out that with Clerk's Office-Debi Cooper gave me many good ideas for streamlin- hatred towards foreigners, ethnic mi- Elections-Kay Sasek&Gwen Saxon ing and you helped us meet our goal of norities, homophobia etc.,on the rise, Recorder's Office-Trish Keane S75,000 savings through voluntary fur- much more work needs to be done to lough. Furloughs in 1992-93 saved three keep Dr. King's dream alive. positions in our department! As the Affirmative Action Officer,I will At the Board of Supervisor'smeetingon soon be asking people to join an Af- Tuesday, February 2, 1992, Supervisor firmative Action Committee for our De- Table of Contents McPeak proposed that we shut down partment. I will develop the mission of the County for one-half day in March the group prior to calling for its forma and ask our employees to brainstorm tion. Birthdays 2 ways to save money. This is an admi- Clerk's Corner 1 rable suggestion. 1 do not know if this is EMPLOYEE REVIEW PROCESS: likely to happen. However, I will soon News Notes 2 ask you to give me your suggestions on For many years, this department has i S on an been working Employee Review i I PeCSOf"el 2 further w35� to save money and w�av5 to p f � i Cheerfulness is what greases March (cont'd) the the axles of the world. BIRTHDAYS! ! ! Don't go through life 16 Sue Stewart creaking. December 22 Karen Gray H.W. Byles 28 Steve Weir 2 Pearlie Slaughter 29 Sam Pongrace 4 Socorro Ortega 30 Barbara Lehmann 4 Emiko McGee 10 Virginia Tirey Happy Birthday to All! News Notes 11 Kathy Parker 14 Sue Munn 'Day Time Custodial" 16 Dorthy Lovato Effective March 1, 19M93, 19 Barbara Van Vliet most building cleaning 23 Sally Tigue . operations will be per- 24 Rose Dumont Babies . . . formed during normal - 26 Karen Thames working hours, rather 27 Judy Cornell Babies . . . 29 Vickie Maldonado than at night,as is done currently. This Babies!! change is necessitated by the continuing ecenomic difficulties of the County. A January More babies have arrived daytimetwtodial operation will enable at the Clerk's office! the General Services Department to 3 Ron Whaley more fully meet the needs of your de- 6 Edith Hinrichsen Somoro and Sergio Ortega partment. 8 Sue Olvera (and big brother Sergio) 11 Hon.Edward Merrill have a new baby boy!! 17 Barbara Barrett Diego Ortega arrived 17Hon. Pat Sepulveda January 25, 1993 at 10:41 Valentine's 17 Hon.Wayne Westover ........... A. He weighed 71b.,13 St. 20 Dorabeth Sutterfild oz and mom and baby are :.::......... ......... .....: Day 22 Jean Lay doing great! 25 Sandy Lee Sunday,February 14, is 1.Valentine's Day, Sharon Killough is a new the day we celebrate.with February ith flowers,candy, Februa grandmother(again.). Her valentines and thoughts of love. son Kevin and daughter- in-law Sonjia welcomed 2 Bettyanne Westover Kevin Jr.,born January 22, Friday,February 12,is Lincoln's birth- 3 Cyndie Lee 1993 at 1:40 P.M. Kevin day, the Courts will not be in session. 6 Judy Barlettani weighed 7 lbs., 15 oz and The Clerk's office will behavinga"dress 9 Jeanine Mangewala is keeping everyone (in- up/down' day, with Valentine's Day 9 Hon.James Libbey cluding grandma and papa) colors the theme of 13 Angie Cresswell very busy! 'Auntie Mich- the day. 17 Sookja Chai elle" Killough is very proud 17 Kay Sasek of her new nephew!. The Clerk's Office 19 Jack mcMahon will also be having a 22 Bob Westby Bettyanne and Judge potluck luncheon. If 24 Mary Jane Pawley Wayne Westover are the you're interested in 27 Hon.Douglas Swager proud new grandparents participating,please 29 Hon.James Trembath of a baby girl! Samantha contact Karen Car- Mary Siaki was born to dinale to sign up for March their daughter and son-in a dish. The lunch- lawon February 5,1993 at eon will be held in breakroom dur- 2 Arlene Haberman 1:50 A.M. Samantha thethe ing both lunches. 3 Darlene Marlow weighed 8 lbs., 1 oz 4 Clarice Bush 10 Debi Cooper Congratulations Betty- Happy Valentine's Day! 15 Judith Sanders anne and Wayne! L I ' N K S I N C O M M U N I T Y S E R V I C E S 4. ..saw:-q"> • %=$<a" t ,� • �,� rte'"--� C O N N E C T I N G C O U N T_ Y G O V E R N M E N T T O T H E P E O P L E- Volume III Number I Summer 1993 Child .Welfare League Visits County Contra Costa :. ""' 1 and Department staff County was visited at the Neighborhood in April by two na- Services Mall along jtionally recognized ``} with two local child leaders from the - welfare experts,Doc- Washington D.C. tors Barbara based Child Wel- McCullough and fare. League of Kathy Armstrong, America, Shirlev ;, where the Countv'sef- Marcus, Deputy �;• '4 forts to develop a ser- Director, and Bob 7.1.' :: vice integration sys- MacKay, Housing tern wasdiscussed. and Homeless Pro s =+.` s' After the meeting Ms. { j gram Manager.The Marcus stated that Child Welfare < , :':': "Contra Costa County League of America, is on the cuttir edge Inc.undertakes vigin terms of service in- orous advocacy ef- tegration and linkage echnoIo0 Ms. forts each vear on t v behalf of federal �• �� Marcus also stated that j programs, policies "We(CWLA)are ex- andfundinubenefi_ A S'hirle.v Manus visits with children and Teacher's Assistant Theresa Ubando at cited that Contra Costa Pittsburg Pre-School j cial to vulnerable has been chosen as a children and fami- Familv Unification i lies we serve in our programs. Wilda Davisson,Program Manager of Program site (with the County Hous- the Child Development Division,. in- Authority) and it is our hope that i Mary Rosas, PATHS Project Admin- Cheryl Franklin-Golden, Head Start we will also be able to work %kith the istratiye Assistant skillfully, prepared Program Manager, Mary Rosas and county on an enhanced health care their bus\' itinerary and ushered them Department Director Joan Sparks. is- plan for foster children". from meetings with Department staff sues were raised regarding the pro- to the Housing Authority, Social Ser- posed Summer Head Start program, The Department looks forward to ad- vices and visits to the Neighborhood federal requirements regarding local ditional visits from national leaders Seryicas Mall. Pittshburrg Pre-School match to funding and barriers to sery- interested in the innovative and excit- CoordinatingCouncil.lunchesanddin- inL, homeless children in California. ing programs offered to families and ners, children in our County. Later in the day.Ms.Marcus met with !)urine Shirley Marcus' meeting �%ith Supervisor Torn Powers from District i L I N K S 1 N C O M M U N I T Y S E R V 1 C E r, Message D�recta sty Communi Services By Joan V. Sparks .Department Administration:: During the last several months we have at the state and national level we be- Toan;Y:Sparks,Director.' ; witnessed exciting developments in come. Wilda Davisson was recently A16i Prince;Admbi:Services-�cer our Department, new programs have elected Member at Large to the Cali- :: •. , ;. Child DevelOpmeni been added to our divisions and new fornia Child Development _(516j,17443994._,;: : :•:': _;.;':;;', staff with boundless energy and ex ' e- Administrators Association(CODA p ) Wilda Davisson.Program Manager rience have joined our team. Jerry and I was selected to serve on the Bechtold has joined us as Facilities National Child Care Task Force of the �.I.0)-4.6. " s Block c sits . . :(510)'64tr'S540`:':;::�':,"_':.: :'': Manager.Jerry brings years of expert- Child Welfare League of America,Inc. Darnell.Turnee,Ail ndger,;,`;;,:•;'':; ;.; .,;:, ence as Deputy Director of General f�oodandlVutriiion Services: ` Services Department in charge of The Department is working with the5I0),646 Building and Grounds Services and Martinez Unified School District to : latre,Mazwetl,.Prrgrzrm liton.$er,, Buildin Maintenance. "Welcome" consider the possible uses for the re-. Jerry! cently surplused Mountain View {51oj'6463540: School on Palm Avenue. This vacant Ghery_,rankle!Golden ProgramManager: "Welcome" is also in store for Bill school would be a perfect site to serve iiead.Starf tart. ran tJperatei.prrcan;''';; Weidinger who was selected as the as the central county center for ser- :.(5,10)37.4=3732 '.; Program Manager for the PATHS vices for families and children. We CproGWells°Manager:: .. .' project. Bill was with the Social Ser- have received an extremely generous ,lousing&"Ei;ergy'Assistance: .: .: vice Department for thirteen years and donation from"Tosco Refining Com- (Sioji5�6 5756 brings valuable insight and compas- pany to provide engineering services Shdron:Sidney;ProgramManbger sion to issues of..homelessness. for the feasibility and design of the PATHS:Project: I building. Many THANKS to Tosco! (5.10)427-8o9g, -Bill 1Veidinger;Program Manager Congratulations go to three employees who celebrate anniversaries with the Mark your calendars for the 2nd An- Ecoaotmc'opportunity Council: I ' County. Al Prince, Administrative nual Department Family Day picnic. Lou Rosas,Chairperson Services Officer, has been with the This year it is scheduled for September -Head Stan Policy Council: I County fifteen years,Willie Thornton 18 at the Marina Park in Richmond. Deineiiia Williams,Chairperson and Jim McEvoy of the Housing and Silvana Cademartori and Velma Bra-es PATHS AdvisoryCommittec Energy Division celebrate ten years of are using their excellent skills to orga- t510166 561 i service. nine the event again this year. If you Reverend Henn Perkins,Chairperson ! would like to help plan this fun day, It appears that the more the Depart- please call either Silvana or Velma. ment accomplishes,the more involved i I New centers Open To Serve j North Richmond Brookside.Child Develop Center lo- care. We have space for 15 additional vices Mall while work on the double- cated at 847 Brookside Drive in North children. Parents seeking service may wide trailer.our permanent site.is bi- Richmond be=an servine families on call Marva Lyons at 510-374-3701. ing completed. Construction had been May 17. We opened the door to 35 The Brookside children are tempo- delayed by the need to use: the trailer preschoolers for full day,full yearchild rarily served in the Neighborhood Ser- for temporary shelter for homeless L I N K S I N C O M M U N I T YS E R V I C E S citizens during our unusually cold and III long winter. With the addition of the 50 children at Brookside the Child iDevelopment Division serves 1100 children in full day care. z ( The opening of our new Las Deltas z Children's Center on Grove Street in North Richmond is anticipated to open K� in June.The Center will have an infant i program and Head Start Center. We are currently recruiting infants and tod- I dlers ages 3 months to 2 years 9 months for this center. To seek a place on the waiting list call Janissa Rowley at 510- j ? 374-3994. We are excited to announce that our Child Development and Head Start ;-' Centers will collaborate with the " County Health Department to serve as sites for immunization clinics to be [a,r Deltas Children's Center held throughout the County. The goal is to have every child in the County fully immunized by age 3.The Health Department expects to launch its community outreach through the families we serve directly and the those served by our Delegate Agencies. The Clinic days will begin this Summer.The schedule will be announced in the media.Contact Marcia Drumright at 510-374-3994 for additional information. f Our Division staff continues to netw=ork with local and state agencies to advocate for children's services. In addition we are called i upon to assist other child development agencies by serving on advisory committees,reviewing the quality of other children's centers and serving as officers of professional associations for children. Child Nutrition Division Community Services Department has ensure that these children's nutritional Phase III will allow the division to I reorganized food services into the new needs are also met. serve other groups with specific meal Child Nutrition Division. Currently, needs. the division is providing breakfast, Plans to centralize the kitchen are mov- lunch, a.m. and p.m. snacks to 1.000 inn along nicely. Thanks to CDBG The Child Nutrition Division has pro- children enrolled in the Head Start, funding from both the City of Rich- vided catered meals for parent-volun- Child Development and State Pre- mond and the County.work on the first teers,business meetings and workin�L, school programs. Both Head Start and of three phases of kitchen expansion lunches.Planning delicious meals that Child Development have added new will begin over the summer.When this meet the Count=guidelines for health sites.and each will add yet another site work is completed, meals for all the and nutrition are a specialty of the before Fall.The: New Child Develop- children will be transported from the division. meta site will serve infants and rod central kitchen.Phase II will allow the dlers only, and the Child Nutrition division to accommodate additional staff is working with care.-;givers to r m th in the ChiId Care Prou,rantsand L I N K S I N C O M M U N I T Y S E R V I ,C E , S Employee Profile We focus on Julia Passmore,Program ing;Los Medanos Community Hospi- Specialist for the Housing and Energy tal Affirmative Action Committee and Division's Energy Crisis Intervention Foundation Committee; the Latin Program (ECIP). The Department is American Women's League;St.Peter fortunate to have Julia as a member.of Martyr Liturgy Committee and Be our team,she brings with her a lifelong reavement Committee,the list goes on commitment to serving low income and on. She has worked for several commur. .ies. community based organizations includ- ing United Council for Spanish Speak- "Family"is what motivates this com- ing Organizations and Concerted Ser- munity leader, she and her husband vices. Her prior employment has also Fred raised four children first in Ari- been as aField Representative forState zona then moved to East County in Senator John Nejedly prior to his re- 1953. Julia stated that "my husband tirement. iand family supported me when 1 de-. i A Julia Pas.miore, Program Specialist tided to volunteer with the late Cesar Many awards and honors have been Chavez in the Central Valley of Califor- bestowed on Julia,the one she is most nia, sleeping in the back seat of cars proud of is the"California Woman of alongside my brother John Guerrero and another activist Dolores Huerta". She went the Year Award" presented to her in on to say."not many husbands would have been that supportive". 1978 by the Pittsburg Chamber of Commerce. Julia has served on countless boards and commissions in East County including the Los Medanos College La Raza Advisory Council; Stoneman Village Senior Hous- PATHS Project The new PATHS office recent] consolidate service of three de art- . ) The Technology) Committee has fo- P � I opened at 333A East Leland Road in cused on designing the automated net- ments,Health Services,Probation,and Pittsburg. work for public and private agencies. Social Services within three selected The main goal of PATHS in this first neighborhoods. Teams from these The PATHS Advisor Committee departments will work close) to con- (PAC) year is to design, develop and make P )' I (PAC) has selected Reverend Henry operational this automated network tinue to provide services to families in Perkins, Pastor of the First Baptist crisis, but in a coordinated, conipre- Church P s)stem.PATHS agencies will be con- P ' � Church in Pittsburg as Chairperson. netted with each other through the San hensive manner. The effort will in- The PAC is comprised of fifteen pub- Francisco State University network elude a collaborative effort and re- lic and community based agencies who electric bulletin board.Recently.Shell sources of the community,public and are committed to preventing Oil in Martinez contributed three corn- private agencies and the families. j homelessness. puters to the project. "Thanks Shell". i j. Anthony Reese was,recently hired as Bill Weidinger,PATHS Program Nlan- the Supportive Housing Developer. neer has also been assigned to the t Anthony's primas- task is to locate County's Service Inte_ration Team. affordable housing for the PATHS'cli- The Team's challenge is to change the ents and to network Nt ith local landlords current fragmented deliver' system. to develop a steady stream of housing. The new service delivery system will L I N K S I N C O M M U N I T Y S E R V I C E S3 i1 Head Start Is The Move � The Head Start Division hasexperi- enced tremendous growth and change p during the past several months, cur- rently serving 9_2 children and fami- lies throughout the county. President Clinton has announced his commit- I ment to full funding for full day Head Start programs throughout the nation by 1997. We will be serving an addi- tional 200 children by January 1,1994. i s The Department is pleased to announce that we have been awarded a three year,$500,000 demonstration grant to administerthe Head Start Family Child Care Program,one of 18 in the nation. This demonstration grant, to be oper- ated by First Baptist Head Start in Pittsburg, will determine whether the Head Start curriculum can be taught as effectively in a licensed day care home as in a center based program. Dr.Mary A Silver Head Saul Center i Lewis,Head Start Bureau Consultant, recently spoke to the Head Start Policy Staff and parents have also worked CDA credential, a degree in Early Council regarding the national sit n hard to open two new classrooms in Childhood Education and a state cer- canoe of this project. Project Coordi- time for children to return after spring tificate toteach in preschool programs. nator is Erica (Riccie) Shipp. A test break, The Silver site, in North Rich- Most of our teaching staff meet or group of 40 four-year-olds in 10 day mond,has a parent meeting room,staff exceed the requirements and others are care homes will be participating. Child offices and a room for speech therapy on the way with additional studies in care providers will be selected from 37 and mental health counseling. The progress. applicants in Pittsburg and West second site is located near the Head Pittsburg. Start offices at the Neighborhood Ser- vices Mall in Richmond. Health I Weare happy to welcome Amelia Scott and Bill Forrest,Head Start's new Pro i Head Start and the Public Health-Corn- I gram Monitors. NVelcome to the Hcad Education municable Disease Division have em- Start team. Amelia and Bill: barked on an exciting new project to Staff and families throughout the implement President Clinton's immu- county are planning end-of-year ac- nization outreach project. The project Grantee Operated Program tivities as programs prepare to close includes education,min i-cli nics at pro- for the summer,ranging from a family gram registration sites. vouchers for Parents recently helped plan and pre- day in the park, special field trips, to completion of shot series and other pare budgets to expand sen ices to 80 special programs presented by the chd- activities. The purpose is to reach more children and families in Rich- drat. Head Start children,their siblincs and mond. North Richntiond. El CeiTitu other family members, friends and and San Pablo. bringiriL, the total to By fall of']994,a new federal mandate nei?hbors—priman tticus is younger 318. requires Head Start teachers to have it unimmunizedchildren. The goal is.by L I N K S I N C © M M U N I T Y S E R V I.' C 'E S L I ' I Shirley Pate and Valorie nity to be exposed to languages they j f Love from First Baptist might not have been familiar with. Head Start. Judy Bradbury, Margaret Roscelli, I Georgia Lucey, Raychel Ochman, ` Paulette Spandau, Gloria Tays and ! Parent Involvement/ Lupe Gonzales can now show off their Social Services Russian vocabulary! (and Lupe will IJ soon be showing off a new addition to I Diablo Valley Literacy her family!) League recently trained seven former and cur- rent Head Start Policy council 1 women to become tutors for Head Start Special thanks go to Policy Council J a d moms. Evelyn and LPC parents who worked tire- I Hedy and Alice lesslyduringthegrantapplicationpro- Foster provided the cesses. These parents volunteer their the year 2000,for every child in Contra training for these extremely commit- time and energy to ensure that a grant i Costa County to be fully immunized. ted volunteers, who for the next 12 application package following the Head j if you know of a child who may need months will each be tutoring one or Start approval process can be submit- immunizations, please refer them toted to the Regional Office. Thank you one of our programs. English in order to increase speaking, for your deep commitment to the Head i reading and comprehension levels. A Start families and children, plus for the volunteers is the opportu- j Nutrition j Culinary skills combined with nutri- tion principles was the menu May 15 I and 16 for the"Healthy Food Prepara- tion"Head Start food service staff train- 1 �� I mg developed by the California Cult- < I j nary Academy,the California Depart- i 1 ment of Education and the American j Heart Association-California Affiliate. 1 This training was offered through Mt. i Diablo Unified School District to i SHAPE CALIFORNIA agencies.The development or refinement of culinary I 1 j skills is combined with nutrition prin- ciples to produce appealing menu fa- vorites for children. including the ap- plication p plication of dietary recommendations to the Child Care Food Program meal 1E� t tti l5 I.tlfi r rte. components. The course reflects the ` cultural diversity of California and is taught by Chef%Vofc front the Cali for- ' niaCuhnaryAcademy. Participantsin c,lry-ttt1tf t;C__ thisexciting weekend experience were Sandra Keeslim_,. Bayo Vista Child and — -- -- — — — -. — — - -- — and Family Center:Aundria Simpson, 1 Drunrine by Dornonignc 8niodus, 4 vecw,old, Hilltop Head.Stara L P N K S I N C O M M U N I T Y S E. R V I C E' i Cheers Housing& Energy Division Manager puter software system which rates each improvements and the energy savings Sharon Sidney was selected by Cal- house based on a very detailed analysis related to each.This rating is one of the Neva's Energy Committee to be a par- of all relevant energy factors. A partial few ways to qualify for an Energy i. ticipant in the first CHEERS training list of these factors includes: orienta- Efficient Mortgage which is a mort- in Stockton,May 3rd through 7th. tion (the direction each side of the gage that takes into consideration en- house faces),efficiency rating for heat- ergy costs as a qualifying factor. CHEERS is the acronym for Califor- ing/cooling systems, hot water heater nia Home Energy Efficiency Rating ratings, existing lighting, types and PG&E has begun implementation of System. This system is being imple- shading of all windows,existing insu- the system in San Jose,and in June will mented by CHEERS,Inc.,a non-profit lation values and many other factors. begin to issue$100.00 rebate coupons organization supported by six major to homeowners who have a rating per- California utilities as well as other A rating will provide the homeowner formed. We will be looking at ways to a: l energy related organizations. The rat- with current rating levels (from 0 - incorporate this new tool into potential ing tool is a very sophisticated com- 100)as well as a list of recommended profit centers for energy programs. �o� rQfulQflons . 9 Mike Weeks, Personnel Officer and Bill Hamilton, Personnel Consultant received the. first "Sparks Circus" award for their outstanding contributions to the department. € .• co 11 •'• SEPTEMBER 18, 1993 •'• •, 11:00 AM — 3:00 PM is 'I• KEEP THIS DATE OPEN •' • Is MORE INFORMATION WILL BE SENT TO YOU •• Is IN YOUR PAY CHECK ENVELOPE :I• .I• ON AUGUST 10!! is •i• .• . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0000 • • . . . . .• •7�-i .�� • • i i i-i i_.�_,_.�_ �-i i i i�Ti7 �-i-i •�i��T�� i i�•Ti-Wi�• L I N K S I N C O M M u N I T Y S E R ' V I C E Something To Think About! "5,frJou freal an inGfJ1*otWuafas 1e r's, �ie Miffremarn as Se is, �u1.#You lreal hlm as-t be mere tvhal Ae ouyA fo �-e ancfcoufaf,6-e, J2'e mrff�ecome mlal he ouyk to & a126(s101 �5'�. 6 Goethe .r' e . Contra Costa County Contra Community Services Department Costa 2425 Bisso Lane, Suite 120 County Concord, California 94520-4830 i i I ®Recycled Paper INSIDE THIS ISSUE Child Welfare League ...:.....:.:..:..l Child Nutrition Division ............. 3 Head Start On The Move............... 5 1. Director's Message .................:...:2 Employee Profile ........................... 4 Cheers ............................................ 7 New Centers Open .........:...........:2 PATHS Project .............................. 4 COS c o ;)a& low AGS`Ic W10 Getting back to drier matters, month.If you need any further you will notice that in this newslet- information about the program, I ter we have implemented the new invite you to check the bulletin Public Works"Award of Excel- boards throughout the department lence" program. In case you had where you will find posted a memo- not seen the announcements which randum which more thoroughly It sure is great to be having are posted on all bulletin boards,I explains the program, or see Dee another wet winter, with lots of have decided to fill the gap left by Heisch for a copy. If you still have snow in the mountains, after the the discontinuance of the Board of questions,please see me. I hope long series of dry ones. There must Supervisors'Award of Excellence that all of you will work hard to be a lot of parents with children less program by having an internal one make this program successful by than six years old who are having to within the Public Works Depart- participating and nominating your explain what that water is falling out ment. I have asked all Public fellow employees who do something of the sky. Despite rather heavy and Forks' employees to keep their eyes special and deserve recognition. prolonged rainfall during January, open for fellow employees who have Nominations need to be submitted most of our problems with the road performed their job in an extraordi- prior to the 15th of the month for and creek systems have been rela- nary manner, or done something for the following month's recognition. tively minor. I hope it keeps up for the department that is significantly two or three more months. above and beyond the"call of duty." Nominations must be in writing, and Our Maintenance Crews spent a we are in the process of developing Award of Excellence lot of extra hours during the last a form to use for that purpose. In month keeping roads open and clear the meantime, if you have anyone by Wanda Quever during the heavy rainstorms, and you would like to nominate,just jot protecting our drainage channels down.the information about the wherever possible to limit damage person and what they did on a sheet due to unusually high runoff. The of paper, and submit it to me. Each estimated repair costs to roads and month the deputies and I will select drainage facilities, as a result of the one or more of the nominations to January storms, are $217,000 for be recognized as that month s roads and $275,000 for drainage Award of Excellence winner(s). ..,� facilities for a grand total of We will recognize the winner(s) in $492,000. Most of the damage to the newsletter, such as we are doing roads occurred on Marsh Creek this month, and place their picture Road and San Pablo Dam Road, at on our Award of Excellence wall in Nancy Wenninger about $55,000 each, while most of the lobby, near the Glacier Drive the damage to drainage facilities entrance. If more than one person You may have noticed Nancy occurred along San Ramon Creek from Glacier Drive is selected for Wenninger's name on the Award of for a total of about $160,000. The any given month, such as has oc- Excellence parking space in Janu- rain may be nice, but it certainly has curred in February, one of them will ary. Nancy was the first recipient of put a significant squeeze on our be designated to use the Award of the award since the program was budget. Excellence parking space for the reinstated within the department. Nancy, an Associate Real sors. Working on the Dougherty performance. Phrases such as ' Property Agent, came to Public Valley project demanded that Mitch "exemplary", "conscientious" and Works in February, 1989 from the attend numerous day and evening "hard working" kept popping up. Assessor's Office. Since that time, meetings and spend hours formulat- she has earned a reputation as a ing letters, memos and documents Brian joined Public Works in dedicated employee with a willing- necessary for completion of the August, 1991 as an Engineering ness to become.involved to an project. He did all of this withh-a Tech. His 10+ years experience as extent which far exceeds fier normal smile on his face, always available to a construction engineer in Hong job duties% She has served on the answer a question or just to say a Kong has been of benefit to the. PWEA Board, as a writer for Public quick hello. department. No matter what the Quirks, and is currently an project might be Brian can be Affirmation Action Coordinator for The holidays came and went and counted on to contribute creative the department. . still the Dougherty Valley project ways for making better and more continued. . . . During this time, efficient designs. Most recently, Nancy developed Mitch had to move his office from and conducted a grammar class for Road Engineering to Engineering Way to go, Brian! the clerical employees of both Services bringing the Current Public Works and GMEDA. Her Planning staff and all of their effort was greatly appreciated both records with him. In addition, for its excellent content and its Mitch was responsible for complet- Service Awards for interesting presentation. ing other duties as Assistant Divi- sion Head in Road Engineering. When asked how she felt about Through it all, he has remained February winning the award, Nancy replied, calm, diligent and dedicated. "It's great! I like parking next to Mike." For this and much more, Mitch Bernard ROlniti Avalon has been selected as an 30 Years Award of Excellent recipient for February February, 1993. (Not available for picture) Winners Thanks Mitch, this recognition Bernard (Barney) Romiti is an is well deserved! Equipment Operator II at the Brentwood Yard. When Barney joined Public Works in the Mainte- nance Division in February, 1963, he 1�• �. `,� ,r �� followed in his father Ben's foot- ug. steps. Ben was also an Equipment . :... ;� � Operator for the county. Except for a short stint in the paint crew, Barney has spent his whole career in the East County area where he has become our expert in Bethel Island dr i g Mitch Avalon n a na e. Barney and his wife, Joyce, live Most of you know Mitch Avalon Antioch. They have three sons, or at least know.his reputation as a Brian Yip in Rick, John and Bob, who live in the hardworking, industrious, depend- Brian Yip was selected as a area. able employee and, last but not winner of the February Award of least, a really nice person!! Excellence and the designated Barney's most memorable time parking space at the front of the with the county may have been 10 But even for the most dedicated building. While Brian may be years ago on January 27, 1983. For of us, Mitch has gone far beyond the unfamiliar to some Public Works 26 straight hours, he worked with call of duty. For the last three employees, those who have worked co-workers and citizens to shore up months, Mitch has been working with him know him well. the Jersey Island levee and keep the tirelessly in an effort to complete island from flooding. the Dougherty Valley Specific Plan When questioned his co- within the very tight time schedule Congratulations Barney, for 30 established }� p but accolades to describe Brian's by the Board of Su ervi- workers and managers had nothing -ears of dedicated service to the citizens of Contra Costa Counn•! Mike Walford the Engineering Services Division is Division he worked his way from today. In 1976 Vern Cline, the Laborer to Maintenance Supervisor. 30 Years Public Works Director, appointed In October, 1991, Scotty became our Mike as his Chief Deputy, and in Maintenance Coordinator respon- 1980 when Vern retired Mike was sible for training and testing mainte- appointed as the Acting Public nance staff on equipment operation. Works Director. Fifteen months later a permanent appointment was Scotty and Paula his wife (who made and on July 1, 1981, he also works for.Public Works), became the"official" Public Works recently moved to a house in Crock- Director. The rest--to d2te--is ett with a commanding view of the "history" as we know it. Carquinez Straits, and San Pablo .F . and Suisun bays. When he is not Mike Walford, our Public Mi'.. , and his wife of 30 years, working at the Martinez Yard, Works Director, started with the Pam, have two children, Marya and Scotty often performTfund raising County in February,1963. Ass a Civil David. Marya, 23 years old, is a activities at the MonTara Bay Engineer (with a emphasis graduate of Hayward State, and she Community Center where Paula is structural engineering) his first and her husband live in Antioch. the Director. assignment was to the bridge squad David, age 22, and his bride of five months, live in San Jose,where both in the Design Division. Mike says he got really lucky with that assign- attend college at San Jose State. ment,because at that time people Mike and Pam love to travel, Days sometimes waited several years to and their travels have included trips get into the bridge squad. After to Australia, New Zealand, Spain, Of approximately six months he moved , Tiawan, Hong Kong,Japan, En- to the Construction Division,where he worked on a project to build gland, Ireland,Wales, Scotland, Daffodils sidewalks and widen Lafayette Canada, and many times to Mexico, just to name a few of the more Boulevard to four lanes. In mid- interesting spots. He is, and has for December he was reassigned to the many years; been very involved in Kirker Pass Road realignment and widening--two lanes four lanes, Boy Scouts and has received several You don't have to wait for over the summit. The job was the awards. They include Outstanding April showers td bring May flowers only construction job that went Scoutmaster (1986), Muir District this year. The American Cancer through the winter, and although Award of Merit (1987) and Presi- Society is once again sponsoring dential Scoutmaster Citation (1991), Daffodil Days. For a small dona- the estimated stisti working days, it wasmated time for completion which is a national award conferred tion you can purchase bouquets of pasted in 94 working days. (And on less than five percent of all daffodils, the flower of hope for how could it help but be ahead of scoutmasters Congratulations Mike, many cancer patients. Funds raised schedule, with people such a Mike, and thanks for making Public Works from this event will be used for Maurice Mitchell, and Carlo a great place to work. cancer research, education pro- Borlandelli working on it--plus, I'm grams and patient services. sure, a few others!) Mike then went back to the Design Division until Scotty Edmonds Fora donation of$6.00, you can 1968, where he designed and drafted get a bouquet of 10 daffodils. For a lot of the County standard plans 20 Years $9.00 a beautiful vase will n that, by the way, are still used. included or$3.00 for vase only. Free delivery to one location is About that same time he became an . provided for orders of$50.00 or .Associate Engineer, and eight more. Won't you put a touch of months later was selected as one of the first four Senior Civil Engineers, Spring in your life and that of -wcancer patients in our community by which was a new classification, in placing an order by March 18. the Design Division. Prior to that Delivery will be on Monday, March time, Assistant Division Head were filled b m f the 29. Call Barbara McHenry at 313- positionse c y some o Associate Civil Engineers. In 1973 2376. All donations are tax deduct- Mike moved to a new division, Scott}' started working for the ible. Make checks payable to the called Land Devc1opment, which county in February, 1973. During "American Cancer Society". Barbara his 17 •ears in the Maintenance must receive your check by March was structured basically the same as 2q lco Black History Month Worksefamily,Chris to the Public s The Water rIOWs The celebration of Black His- Part XXX tory Month began on a wide scale in the mid to late 1970's. The original (The End of an Era) idea for a time to highlight the role Afro-Americans have played in by Mal Weston American.history has been attrib- uted to Historian Carter G. Woodson. The month of February was selected in 1926, to honor two Jim Morton prominent figures in Afro-American history. Frederick Douglass,born February 14, 1817 was an Afro- Finally, the Computer Manager American abolitionist. Abraham has arrived! His name is Jim Lincoln, Born February 12, 1809 was Morton and he comes to us after honored for signing the Emancipa Forking as Project Manager for the (Note: This is the article that tion Proclamation that freed the W.M.Keck Ten Meter Telescope, would have been published in the slaves, which is the world's largest and is September 1992 newsletter. Due to a being installed on the summit of the restructure of the newsletter format, Mauna Kea volcano in Hawaii. the column was buried, and now is being resurrected. I thought it would When not at work, Jim enjoys be an interesting look-back, espe- �} ��f� j� sailing on San Francisco Bay and cially in light of what I was thinking along the local coast. He is also at the time.) interested in music, classic automo- biles, and computer controlled XXX is a nice, round roman machinery. numeral to stop on. With the scaling down of the Newsletter size, Jim's goal for the future is to be this potpourri of water related able to spend his day as a retired articles will cease. The Ist "As the person would--contemplating only Water Flows"was printed in Sep- k those things that interest him, his tember, 1989. After a three year : ..: family and friends. run, the time has come to turnoff the spigot. Hmm, the budget is i" We wish Jim good luck and drying up, the water is drying up; �. _ ' selfishly hope that he does not this reminds me of the time..... Chris Rushton accomplish his goal of retirement too soon. Welcome to Public It was back in 1964, So who is that tall lanky young Works, Jim. We wish you a long When $$was hard to get, walking around looking be- and successful career with the for shor; man wHig arou is Chris Rushton Public Works Department! Along came a,flooding fury, mused? Disaster$$filled our pockets, and he is the new Student Worker at in-a-hurry! Glacier Drive. Chris is an engineering student Well, it's not a pretty sight to see the devastation that the fires, (what else) at DVC who enjoys floods, earthquakes and hurricanes working out at a gym five days a produce, and I don't hope for these week, target shooting and duck types of economical cures! hunting. s, This column has been somewhat Chris was raised in the Concord/ Bob Hope-ish at times, since there Martinez area and graduated from have been some good memories for San Andreas High Schaal. me to write down: fish, bear, bat, snake and weasel to name a few 4 animal stories; 4-wheel drive, canoe, his wife Marlene. Marriage to .horseback and helicopter to name a Employee Marlene turned out to be a package few rides. The extreme rainfall and deal which included two new runoff events, both local and state- Spot light stepsons, Ed and Mike. Fifteen wide,were interesting to dig up. I years later Ray still thinks that think the most enjoyable local marriage to Marlene was the articles for me were the annual by Paul Kunkel smartest move he ever made. I rainfall predictions, usually done for didn't get Marlene's opinion. the November issues. In as much as its early in the year, I normally Interestingly, Ray would have would not be thinking about the probably never met Marlene if it coming rainy season. But, since this were not for his job with the is a parting-shot article, I have County. Ray was working at the thought and meditated about this Materials and Testing Lab at the coming rain-year (July 1992-June time and was attending Nuclear 1993) and I am going out-on-a-limb Gauge training at the Concord to regurgitate the in-my-gut-feeling Sheraton. During the break he prediction ONE MORE YEAR! Ray Zwemmer took notice of one of the hotel Yes, VII-in-a-row! Against all odds. employees behind the counter. Sorry folks. "The Dutchman" According to Ray, "It was love at first sight!" Mr. Smooth Operator Anyway, to see how it looks in got his goddess' phone number, print, I could say that we're going to This month, the employee waited a suitable period of time to have a real gully-washer; batten spotlight focuses on one of the more ensure that she wouldn't think he. down the hatches!...I just don't noticeable characters here at 255 was too anxious (about half a day!) believe it... Glacier Drive, Ray Zwemmer. then gave her a call. Ray inquired about dates on three separate A sincere "thank you" to those Many moons ago, Ray Zwemmer occasions, but Marlene stated she who have expressed some interest began his career with the Public already had dates for those eve- and/or enjoyment about certain Works Department. At the time Ray nings. Figuring he was being R-E- articles; the thoughtfulness is was a 21 year old kid straight out of J-E-C-T-E-D, Ray tossed Marlene's appreciated. So, the articles will Alhambra High School and Diablo number. Obviously, this story had end; that's the way it goes...as the Valley College. In need of a job, a happy ending. A short while later water flows. Ray was informed by a friend that Ray saw Marlene at a party and the County was hiring Drafters. this time they hit it off, for good. Figuring that the County would be a good "stopping point" until he In his spare time Ray enjoys Bye Kevid determined his career path, he numerous activities including by Dottie Graves decided to apply. He got the job and boating, waterskiing, camping and to and behold he's still "stopped" wine tasting. He especially enjoys Well, he's gone. After better here. Since then, Ray has moved working with his hands building or i i h T i i E the e ngneerng Technician then two years with Public Works, inremodelling things. His pride and Kevin Beers has gone off to college class series, promoted to Engineering joy is the 1500 square foot deck he Technician Supervisor and is pres- in Sacramento. He leaves behind built on the back of his home. him many sad, but happy faces. Sad ently functioning in the capacity of because we will miss his smiling the Assistant County Surveyor. Ray said that working in face; happy because he was always Surveys has been an interesting willing to do errands for us, be it Ray is a naturalized American career and he's glad that this is running to San Francisco in com- citizen having immigrated with his where he "stopped". However, family from Holland at the age of mute traffic or dumping the outside nine. things didn't start out that way. ash trays. Kevin came to us an is anyone is interested, Ray His first day assigned to a Survey inexperienced young man who mangy has a picture of his old hometown in crew the Netherlands hanging in his he was sent down into a times had us wondering if he heard creekbed to take some shots. He a word we said. He left us a respon- office). Ray did not obtain his ended up getting poison oak all sible, mature, young man that we citizenship until he applied for his over his body and asked himself, could depend on to do whatever we Job with the County since at the time "Why am I doing this?" Well, Ray, asked of him. We thank him for his one had to be a citizen to apply. we're glad you still are! efforts and wish him luck in pursu ing his goals. A big change in Ray's life occurred in 1975, the year he married PWEAENTERTAINMENT BOOKS PWEA BOARD NOMINATIONS ' by Chair,Letti Valenzuela I announced that the Enter- The following people were tainment Books had to be returned nominated: The last PWEA meeting was on to the company at the end of Janu- January 19. Reports on the Christ- ary. If you decide that you want a Chair: Chris Bailey . mas Potluck and the Dinner/Dance book, let me know. I can call the Fay Pace were given. Overall, both events" company and pick up a book for Vice Chair: Cathy Lueders, were a huge success. you. Dottie Graves Chris Bailey TOMMY-T: 1993 PICNIC Secretary: Gloria Marin Treasurer: Bill Fernandez As I indicated in January's I have asked Geoff Eukel if the Fay Pace Newsletter,Tommy-T's Comedy Maintenance Division will chair this House in Concord will host a Public event. Co-Chairs will be Tony Election of these officers will be Works Department night on rRI- Medina and Rich Flores. Dottie made at the next PWEA meeting on DAY,FEBRUARY 5,at 8 p.m., phoned the.City of Martinez regard- February 16. .The new Board of featuring Mickey Joseph and Bill ing reserving Martinez Waterfront Directors will begin their term in Scott. If you wish to attend,please Park,but the city won't take reser- March. see Patty Edwards,your PWEA vations until February 16. At that representative or me for tickets. time, Dottie will try to reserve the The tickets are good for a compli park for sometime after Labor.Day. mentary pass for two (must be 18 or older). Pablie Work: Co!►,4 QNewsletter ,p o 4 255 Glacier Drive Martinez, CA 94553 Ciewa^�� ' S 0� Next Issue:3/10/93 Deadline for Articles:2/23/93 This Newsletter is printed on recycled paper 6 17 511 ?Ole Pu&:G Wal coat C '_< ;)a&We vele w°P an Assistant County Surveyor suggestion program,which we had position in the Design Division, and for a few years but is now defunct; the placement under that position of the productivity investment fund, / the surveying function and right of which is a loan program where the engineering function,which are Board of Supervisors makes loans to already a part of the Design Divi- various departments for the imple- We're starting off 1993 with a sion, and the map checking func- mentation of money-saving ideas; somewhat new look to our organiza- tion,which was currently within the and the Creative Service Corps, tion. After several months of Engineering Services Division. All which is something currently being studing various alternatives by the three of these activities, either now established in our county that you Division Heads, Deputies, and me, or in the near future,will require will soon be hearing about. L.A. we have decided to make several supervision by a Registered Sur- County's program was first created moves to better distribute the veyor. This consolidation will also and funded by the Board of Supervi- workload between Deputies and greatly simplify movement of sors with $500,000 in 1987. Their divisions. The most significant personnel to accommodate changes objective is to achieve a twenty-five change is that the Design Division is in workload. All of these changes in percent return on funds which they now reporting to Maurice Mitchell assignments and the movement of invest in ideas which can increase instead of Milton Kubicek. This people to accommodate them is productivity and thereby save money puts both the Design and Construc- expected to take place and be for the county. Between what the tion Divisions under the same completed before you receive this Board has put in and the return on Deputy, which will simplify the newsletter.. We will also, hopefully, their investment, over five years the frequent transfer of personnel have an exemption to the freeze to fund has grown to $13.2 million between the two divisions for design fill the Division Head slot in Road dollars. I have a copy of the final and construction coverage. The Engineering, as well as some further 1991 report for this productivity other major change is the reassign- progress in establishing the Assis- program, and a couple of the awards ment of Mitch Avalon, and the tant County Surveyor position. are noteworthy. First, their em- current planning functions and ployee suggestion program is personnel which he.oversees, to the At the County Supervisors' designed so that a person making a Engineering Services Division. This Association/County Engineers' suggestion which is accepted gets a move pretty much re-establishes Association conference which I percentage of the first year savings that division with the same functions attended last month, I went to a as a reward. In 1991, 382 sugges- and responsibilities as it had be- session where various counties had tions were submitted from twenty tween 1973 and 1985, before the ten minute presentations on issues county departments, of which fifty- Community Development Depart- they felt they were doing very six were approved for implementa- ment was formed. We are also successfully. One that particularly tion, ninety-eight were rejected, and moving the computer management caught my attention was the County the remaining 228 were still under function from the Engineering of Los Angeles which has a produc- investigation. The top payout went Services Division to report directly tivity program combining several to a Public Works' civil engineer to Milton Kubicek. The last signifi- activities which we have in this who made a suggestion on how the cant change will be the creation of county. They are the employee Assessor's Office could save money 1 by changing their method of making calculated at over one-half,million attend need to take vacation or acreage calculations for assessment dollars per year. holiday time and make arrange= districts. He received$6,390 for his ments with their supervisor or suggestion. In the productivity These ideas are quite similar to department head to attend the investment fund part of the pro- many which the.County Administra- celebration. gram, in 1991 there were thirty-eight for has received from people within projects approved for loans and our department, and other county ��A grants totalling$10.28 million departments. If you come up with dollars, and the savings due to any new cost saving ideas or sugges- improved productivity resulted in a tions,I'd always appreciate hearing Holiday Dinner Dance seventy-five percent return on from you. investment to the fund. Each year Anda good time was had b they select ten of their funded g y projects for special awards, and one all•••• of the winners in 1.991 was a Public The 1992 Christmas dinner/ Works'pilot program. The depart- went implemented a 4/10 work dance is history, and from what this �� schedule, which scheduled approxi- writer observed, and the comments mately 1600 headquarters' employ- that I heard, it was a tremendous ees to work four ten-hour days, success. It was Public Works'fifth Monday through Thursday,with the annual dinner/dance, and it had the entire facility closed on Fridays. .r N largest attendance with 139 people The result of the program was an F present. It was nice having a large mix of people from all divisions and increase in pr6ductivity, and a p p decrease in both overtimeand sick all areas of Public Works. Field and leave usage. In addition to the office personnel jammed the dance award for productivity enhancement floor and danced the night away. and cost savings, the department The only downside to the evening also received an award from the was that the dance floor was too South Coast Air Quality Manage- small for all the revelers who ment District for achieving a 1.5 Humanitarian wanted to dance. The party was average vehicle ridership. Theheld at Amatos Restaurant, in average vehicle ridership in most of the Year" Martinez, with cocktails at 6:30, a areas, including our own, is delicious dinner at 7:45 and-dancing approximately 1.2 people per The Contra Costa County Board until midnight.. vehicle. The benefits to air quality of Supervisors is pleased to an= are obvious, since with all Fridays nounce that the "Humanitarian of Special thanks to Letti Valenzu- off there is a twenty percent reduc- the Year" award will be presented at ela and the PWEA representatives tion in the number of commute trips the 15th Annual Birthday Com- who helped her put on the festive each week. The Chair of the memoration for Dr. Martin Luther occasion. PWEA hopes to find a Productivity Commission com- King, Jr. The commemoration larger location with a bigger dance mented that the great success of this ceremony will be held at 11:00 a.m. floor so those of you who didn't Public Works program,with both on Tuesday, January 19, 1993 at the make will be able to attend next employees and the public, has Richmond Civic Center Auditorium, year+ spurred the implementation of 4/10 403 Civic Center Plaza,Richmond, schedules in many other county departments, and is achieving wide This year's event is even more Service Awards for recognition and acceptance in Los significant than previous years Angeles. because it marks the 25th national January observance of Dr. King's birthday Another California county, and the keynote speaker will be Dr. Riverside, has implemented a 9/80 King's daughter, Yolanda King. Linda Hieberi schedule for all of their county The annual commemoration and employees who do not require award ceremony is a special event 30 Years around-the-clock scheduling, with each year recognizing a county all participants on the same sched- citizen whose contributions and Linda began her career with the ule. They close all county offices accomplishments embody the County on January 21, 1963 as a every other Friday, and their savings humanitarian spirit for all people temporary clerk typist in Building in custodial and utility costs is exemplified in Dr. King's like and Inspection at $325 per month, good work. Employees who wish to u�4 ��.a'� sr,,��4' � :"°a6'�' Tom} '� � j�,• i �i ` .. �, � �, -. - I MEOW 010%, lo Yom at s � - ,w ��:.p+4,€�z'k'i�'1.47c.�rF�4''�•"��C-�r." ��5„�4 {'�f 4t.3 �r' ,�a�"3r'�` t'gt,�" : � \ 'l" r c 3' a' .r!is ••, [tit+ n 77 Ira�k�' "' k vN My%y,,xy.{..y'�°'r 2 � k F ! E ,.T(•6 ¢' � �� Y u. ..r ; TAP >K � w u° t7ANT low VWXr ' r ::.� ,i,'"4. r,�`... .r w+�y 's ¢-' ,. � ndF. '.�' .i+,, €zy q�r 'rr ,,- ,f•✓L.-, �. ';;,f�� ' -'{�f ..R -,•�.;•s°'*�::. .�' .'iii +, �``� f�" tT* J �' f k .71 aw • a °£s r� 1 -Z t :;,,Ly'4'i(K.+tx:�`F• >_r� i � . � �� Yr t� � v,..:h ..r.h Jnr.r -.a. �'� r'!� t .. �-_�v - � 0�-..'� �^ p3f '"•-..,rte.✓ t d r wr Wool ...,y � pay foT January 1963. Within four Grounds, the guard at the gate told football over bull fighting. Ed left months, she was hired by Vic Sauer him "you're lucky,you missed the the Air Force in 1959,completing to work for Ed MacCarthy in Public hot weather." It was 117 degrees at his Engineering degree at San Jose Works Design/Traffic Division, the time. State before signing on with Public replacing Jr. Draftsperson, Helen Works. O'Connell, at a whopping$100 per Returning to Public Works in month increase in salary. The office June, 1965, Rich picked up his Congratulations Ed and thank was located in the basement of the career again in the Design Division. you for thirty years of dedicated Hall of Records building. For the neat twenty-eight years he service to the citizens of Contra has worked in almost all the Public Costa County. In 1967, the Flood Control Works divisions, many of which have District moved from its little house changed their names,such as the on Oak Grove Road to the County Highway Planning Division and Administration Building. A Senior Transportation Planning and Employee Draftsperson position was avail: :;le. Coordination Division. His longest Linda was hired by Carl Rich to sojourn in one division was about work with Howard Curtis in Design, fours years and the shortest was Spot Light Jim Nelson in Right-of-Way and three days. by Jackie James Lou Hurley in Hydrology. She installed and maintained stream and Rich lives in Danville with his rain gauges, prepared rainfall wife,Amy. He enjoys football and This month the employee records, and wrote up right-of-way reading; especially reading. In spite nee Hutchins. Re spotlight shines on history. After Flood Control of his having read an average of one She spotlight the"Bill on Re,Jr."of the merged with Public Works, Linda hundred books a year for over forty Records Section. Frequently, was transferred to the Administra- years, he is falling behind. He has Renee can be heard singing her tion Division to set up computer more than one thousand books at favorite song titled "This Song Will monitoring of Drainage Fees and home that he has not yet read. He Drive You Insane." Renee has been eventually returned to the right-of- plans to catch up on the reading an inspiration to the section with a way work she prefers. after he retires in March. good sense of humor, a nimble wit Linda is planning for early and the ability to motivate fellow workers to "persevere." Renee's retirement to enjoy her creative �" Ed King � � readily available smile has made her bent by beginning a supplemental a favorite with the public and other business in specialty sewing and 30 Years county employees. costuming with fellow retiree, Cheri de Bonneville. On January 28, 1963 Ed King Prior to joining the Public began this thirty year career with Works family Renee worked for K- Congratulations, Linda, on 30 the Public Works Department. Mart. She started in food service years of service. and promoted to positions out on Ed is responsible for issuing the floor and cashiering. She gained permits for parades, house moves, Richard Nugent street cuts, flood control encroach- some valuable `people skills' and 9 ments, etc. Ed works with the staff discovered that clothes can be well 30 Years of the Application and Permit made without fancy labels. Renee Center, delivering consistent and left K-Mart for an eye opening job Rich started working for Public dependable information to both at LensCrafters. Works on January 21, 1963, after staff and the public. Born and raised in Contra Costa graduating from the University of California at Berkeley. He started Ed graduated from Teacher's County, Renee continues a family as a Junior Civil Engineer in the College in 1951. He promptly tradition as a third generation Design Division at the incredible county employee. Her grandmother g joined the Air Force. During his worked for many years at Merrithew salary of $586 per month. It was Air Force days, Ed studied meteo- mother is cur- tal, and herr more money than he knew how to rology at the University of Washing- Hospital, employed the Social spend. Five months later he was ton and was later stationed in rentlyServices Department. drafted into the Army. He spent the Morocco at a weather forecasting next two years defending our center. The Air Force reassigned Renee started with the County country in the Arizona desert at the Ed to Spain by way of Algiers, in July, 1990, as a temporary em- Yuma Proving Grounds, where he where Ed took his first and last ployee at the reception counter. In worked in an engineering office. camel ride. While in Spain, Ed February, 1992 she was hired as a When he arrived at the Proving discovered his strong preference for permanent Blueprint Technician. YV PWEA S4MMY-I's has invited Public f ' Her future goals include having a YI► EA Works{FREE!!) as their.guest on fourth person added to the Records by Chair,Led Valenzuela Friday, February 5, 1993 at 8:00 Section whose last name will begin p.m. More information about this with`H'. This will permit the We have some changes on the event will be posted; look for the Records Section to be renamed to PWEA Committee. Geoff Eukel is flyers! PWEA will donate two$10 the "4 -H Club." the new Maintenance Division Tommy-T's drink tickets for the representative and Dean Eckerson is Charity Drive raffle. If you attended the PWEA representating the Design Division Christmas Party in December,you along with John Johnson. Charity Drive 1 v know one of Renee's hobbies is It is time to select new board dancing. She also writes poetry. members for 1993. At the January Here is a sample of her work. 19th meeting names will be nomi- Raffle nated for officers. Please check "...Walking by the ocean in the with anyone you wish to nominate to Public Works' raffle for the 1992 stillness of the night ensure he/she is willing to serve for any married couple must be should that person get elected. All. Annual Charity Drive will held sheer delight. nominees must have previously been on January 27, at noon, in Feeling the warmth of sunlight involved with PWEA. Election of Conference R000mm ""A." Everyone is invited. starting off the day new officers will be held on Febru- often goes unnoticed as we travel ary 16. on our way...." Some of the prizes include a PWEA gave the Maintenance 1993 Entertainment Book, a gift A nice thought. Division $100 towards their Christ- certificate at the Velvet Turtle, a mas parties at the yards, and put on free demonstration flight lesson or a It's great having you here at the Glacier Drive Christmas Eve sightseeing flight for two, a gift Public Works, Renee. potluck. certificate at La Cocotte Restaurant...and much more. Pailie Work: Newsletter +s�►"esr4eo 4t 255 Glacier Drive ` Martinet, CA 94553 lie way Next Issue: 2/10/93 Deadline for Articles: 1/25/93 This Newsletter is printed on recycled paper 4 74 ;Dgd& Wi� ZMV&ff4ft COS o =� IC WO o � A b w defined as Orkin a either at home or at time, a S P� special ! office site nearY our home. Several counties have already un- de en such studies and have various sizero s P B Pe tion. The Board of Su rvisors for our Countyhas set u a Pe P special Telecommuting Committee to look into telecommuting, and.I am one of the appointees. It should be very interesting, We're off and running on a new year, and I'm drawing a and I will keep you informed of what develops. As you may The first know, we were one of the first departments to adopt the 9/80 total blank on new subjects for this month's column. „ work schedule, and we will be receptive to any new ideas that topic, though not "new", is to recognize and thank some very important people within our organization. better accommodate our employees without hampering produc- tivity roducttivity or efficiency. The officers and representatives of PWEA (Public Works Employees Association) are wrapping up another year of ser- Last (but not least) -- did you know that over the last two vice to their fellow Public Works employees, and I'd like to or three years the Public Works Department has become much take this opportunity to thank all of them for a job very well more deeply involved in direct payment for services received done. PWEA not only manages the supplies and equipment in from other departments as a result of very tight General Fund our two break rooms,but also is responsible for the many social budgets? Obviously we get a lot of services from, or through, activities put on by the Public Works Department, which in the General Services Department,including utility services,cus- 1991 included two bar-b-quer, the summer picnic, a golf tour- todial services,landscape maintenance services,interoffice mail nament, a Christmas dinner/dance and the Christmas potluck delivery, printing, and purchasing. On an as-needed basis we luncheon. A special thanks to outgoing Chair, Whitnie Pay directly for architectural and lease management services, Henderson, and everyone else who participated with PWEA in and because of our airports, Public Works is a very heavy user making these events so successful. I encourage each of you to of lease management services. Something new during the past become involved in PWEA during 1992. Many of the special Year is that we now pay the salary for one-half of a Purchasing activities which make Public Works such a special place are the Division buyer,in order to ensure a higher level of service from direct result of the efforts of individuals who make up the Purchasing. Also, during the past year, GMEDA has agreed to PWEA Board of Directors (Officers, Division Representatives, Pay the full cost of a Personnel Analyst, Joe Fleischmann, in and Members-At-Largc). the Personnel Department. Joe works exclusively for the three GMEDA departments, with Public Works paying the majority Speaking of Department events, it's not too early to start of the costs, since about three-fourths of the GMEDA employ- thinking about the Public Works Department Open House which ees are in our Department. For about three years now we have will come up again in May. Last year's huge and extremely directly paid the County Auditor for all of their services related successful Open House, held in May to coincide with Public to roads. We pay Risk Management over$200,000 a year as a Works Week, will be a tough act to follow. Cliff Hansen has Partial reimbursement for the liability claims which are related once again volunteered to Chair the event, and I'm sure he and to roads and drainage. Also, about two years ago we began the committee he will be establishing will be most interested in paying County Counsel for their services on an hourly basis, hearing any ideas you may have for making the Open House chargeable to each of the various funds in our budget, depend- fun and interesting to our guests. Last year Rich Lierly did a ing on whether Counsel is giving us advice on roads, drainage, great job in getting school children involved, and this year we land development,service areas, etc. Because our income from will make a special effort to expand the attendance beyond gasoline taxes,State and Federal grants,and other sources often schools. do not coincide with our expenditures,we sometimes have some significant amounts of money which are invested for us by the Several of you have noted through newspaper articles or County Treasurer. Depending on the timing for our needs to such that the County is looking into telecommuting, which is draw down on these funds, the Treasurer invests them for any- , (continued on page 2) thing from a few days to longer term investments such as three NOW YOU See It months to a year. In return for this service, the department pays the Treasurer's office a percentage of the income just like NOW YOU Don't you would your stockbroker. Another service-providing de- partment that charges for their services on an hourly basis is Data Processing. They provide training on computers, advice by Paul Kunkel on data processing equipment and programming, all of which we use each year to varying degrees. Since we buy services The Editorial Board Committee is constantly looking for from so many different departments,you may wonder if we sell people to write articles for the newsletter. We are always any of our services to other departments. The answer is yes, hang funny stories about employees and have thought;"Why although not in any big way. Perhaps the biggest provider of don't these people put these stories in writing so we can all services to other departments is the Real Property Division, enjoy them!" Well recently something happened to me which which gets involved in the purchase of property for any County my fellow Editorial Board Committee members found amusing, use, including hospitals, detention facilities, fir, houses, and so they convinced me(nagged me)to put it in writing. general government buildings. We also provide some services to other departments in the mapping and records areas. Al- though not within the County family,the Department sells a lot couple of weeks ago one of my trusty (good for nothin') auto- of services to cities and even other counties, particularly in the mobiles decided to stop running, so I took it down to the areas of Engineering,Maintenance,and again Real Property. dealership for repairs. Since we were limited to only one car for the day, I had to drop my wife off at the BART station so Well,I think this is enough said. I hope you have found it she could commute to the City. At the end of the day I picked interesting. If there are ever any issues you feel would be of up the car which had been repaired and left my other.car at the . interest to our employees, that you would like me to comment dealership to be picked up later. I then proceeded to the BART on in this column,please let me know. station to pick up my wife. I arrived at the BART station at about 6:20 p.m. My wife was supposed to arrive about 630 p.m. I parked the car right in front of the station,turned up the radio and jammed. 6:30 p.m. came and went...6:45...6:55...my wife was late, as usual. By What We Need Are A few about 7:00 p.m. I was getting pretty bored, and besides I was missing "Star Trek - The Next Generation", so I wasn't very VOOd VOalsi happy with the spouse. I got out of the car and walked over to the newsstand to by Val Alexeeff buy a paper. I didn't lock the door, it's only about a three minute round trip and besides I had done the same thing many, many times before and had never had a problem. When I returned, THE CAR WAS GONE! My first thought was, "Well I must have parked the car someplace else...boy, am I The Agency(you remember...Growth Management and Eco- losin' it!" So,I walked a little bit further. Suddenly it dawned nomic Development) is developing its goals for 1992 as the on me, I had been carrying two sets of keys because I had Public Works, Community Development and Building Inspec- picked one set up at the dealership and I had left them on the tion Departments are doing the same. We have some prelimi- passenger seat! Uh-oh,somebody stole my car! nary goals and we've had meetings together to develop a pro- gram for the year. If you have any ideas,pass them on to Mike I quickly walked over to the BART station attendant's booth Walford or anyone in the Administrative office. and asked the occupant to call the police because my car had been stolen. A dispatcher was contacted and the police and Goals already suggested include the following: Highway Patrol were notified. • Begin plans to move Community Development and Shortly thereafter a BART police officer showed up and I Building Inspection over to Glacier Drive. filed a report. I explained the entire situation to the officer. The officer asked whether it was possible that my wife bad Develop standard conditions for land development. shown up, found the unlocked car with the keys inside, and • Keep Budget Rent-a-Car at Buchanan Field Airport. driven off. I told the officer that this was not possible because my wife knew that I was supposed to meet her, and besides, my wife wouldn't be crazy enough to think that I would leave the • Open a landfill. car for her, unattended and unlocked with the keys inside and in plain view. I mean c'mon, there's only one idiot in my Watch this space next month for the best goal suggestions. family! The police officer told me not to worry because 90%of cat curiosity aroused,I decided to capture the next snake I saw and thefts are simply, "joy rides", and the car is recovered. Envi- do some observations. It wasn't long before I had a King sioning my car totally thrashed was indeed a calming thought! Snake,and the word got out that I was a snake catcher. I was also really looking forward to meeting my wife and I received a telephone call one day from a lady pleading breaking the news to her about the. car. I thought about my with me to come over and remove a snake that wouldn't get off various alternatives: "Gee dear, the car's been stolen!" -- no, her porch..seemed like it just"sat" there,coiled up,"wagging" too direct, too much of a shock to the system. Or how about, its tail! That was my first face-off with a rattler, and as many "Boy, you know the funniest thing just happened..." -- No, I of you know, I'm not into killing animals of any sort (except was too tense and freaked out, she would know something was ants). So, I found a stick, a gallon glass jug and bagged my up right away. (Besides, something told me she would fail to first rattlesnake! see the humor in the situation). I finally settled on, "Hello dear,how was work? I had a good day. I hear the stock market Here's an interesting problem, what do you do when a was up today. By the way the car was stolen. I'm looking rattlesnake won't come out of an open jug? I turned it up-side- forward to this weekend's playoff games...etc." down and banged on it,no luck. I set it on its side and banged on it, no luck. Finally, I stuck a garden hose n the jug and To make matters worse, it was really cold outside and I flushed the snake out! Now, I had a rattlesnake in my front had also left my coat in the car...brrr! yard,but with confidence high,I pinned the snake's head down with a stick and grabbed the back of its neck with my bare hand Well long about this time I heard the distinctive sound of and, as they say, I was hooked on herpetology! (And fortu- my automobile approaching. I turned around and, yeah you nately the snake wasn't"hooked"on me!) guessed it, there is my lovely bride (the car thief) driving into the parking lot. The police officer had been right. Somehow After the word got out of this exploit, I received another we had just missed each other,and she had found the keys and rattlesnake as a gift, but I did have to decline offers to become driven off. She got all the way home, waited awhile, figured the"Red Adair"of snake extinguishing! out what may have happened and drove back. Approximately two days later,my heart started beating again. So, in my home, I had a wife (it was touch-n-go for a while!), three small children,a cat,two rattlesnakes and a King Well as you can see, the whole situation was a barrel of Snake...our family fed,observed and learned a great deal. laughs for me. Now I know I'm not the only person with a story to tell,so c'mon people,send those stories in! A benefit? My wife took a group of 11-year old boys and on a hike. When the group stopped for a rest, one of the boys called out hysterically to my wife that she was,standing next to a rattlesnake. Having been around rattlers for about a year by this time,she knew to be calm-n-cool and the snake moved on uneventfully! As The Water flows-Part XXIV The biggest mistake I ever made with the rattlers? I de- (A Snake I n The 6 ra ss) sided the time had come to get out of the business of home- care-for-snakes. I took them out,after three-years of captivity, and let them go in the wild. That wasn't the mistake, but by Mal Weston forgetting to tell my wife was a mistake! She came home with the kids and found the top of the snake box open...and no one My occupation has been an extension of one of my enjoy- home! I'm sure she travelled to the phone by the tops of able hobbies, outdoor living. As my work and explorations furniture, tables and cabinets. I got a somewhat frantic call at have given me an almost continuous exposure to the outdoors, work,"The snakes escaped,they're in the house somewhere!" a by-product has been close encounters with many of the ani- mal kingdom. Hot, extended summers often dry up the "old The decision to release them in the wild had come after the water hole" and bring the wild kingdom into closer contact following incident: A co-worker was leaving the water re- with civilization: Mountain Lions in Sacramento and rattle- sources field to pursue a degree in zoology. He loved snakes, snakes in Pinole are two examples. so I decided to give him one of my rattlers as a going-away present. He put the snake into a "snake bag" then into his It wasn't by design that I had a couple of rattlesnakes for backpack. When the security folks at the airline insisted on pets; it just kinda happened that way. Working around water inspecting his backpack, he had to declare his"cargo". He was and hiking to remote sensing sites brought many sightings of detained, the police called and I was summoned to retrieve the king,gopher,garter,water and rattlesnakes. I observed and left snake, lest it be destroyed. It seems there is a law about trans- them alone, but, over the period of a couple years, I told many porting poisonous snakes on airplanes! people about the encounters I had with many animals. The reaction to snakes from most people was somewhat consistent- To my co-workers: I haven't touched a snake in 19-years. very passionate, mostly with disgust...yuk! So,with my natural The dry weather conditions are beginning to stir up memories 3 of some great encounters I have had with the animal kingdom. Just so you have a mental picture,an airport,by neces$ity, New Year's resolution:.Dredge up.some more stories `til the is primarily open space. In spite of what many people think,an drought goes back from whence it came. Side light: In the airport is a very low use activity. Airports generate relatively Chinese reckoning of years,I was born in the year of the.....Snake! few automobile trips,and airplanes,by their very nature,spend a fairly small amount of time actually on or near the ground(at least while they're moving). This leads us to our topic of discussion for this issue. Commendations For stockinger en 0� Space ace for Kit Fox Preserve An important thing to note is that although there have been extensive studies and observations, no Kit Foxes have been spotted on any of the property to be acquired for the Byron Airport. In spite of this, because Kit Foxes have been seen in adjacent areas,and the fact that we have gophers on the Airport property,we are required to assume that Kit Foxes are inhabit- ing the area. The relationship between Kit Foxes and gophers The Department received a letter of commendation for Brian is that Kit Foxes eat the gophers and then move into their holes. Stockinger from the Stormwater Pollution Control Manager, Donald Freitas. We would like to share some of his comments Another matter to keep in mind is that the Airport is in a with you. totally open area. The property adjacent to the Airport is unde- veloped, with the exception of a few farm houses and rural "Brian Stockinger recently performed work for the Storm- roads. water Pollution Control.Program that was of an exemplary nature and should be recognized The Stormwater Pollution We ultimately will own approximately 1,300 acres of prop- Control Program is in the process of developing its own logo erty at Byron Airport. It appears that, as a part of the require- that will be used on all public education and outreach materi- ment for us to receive the Corps of Engineers Permit, we are als. Mr. Stockinger provided not one, but several designs for going to be required to dedicate a conservation easement to the consideration. The Steering Committee is presently reviewing Department of Fish and Game of approximately 700 acres! In them and their initial reaction has been of absolute amazement addition, it appears we are also going to be required to make a that an employee of the Public Works Department has the graphic very substantial payment(as much as$250,000) to the Fish and skills necessary to perform an activity of this sort at such a high Game Department for them to take our property away from us! professional and creative level. . A person from one of the environmental agencies advised "Mr.Stockinger performed an outstanding service over and us they did not want the Kit Foxes to be crossing any runways. above his job requirements, even taking personal time at home We suggested fencing. She advised us that fencing was unac- to work on the logos." ceptable, so I more recently suggested signs advising the Kit Foxes not to cross the runways. To date I have not received a Way to go Brian! response. "Brian, I just wanted to add my thanks and appreciation We have stories regarding wetlands that are never wet,Tri- for the fine work which you continually do for the Public Works Colored Blackbirds, Curved Foot Beetles, Fairy Shrimp, and Department. You have always been multi-talented, and able to Burrowing Owls, and would be happy to share them with the do an exceptional job in any assignment." .......Mike Walford Newsletter readers upon request. Rather than ending this ar- ticle on a "bad news" note, the "good news" is the Byron Airport area seemingly is not conducive to Giant Garter Snakes. Byron Environmental Chapter I What's Going on in PWEA? by Hal Wight by Whitnie Henderson A discussion of the environmental issues in relation to the The Officers and Representatives of PWEA would like all development of the Byron Airport could easily occupy several employees to consider serving on the PWEA Board. The elec- complete issues of the "Public Quirks Newsletter." If there is tion will take place at the February 18, 1992 meeting and the any interest,we will be pleased to give other examples of envi- incoming officers will begin serving their one year terms in ronmental issues we have encountered relating to our airport March 1992. You can make your experience at Public Works development. more than just the daily grind of 9-5 by becoming involved. d The time commitment is minimal and the reward infinite(prey- 3. Third and Subsequent Offenses tige:and recognition from the Top Boss). We also need 2 volunteers from each division to be Division Representatives. If the employee is involved in a motor vehicle accident The Airport is currently unrepresented due to Gloria's return to within 24 months of two or more previous offenses, the em- Glacier:Drive. If you are interested contact your current Repre- ployee shall be subject to further disciplinary action. sentative. 4. Major Property Damage or Major Bodily Injury UpComing Events For a vehicle accident involving major property damage or major bodily injury, the employee shall be suspended a mini- Meetings mum of one day without pay. February 18,March 17,April 21, 1992 PWEA Officer's Elections February 18,1992 Spring BBQ--date tba Golf Tournament--date tba OROWV8 IMP, I'd personally like to thank everyone who has given of air` themselves to make this past year a breeze for me as the PWEA chair. I have learned quite a bit about the people that I work with and myself. I hope our new Chairperson enjoys her/his term of office. For those inquiring minds I do intend to stay active in PWEA, though not in an official capacity. Again thank you and don't forget to nominate and participate. Re- member PWEA is only as good as it's members. Igor Those Inquiring Minds..... Did you know....that if you are involved in a motor vehicle accident in a County vehicle you could be suspended without pay! t Vehicle Accident Policy Carmen NO Any situation where an employee is involved in a motor Puerto Rican born Carmen Pina was raised in Pittsburg and vehicle accident shall be reviewed on an individual basis. If it graduated from Pittsburg High. After attending Heald Business is determined the accident is due to the employee's inar tten- College and DVC she went to work for the County Public tion to driving, the employee shatl be subject to the follow- Health Department with Children's'Health Services where she Ing disciplinary/corrective actions: worked for ten and one-half years. 1. First Offense In addition to jazz dancing and walking (she is a 3 year veteran of the Multiple Sclerosis Walkathons), she is a peer The employee shall receive a written letter of reprimand group leader for Pittsburg's Good Shepherd Church in working which shall be placed in the employee's personnel file for two with teenagers. Her interest in teens has led her to attend classes and work toward a degree in Child Psychology. years. If no other accident occurs during this two year period, then it shall be purged from the file. Carmen is currently working as a Real Property Technician 2. Second Offense in the Real Property Division. You can find her sitting in with Lucy. Say"Hi!"the next time you go by. If the employee is involved in a motor vehicle accident within 24 months of a previous offense, the employee shall be Welcome! Carmen, may your stay at Public Works be a suspended a minimum of one day without pay. happy and successful one. TheThrill Of Victory And mean lose,so often?" "Well,"Monica responded,"I kept trach of who is consistently the-underdogs and kept:picking them The Agony Of Defeat each week"(ah...hah,a clear example of hard work): "But, y$ know," Monica continued, "the record keeping really gave me a headache,so I started to wait for Jerry Fahy to make his picks and then I copied them...worked every time!" So long to the by Paul Kunkel "hard work"theory. Seriously, congratulations to all the winners (including the Well,about this time you may be noticing that a lot of the winners who were losers), there is no doubt your "hard work" sports fans here at Public Works are wearing long faces. The and "praiseworthy ability" were the deys to your success. As reason for the frowns is the end of the football season marks the for everybody else,better luck next year! end of the 91/92 season football pools. For most of us this means we have to cope with an awful,dreadful fact...losing. Of course, you may also have noticed a few individuals who.appear much happier right now than the rest of us. These Employee Spot light individuals are the"winners". Now for the benefit of those of you, who like myself are unfamiliar with the term "winner" having frequently experienced the agony of defeat, but rarely by Nancy Wenninger the thrill of victory, I thought it would be helpful to look this word up in the dictionary to see just what it means. Mr.Webster says that a winner is,"one that is successful especially through praiseworthy ability and hard work." . This month,the"Employee Spotlight"focuses on two Main- Having defined the term,I thought it would be a good idea tenance Division employees in the same job classification: to go out and talk to these "winners" to find out what their Equipment Operator I. Their work includes driving trucks and secrets are. I was particularly interested in determining whether olerating asphalt rollers and front-end loaders. These two col- "praiseworthy ability" and "hard work" were the keys to their leagues demonstrate the rich diversity in our Public Works fam- success. fly. 'As many of you are aware, there are two football pools which circulate around the Glacier Drive offices. One of these pools is run by Rich Bruno and is casually known as"Bruno's Pool". The other pool is run by Steve Kersevan and is known by the equally innovative and original name,"Kersevan's Pool". a , The big winner in "Kersevan's Pool" this year was Bill Fernandez. I caught up with Bill in the parking lot one day and asked him,"Gee Bill,what's the secret to your success?" After carefully pondering the question for a moment,Bill responded, " h "Well...ya know I used to think the way to go was to study the j statistics (ab...hard work) and make conservative bets, but I found out the best way was to wait for Jerry Fahy to make his . , ;s Picks and then go the other way!" One strike against the"praise-; ^`�� •:��;:�,,� �, worthy ability"" " " and .bard work theory. The next person I contacted was Dean Inokuehi,winner of Jerry War "Bruno's Pool Dean told me that the key was to, "keep detailed records of each team's record against the point spread (once again, hard work)...but honestly," said Dean, " the only Currently assigned to the Richmond yard,Jerry LaMar has, sure fire way to win is to wait for Jerry Fahy to make his picks by his own admission, "been around." He has been a County and then go the other way!" Strike two. employee for a total of sixteen years, starting out as a Custo- dian at Juvenile Hall. According to Jerry, "It was like a jail; The last person I spoke with was Monica Gonwa. Monica every door had a key." He found it too confining and trans- was another"winner"in "Bruno's Pool", however Monica won ferrel to Public Works as a Laborer so that he could work by losing. It seems that in "Bruno's Pool" one can win money outdoors. In his twelve years with Maintenance, he has worker by being the biggest loser (i.e. choosing the most losing teams every place but Brentwood. This is Jerry's second stint in instead of the most winning teams). So, I asked Monica, Richmond, an assignment he likes so much he is willing tc "Monica, what's your secret, how do you manage to win, er...I commute from Martinez. He enjoys the other crew member. 6 and feels fortunate to be working for his supervisor,Elton Rapp. Libby enjoys the challenge of her job, the opportunity to According to Elton and Superintendent Danny Pellegrini,Jerry learn new skills, and the variety of daily tasks.'. Each crew is a very good employee,quiet,reliable and always punctual. assignment brings new people and new experiences. She par- ticularly enjoyed working on the flood control crew because Jerry says that the thing he enjoys most about his work is a she learned about how water is channeled and the importance sense of accomplishment, the satisfaction of doing a job well. of maintaining clear channels. Libby believes that all Depart- The work can be dangerous though, mostly because of traffic ment employees provide valuable service to the public,and that conditions. Too many vehicles are on the road, and impatient we are all assets to Public Works. drivers are sometimes abusive,drive too fast through construct tion areas,and knock over cones. Born in Mexico,Libby came to the United States with her family when she was five years old. The oldest of seven, she A private man with a dry sense of humor, Jerry describes has four brothers and two sisters. Her parents returned to Mexico himself as"contemplative"and"laconic." Co-workers charas- atter retirement, but her siblings still live nearby. Family and terize him as vi!nsitive, caring and fun to work with. Jerry is a family activities are very important to Libby. She is a single native Californian,born in Concord and a graduate of Pleasant parent with three children: Diana, 16; Melisa, 15; and James, Hill High School. In 1969,he served in the Army as a medic in 13. Much of her leisure time is spent supporting her children's Vietnam. Joann, his wife of five years, is also a County em- participation in Little League,softball,and band. Other family ployee; she works at the Auditor's Office. They have one dog activities include camping, swimming, boating, hiking, and and two cats. Favorite leisure activities include reading,travel, travel. At home, Libby cultivates a vegetable garden and en- and listening to music. Jerry jokes that there are only two kinds joys home improvement projects. of music: "good"--country and vintage rock and roll;and"bad"- -everything else. Libby's dream for life after retirement includes travel throughout the U. S. and abroad. By thea she hopes her chil- Jerry looks forward to more leisure time for travel when he dren will be independent and successful,and she will be free to retires. He'd like to drive across the U.S.and explore Canada fulfill her lifelong ambition to see the world. and Mexico. - q.; ..jy Black History by Elton Rapp February is Blade History Month. We would like to take time to look back at the history of black employees in Public Works. �a During the 1960's Roy Williams became the first black Equipment Operator 11. He retired after 25 years of service. L.C. Joyner became the fust black supervisor for Flood Control in the early 1980s. librada Davis Charlie Harper is the only current black Equipment Op- erator II with 29 years of service, 10 at the level of EOII. Librada "Libby" Davis came to the Public Works Depart- We would like to pay special tribute to Bernard Brown, ment as a Laborer in 1986. Previously she worked for Walnut Senior Engineering Technican, who has been with the depart- Creek Municipal Court and P. G. &E. in clerical positions, but ment 32 years. Also Fred Brooks, Civil Engineer, who started she had reached a point in her life where she wanted a career with Public Works in 1950, retired in 1953 with 32 1/2 years of change. Libby says that in the beginning there was some re- service and comes back for 3 months every year when things sentment from a few who felt that she had taken a"man's"job, get behind in engineering. but she has worked hard to prove that she is capable of doing the job and is an asset to her crew. Another problem in the In closing, Lloyd Conner, Andre Moses and myself, the beginning was exposure to the elements: heat and sun in the three black supervisors in Maintenance, would like to say we summer, cold and rain in the winter. Through experience, have come a long way and still have a long way to go. Libby has learned to dress for the weather and is no longer so uncomfortable. relationship can't stay the same—it needs to keep growing and getting better as you go along and mine has. to IrUlf Kent-28 years: 1) Trying to understand the other person's point of view and making compromises whenever war- ranted. I think it is really important to tell someone what you are feeling;but more important still,it's important to listen and by Melissa Morton really try to understand where the other person is at. 2) Yes. I expected we would do fun things together and grow together. I In this season of Cupid and his related adventures, I was would have been disappointed if she had changed, but she and asked to write an article about romance. Speaking as one mar-' our relationship have been great, more than I expected. I am . ried person, who better to ask about romance than a married having a lot of fun! person? So here are the comments and hints from some of the pros. Steve Wright-21 years:If you have ever seen Steve's of- fice, it would surprise you to see how organized he is in an- What do you consider to be the secret to your success in swering this question. 1) Marry someone you really love and marriage? respect. Realize that nothing in life is perfect. Always try to give more than you receive. Try to compromise on issues that Is your married life today what you thought it would be are important to you. Don't argue over issues that aren't. Try when you got married? to keep your head above water. Don't add on to your home until you absolutely have to. 2) No. I didn't expel life to be so complicated by our involvement in so many different activi- TJohn Kerekes--35 years: 1) My wife's patience and our ties. mutual tolerance, apart from our fondness for each other and our common interests. You can't make mountains out of mole- Ronnie Beason-15 years: i) Open communication and hills. Everyone has their own idiosyncrasies and the "little listening, but most of all,love and commitment. Our marriage things" shouldn't overwhelm all of the good things. People has withstood a lot because of love and commitment.2) No. I grow to accommodate one another's needs and learn to behave thought it would be easier. I expected hills, not mountains to closer to the other's desires. Tell her you love her- and flow- get over. I waited until I was over the"blind love"you experi- ers are always appreciated. 2) Yes. By and large it fits the ence in the beginning of a relationship to marry my husband, framework. It's the normal course of human development to be and I'm glad I waited. I think that being sure about my feelings married. I know that's old-fashioned. It's been fun and a good was really important. relationship! IV Brian Stockinger-15 years: 1) Everlasting love and great Mitch Mitchell-34 years: 1) Having an understanding communication. The realization that marriage is a team effort partner! I think the key is being aware of the other person's and concessions are.made on both sides. The strength of the feelings. You should give more than your 50%and you need to marriage is based on those things. 2) I think it's better. My work together to reach not only your personal goals as indi- concept of marriage was far less than what I now have, so in viduals, but also the goals that you set together. Put the other general I think my marriage is much better than I thought it person first,and if you both go into it doing that your marriage would be. will be a success. 2) Yes. It never occurred to me that our marriage wouldn't work. When I got married,I never thought ffCliff Hansen-13 12 years: 1) Togetherness. The fact of our marriage as anything less than a lifetime commitment. that we do virtually everything together. Other than work, we are always together, we even carpool to work together. They Pat Chase32 years: 1) Flexibility. Sharing common say that marriage is a 50%/50% split, but I feel that it is a goals and a willingness to continue to keep starting over again. 100%/100% where you are both willing to compromise. 2) I think it's important not to take for granted what a good mar- Definitely. My marriage has met all of my expectations and nage you have. 2) I don't think I had any pre-conceptions of more. It has been a very enjoyable 13 12 years and I feel very marriage. We were so young, we really didn't think about it. fortunate. I also tell her that quite often-but then I'm a But I feel that it's better than I had ever imagined or hoped it romantic at heart. would be. IV Ray Zwemmer-13 years: 1) Compatibility. She puts up Mal Weston-28 years: 1) It's definitely not a 50%/50% with my sh-1 We like to do the same things; camping, out- proposition—more like a 100%/100%! It takes everything door projects, and work on our home. We're both real easy you've got to make it work. I would say the key is communi- going and life is too short to waste time getting excited about cating and the return on your investment in time and energy far dumb little things. 2) Yes. It has its up and downs, but I have outweighs the cost. 2) No. I expected it to be fun—and it has found that it gets better with age. been! My wife and I have had a continuous "dating relation- ship." We keep sharing and communicating as time gots by.A f.Rich Lierly-7 12 years: 1) Communication and we are both accommodating people. I also think that it is important to 8 make time for yourself. I take a few small trips a year by myself and I encourage my wife to do the same.2) No. Before Service Award for I was married, I thought our love would always be"fust love" fresh, but what I have found is that your love for each other February changes,just like the two of you change and it becomes deeper and more rich. I would do it all again! Heather Ballenger-6 1/2 years: 1) Sharing hobbies and outside work interests. Being good friends for each other and being there when the other person needs you. 2) Yes. We already felt committed to each other before we got married, so getting married just deepened our commitment to each other. ". y •:: ff Tom Williams:4 1/2 years: 1) Communication.You need .. to share responsibilities 50%/50%,but not always in that order. Some of the times,the split is 70%/30%,but it all equals out in the end. I'm not saying it has to be equal all of the time, it's important to give the other person a hand when they need it. It's also important to remember to keep romance in your rela- tionship—even when your schedules are busy! 2) Yes. Al- though I didn't really have any concrete expectations of mar- riage. We are about where I thought we would be at this time Ronald Stool in our lives together. Cathy Leuders-1 3/4 years: 1) Maturity. Both of us are Years in our 30's. I think it's important to have the knowledge that marriage isn't just supposed to work, you have to work at it.2) by Tom Borman Yes. I feel that since this is my second marriage, I had more realistic expectations. I credit a lot of our success to my hus- Ron has been a County employee for 15 years. Ron has band,Dave,who has made our marriage more than I expected. been employed with the Public Works Department for the past ten years, the past five as an Equipment Operator I. Prior to IV Karen Eckerson-9 months: 1) Communication. We talk coming to Public Works, Ron worked at the County Hospital a lot to each other. We also have a lot of interests in common and at Juvenile Hall. Ron is presently assigned to the Flood and we share the same goals. 2) Yes. We took the time to get Control Crew where he drives a dump truck and operates a to know each other before we got married. The only difference loader and the brush chipper. I've noticed is that he doesn't send me flowers anymore. One of Ron's co-workers, Robert Mena, describes Ron as, IV Rob Tavenier-2 months: 1) The continuation of the hon- "may going and safety conscious." Robert says that, "Ron is eymoon and an extended dating period beforehand. Also, I willing to give that extra effort when asked and is always con- have a very tolerant wife. I think the key however, is to know scientious regarding the quality of his work." who you are marrying very well and keep the romance alive.2) So far. There have been a lot of adjustments to make. Sharing Ron's supervisor, David Reza, describes Ron as a "safe a space was hard after living alone for so long. Nothing is and productive"worker. where I left it anymore---especially the cordless phone. But the house seems more like a home, now--and the bathrooms area Ron is married and has three children. The oldest, Shane lot cleaner, too! age 23, is in the Navy and assigned to the aircraft carrier the U.S.S. Nimitz. Rachel, 19, is engaged to be married. The At least in Public Works,the secrect of success in marriage youngest, Marty,is 11. is:.love, communication, sharing, togetherness and romance. So,on February 14th don't forget to say....... 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NX X, ................... ........................ :+Rt?+f.<•....{.. {i:?L::iii .$':::iy::�:::: 1 r, VOMASs�+=WA Mau= CMM w4domme, xwwoh"-r Pohle Werke Newsletter `ma�� 255 Mailer Drive Mertiou,CA 94553 t.,,��,�.• Next Issue: 3/10/92 Deadline for Articles: 2/24/92 This Newsletter is printed on recycled paper 10 . .::: ::. . �f R VVw :.. :.: .>. .:.::::.;. A MONTHLY BULLETIN WITH IDEAS AND INFORMATION FOR SHERIFF'S DEPARTMENT EMPLOYEES FEBRUARY 1993 VOL 15 ISSUE 2 INSIDE THIS ISSUE A Message From the Sheriff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 EmployeeAssistance Program. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Black History Month. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Sheriff ' s Direct Line Phone Roster. . . . . . . . . . . . . . . . . . . . . . . . . . . 5-6 Dispatcher of the Month. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Civilian Employee of the Month. . . . . . . . . . . . . . . . . . . . . . . . . . . . .� . . . .• . 7 Deputy of the Month. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 News & Events . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 CelebratingBirthdays . . . . . . . . . . . . ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 ALL POINTS BULLETIN IS PUBLISHED MONTHLY BY SHERIFF' S ADMINISTRATION, PERSONNEL AND FINANCE BUREAU, LOCATED AT 651 PINE STREET, 7TH FLOOR, MARTINEZ, CA 94553 . DEADLINE FOR SUBMITTING ITEMS IS THE 10TH OF THE MONTH. THE NEXT ISSUE WILL BE PUBLISHED MARCH 25, 1993 . EDITOR VL-N C.)R? Linda Wenneker Nida CONTRIBUTORS l�F CONI Administration Division � :' •_ Court Services Division .' Criminalistics Division Detention Division c1 --T. °• Investigation Division Patrol Division Support Services Division 900STA�'O \� ISSN 1040-8967 Sheriff ' s Administration Publication 1993 A MESSAGE FROM THE SHERIFF Rumors can have a negative effect on healthy organizations even during the best of times. All of us, particularly managers and supervisors, have a responsibility to prevent the spread of rumors, be they about individuals or about the organization. If on their face, the rumors are absurd, we should have the courage to stand up and say so. . If they require clarification from a particular person, we should seek that clarification. I am sure there are more rumors than ever reach my ears, but the ones that defy explanation yet continue to circulate throughout the Department are related to the qualifications necessary to be a success in this Department and the notion that soon new officers will have to serve '54 months in Detention before they have an opportunity to transfer out. With respect to the latter, I have not thought of, considered or had recommended to me, any increase in the length of time a Deputy Sheriff has to serve in the Detention Division. It is my strong belief that although the cost and the math associated with.the three 18's will probably prevent us from putting that back in place, over the short term we cannot, and I will not, support mandating that Deputy Sheriffs stay in Detention Division, for,54 months. In the second rumor that I am aware of, it has been suggested that irrespective of any other qualities it is impossible to be successful in this organization unless a person has served honorably in a certain branch of the military, is a member of a particular fraternal organization or has brought their golf handicap down to a single digit. Anybody that expresses those notions, let alone believes them, has either been smoking something illegal or has a shoe size larger than their I.Q. The only uniform you must wear to get ahead in this organization is the tan uniform of the Contra Costa County Sheriffs Department. The only fraternity or sorority that you have to be a brother or sister of is the law enforcement community. Relative to the issue of golf being a professional asset, I prefer pool, but it's difficult to find charitable fundraisers built around a pool tournament. I fully understand that there are forces that work against the elimination of rumors. The sheer size of our Department makes it difficult for us to share information. The fact that many of us work different shifts causes breaks in our lines of communications, but more than anything else it is human nature that causes these rumors and works against us stopping them. I have directed Division Commanders to either answer questions or passuestions tip the chain of command until they can be answered. For this mandate to be effective, a% of us have to pose the questions. The same holds true for complaints. If you have a question, if you have a problem, don't sit around over a cup of coffee, starting or perpetuating rumors or complaints about how bad things are in the Department. Ask the question! On November 22, 1992, 1 celebrated the 27th anniversary of my employment with the Contra Costa County Sheriff's Department. I have enjoyed each and every year, due in large part to the quality of eople with whom I have worked. Many of you have heard me say that great organizations are created y the efforts of great people. That is our situation. All of you, and those that came before vou, have contributed their time, energy and professional enthusiasm to an organization that, through your efforts, has developed a reputation for excellence. We've got to hang tough. If we don't, the budget problems will consume us before the fight. COMMIT-FEE OPENING The Recruitment, Retention and Career Enhancement Advisory Committee currently has an opening. The purpose of the committee is to provide me with suggestions on: 1) Recruiting qualified candidates from all groups represented in our community-, 2) Retaining our quality workforce; 3) Enhancing career opportunities for employees; 4) Serving as the departmental affirmative action committee. The committee currently consists of eight departmental employees who meet at least quarterly, with release time being provided for the meetings. If you would like to be considered for this committee, submit a i brief note to me indicating your reasons or Interest n being involved no later than March 25, 1993. PRACTICAL ADVICE ON RAISING RESPONSIBLE CHILDREN Reprinted from Bottom Line 3/30/92 Television, divorce and two-career families have dramatically changed the requirements for effective parenting. Kids grow up quicker and need to learn sooner how to cope with the challenges and pressures of contemorary society. To help parents cope with these tremendous challenges and pressures, we spoke with chilT psychiatrist and educator Foster W. Cline... Is there a key to good parenting in the 1990s? There are two keys...love and logic. Children need love that is notermissive, that doesn't tolerate disrespect and that is powerful enough to allow them to make mistakes and to live with the consequences of those mistakes. ogic has to do with the consequences of our children's mistakes. If we let our children live with the frustration, disappointment and pain that logically follow their mistakes, they will learn from the mistakes. Isn't that harsh? Not if we support our children with compassionate sympathy -- not anger -- as they learn these lessons. If young Danny misbehaves at the dinner table, he is offered the choice of eating nicely or playing on the floor. If he chooses the floor, he may become hungry later and his parents can be very sympathetic about it, promising a big breakfast the next day. Parenting with love and logic is a win-win philosophy. What do you mean by win-win? Parents win because they love in a healthy way and establish effective control over their kids without resorting to the anger and threats that will later bring on rebellious teenage behavior. Kids win because, at an early age, they learn responsibility and the logic of life by solving their own problems. They acquire the tools for coping with the real world. Parents and kids establish a rewarding relationship built on love and trust in the process. Can you give an example? When a six-year-old is dawdling with his food in the restaurant, holding upp the family's shopping plans, angry words only give him a sense of power over his arents. A love-and- logic parent would give him a realistic choice. The father might say (with a smile, Son, I'm leaving in five minutes. You can come with me hungry or come with me not-hungry. You decide. The parents will not nag after that. When it's time to go, the father offers another set of choices...leave with me under your own power or my power. And if he must, the father simply picks the boy up and carries him out. No an words are spoken and if the boy suggests later that he is hungry, the parents are very sympathetic but they don't give him anything to eat. They might commiserate with him, admitting they v get hungry, too, when they have missed a meal. But what if you as-a parent don't like one of the choices? There is an art to offering choices. Always select choices that you can live with. * Never offer a choice that you aren't willing to let the child experience the consequences of. * Never offer choices when the child is in danger. * Be aware that there is always a third choice -- you will make the choice if the child won't. * Don't offer choices in anger. This sounds great here, but don't children frequently provoke parents too much to use this method all the time? It takes practice to be a love-and-logic parent. But remember that anger only teaches children that messing up makes adults mad. And it makes their problems our problems, which tells them that they are not capable of coping. Try to distinguish between fighting words (No, you can't go out to play until your chores are done) and thinking words (Yes, you may go out to play as soon as your chores are done). And practice empathizing with your child's plight rather than being angry. When your son gets low grades on his report card, the angry response would be to tell him that he didn't do his homework and he will have to stay in every afternoon and do his lessons under Your supervision. You are really telling him that he can't do the work without your help and discipline. A better, more empathetic response would be to say, Oh, how akful. You must feel terrible. What can you do? This way, you are letting the child, with your sympathetic support, solve his own problem. He will gain self-respect as well as better work habits and better grades. What if your children are already teenagers when you start experimenting with love-and-logic parenting? It's never too late to use love and logic. It will take more than thinking and patience, but you will grow as much as your children do in the process. And you will be building a loving and respectful relationship that will last far beyond the teen years. EMPLOYEE ASSIS'T'ANCE PROGRAM - 24 HOURS A DAY San Francisco/Bay Area .................................... (510) 653-4357 TTY for the Hearing Impaired ...................... (510) 653-5569 Nationwide .................................................... (800) 227-1060 REFLECTIONS...PAST TO PRESENT CCCSO RECOGNIZES BLACK HISTORY MONTH Black History Month is a time of year for reflecting back and remembering African SERGEANT MARJORIE M. TAYLOR Americans who have contributed to the rich history of America. February is the month ' '�* .,., ,—, On October 15, 1962, designated as the commemorative observance of + w Marjorie M. Taylor was Black History Month. Tft the second African American to be hired Carter G. Woodson, the "Father of Black History by the Department. Month", presented to American history an Marge knew that law unknown version which he himself saved and enforcement was transformed. His personal struggle and his rise ' the key to her life and from the West Virginian coal mines to the �;., she served with summit of academic achievement are exemplary t�ya elegance a n d in and of themselves. The light which brightly distinction. Because shines in African American history today mirrors 5 !n of her emphatic need `" to help mankind law reflections of the past of Carter Woodson. _:-. p , enforcement was the Carter Woodson said, "If a race has no history; perfect avenue. if it has no worthwhile tradition, it becomes a :�.M.W;; Serving under Sheriffs negligible factor in the thought of the world, and Young, Ramsey and it stands in danger of being exterminated." Rainey, Marge retired on February 28, 1983. She now spends her days African Americans continue to mirror the enjoying her hobbies - reading and long walks. historical reflections of Carter Woodson, and we are proud to recognize some of our first African American .officers in the biographies that follow. LIEUTENANT SURRY POOLE DEPUTY EMMANUEL K. MC CALL Surry Poole joined the Department on The history began on November 21, 1966. April 1, 1958, with the He was able to merge hiring of Deputy his previous experience Emmanuel K. McCall. in the veterinary field "Mac" came to the with his new career Sheriff's Department when Surry became the specifically to be a . first K-9 officer in the Deputy Sheriff in Department. Surry's Patrol. His patrol o t h e r r e a t experience and his achievements included r undivided love for law time spent in enforcement enabled Recruiting. With the him to be selected as progressiveness of then- one of seven deputies Sheriff Rainey, Surry assigned to Pleasant d e v e I o p e d H,11, the first contract minority/female city. Mac retired from recruitment efforts which resulted in a meritorious the Sheriff's Office in resolution of performance from Senator Nickolas 1978. He then served as Chief of College Police Petris. at Contra Costa College. He continues his involvement in law enforcement through activities Lt. Poole, who retired on March 29, 1991, states with the DSA Retirees and he served as "Importance should not be placed on me being Chairman of the County Parole Board for three the first Black assigned, promoted, or but years. should be a natural transition, through capabilities and standards of performance." R•1ac currently resides in Martinez with his wife. The. father of ten and grandfather of nineteen, he proudly states his family was the other great accomplishment in his life. (Continued on Page 7) SHERIFF'S DIRECT LINE PHONE SYSTEM 210/9 [646) [313) [262] ADMINISTRA'90N DIVISION -651 Pine, Mtz FIELD OPERATIONS BUILDING FIELD OPERATIONS PERSONNEL Sheriff Warren Rupf . . . . . . . . . . . . . . . . . . . .6-2231 1980 Muir Road, Martinez Brooks, Gloria . . . .. . . . . . ... . „_- . . . . . 327 S eriff's Sect. Mary Forney . . . . . . . . . . . . . . 6-2216 Campbell, Brian . . . . . . . 3-25 Asst. Sheriff Gerald Mitosinka . . . • . . . . . . . . 6-2224 ADMINISTRATIVE&COMMUNITY SERVICES Campbell, Gary . . . . . . . . . . . . 3-26 Ass',. Sheriff Rodger L. Davis . . . . . . . . . . . . .6-1057 Lt. Scott Parsons . . . . . . . . . . . . . . . . . . . 3-2700 Conger, Tom 3-26 Chief of t.1 i. Svcs. Tom Young 6-2404 Intelligence . . . . . . . . . . . . . . . . . . . . . . . 3-2710 9 . . . . . . 9 9 • • • • • • • • • • • 9 Coyne, Patrick .. . . . . . . . . .3-26 She;. Fisc. Off. Reed McDonald. . . . . . . . 6-2405 Crime Analysis . . . . . . . . . . . . . . . . . . . . . 3-2711 Dack, Ron3-2E . . . . . .. . . . . . . . . . Admin.Analyst Connie Ames . . . . . . . . . . . . .6-2243 D.A.R.E. . . . . . . . . . . . . . . . . . . . . . . . . . . 3-2722 Daly' Scott ' . . . . . 3-27 Feyroll- Mary Goodin • • • • • • • • • • • • • • • • • •6-2403 INVESTIGATION DIVISION Escover,Charles . . . . . . . . . . .3-2E Purchasing - Marie Lenz . . . . . . . . . . . . . . . . 6-2243 Commander-Capt. R. Pitkin . . . . . . . . . . 3-2691 Fisher, Michael . . . . . . . . . . . . . 3-2E Recruiting•Internal.6-2352-Pub .... 1400••537-2877 Asst. Commander-Lt. T.Terry . . . . . . . . . 3-2692 Ford,Tom 3-2E Profmalonal Standards A Resources C.N.E.T . . . . . ' . . . . . . . 932-4188 . . . . . . . . . French, Bill . . . . . .. . . . . . . . . . 3-2E Lt. Tom Moore . . . . . . . . . . . . . . . . . . . . . . .6-2346 Central County Team . . . . . . . . . . . . . . . . 3-2635 I. Ben Dickey (Res. & Plan) 6-2844 East County Team 3-2645 Funk,John John . .. . . . . . . . . 3-2E Data Process . .6-2437 E.N.E.T . . . . . . . . . . . . . . . . . . . . . . . 932- M Gackowski,John . .. . . . . . . . . 3-2° Dave Fry ( ) • • • • • • • • • • • 41 • • Hammes-Wells, Linda . . . . . . . . 3-2E F Internal Affairs . . . . . . . . . . . . . 6-2424 Fraudulent Document Detail . . . . . . . 3-2610/2611 [ Deidre Robinson Res. & Plan. . . . . . . . . . . .6-2841 Information ........ ............. 3132800 Haersol,Jim . . . ... . . . . . . . . 3-2i I ( ) Ingersoll, Ray . . . .. . . . . . . . . . 3.2( Juvenile/Sexual Assault . . . . . . . . . . . . . . 3-2624 Jackson, Mike . . .. . . . . . . . . 3-2E CORONER'S DIVISION Narcotics . . . . . . . . . . . . . . . . . . . . . . . . . 3-2676 Johnson, Ed . . . . . . . . . . . . . . . 3-2: Central Morgue- 1960 Muir Rd., Mtz South County Team . . . . . . . . . . . . . . . . . 3-2664 Jones, Fred . . . . .. . . . . . . . . . 3-2t Sgt. Floyd Snodgrass . . . . . . . . . . . . . . . . . . 3-2870 Special Services . . . . . . . . . . . . . . . . . . . . 3-2681 Kay, Cynthia . . . . . . . . . . . . . . 3-2< Information/Captain John Hart . . . . . . . . . . . .3-2850 West County Team . . . . . . . . . . . . . . . . . 3-2656 Kenny, Rene . . . . . . . . ... . . . . 3-Z W.N.E.T . . . . . . . . . . . . . . . . . . . . . . . . 724-4503 McElravy, Lynn . . . . . . . . . . . . . 3-2: COURT SERVICES DIVISION Morgan, Rick . . . . . . . . . . . . . . 3-2: CUI-3018 Willow Pass Rd., Con . . . . . . : . .6-5441 PATROL DIVISION Morgan, Bernadette . . . . . . . . . 3-2. Mailing: P.O. Box 1025, Con 94522-1025 Commander-Capt.John Gackowski . . . . 3-2510 Mortensen,Veda . . . . . . . . . . . 3-2C Lt. Larry Crompton . . . . . . . ... . . . . . . . . . . .6-5472 Asst. Div. n .. .. . - L. Henderson . . . . 3-2511 Nunn, Ed 3-2. Diane Daubenspeck . . . . . . . . . . . . . . . . . . .6-5615 Information d 'Vehicles ' ' . .. . . . .........•. 32500 Parsons,.Scott . . . . . . . . . . . . . 3-2 Court S�rft1!- Lt. Dana Hunt . . . . . . . ... . . . 6-1596 Abandoned Vehicles . . . . . . . . . . . . . . . . 3 2528 Pellegrini, Danielle . . . . . . . . . . 3-2 815 Cour? Street, MartinezPeters, Lucy . . . . . . . . . . . . . . . 3-2 ' � ' ' � ' ' ' ' ' ' ' ' ' ' ' ' Bay Court Security . . 6-3243 Bay Station-5555 Giant Hiway, Richmond Pitkin, Russell . . . . . . . . . . . . . 3-2• Lt. Sizemore (Internal-2-4205) . . . . . . . 262-4203 Delta Court Security . . . . . . . . . . . . . . . . . . 6-8102. Pitts, Don . . . . . . . . . . . . . . . . . 3-2 Mt. Diablo Court Security . . . . . . . . . . . . . . .6-8104Radcliffe, Kathy . . . . . . . . . . . . 3-2 Blackhavrk- Lt. G. Hall . . . . . . . . . . . . . 736-1018 Rh ,Ter 3-2 Superior Court Security . . . . . . . . . . . . . . . . 6-2838 YanrY Walnut Creek Court Security . . . . . . . . . . . .6-6730Rodriques, Ernie . . . . . . . . . . . 3-2 Danville Pollee-510 La Gonda Romiti, Marlene . . . . . . . . . . . . 3-2 CRIt�AIMAW,T lCS LABORATORY Police Mgr- Lt. C. Dean . . . . . . . . . . . 820-4481 Russell, Bill . . . . . . . . . . . . . . . 3-2 Chief John. Murdock . . . . . . . . . . . . . . . . . . . 6-2466 Terry,Telford . . . . . . . . . . . . . . 3-2 Crime Scene Investigator 6 2458 Delta Station -O'Hara&Acme,Oakley Thomas, Ian . . . . . . . . . . . . . . . 3.2 c g ' ' ' ' ' � ' ' ' ' ' ' ' ' ' Lt.A. Snell. .(625.2341) (427.8510) . . . . . 6-8510 Treadwell, Brian . . . . . . . . . . . . 3-2 Cemtrej kibntH(artion Bureau . . . . . . . . . . . . . 6-1117 Varady, Dale . . . . . . . . . . . . . . 3-2 Director- N. Bettencourt . . . . . . . . . . . . . . . . 6-1119 Lataystts Pollee-3875 Mt. Diablo Blvd.,Suite 130 Wallis,Jerry . . . . . . . . . . . . . . . 3-2 inked Fingerprint Information . . . . . . . . . . . .6-1116 Police Mgr.• Lt. G. Moore . . . . . . . . . . 283-3680 Ward, George . . . . . . . . . . . . . 3-, Latent Fingerprint Information . . . . . . . . . . .6-2460 Weckel, Richard . . . . . . . . . . . .. . . . 3-2 Marine Patrol . . . . . . . . . . . . . . . . . . . . . . 3-2522 :_u„/?''v�. I:tstiumentation Bureau Mutual Aid Coordinator (McElravy) . . . . . . 3-2527 White, Nancy . . . . . . . . . . . . . . 3 1950 Muir Road, Martinez . . . . . . . . . . . . . . .3-2800 Whitlatch, Ken . . . . . . . . . . . . . 34 yup. Criminalist K. Holmes . . . . . . . . . . . . . . 3-2810 Orinda Pollee 26 Orinda Way Williams, Ken . . . . . . . . . . . . . . 3-: n.Nrn. Bureau Police Mgr.- Lt. J. Dashner . . . . . . . . . 254-6820 Yamamoto, George . . . . . . . . . 3 ,122 Escobar, Mtz . . . . . . . . . . . . . . . . . ... .6-2455 FAX Numbers Fnoporiy r u, - 401 Escobar, Miz . . . . . . . . . San Ramon Police-2222 Camino Ramon Administration . . .. . . . . . .. 848-'. 6 2453 Police Mgr. - Lt. Ovid Holmes . . . . . . . 275-2270 Bay Station . . . . .. . . . . . .. 2821 Central kient. . . . .. . . . . . . . 848-'. .E;0.TI7 I DIVISION Valley Station-Alamo Plaza (rear)Alamo Communications .... . . . . . . 848-' Chief Deputy Larry Ard . . . . . . . . . . . ... . . . . 6-4497 Lt. Doug Mongsene. . . . .(837-2902) . . . . 6-6180 Coroner's Office . .. . . .. . . . 3134 C:uat.Att. Bur.900 Thompson Public .. . . . . .8.46M Court Services . . .. . . . . ... 848-1 Custody Alternative Bur. -Internal 6 1368 Volunteer Svcs. - Sgt. Rick Morgan . . . . . .3-2523 Ume Lab.-General . . . . .. SW Custody Alt Lt. Lyie Shores/James Carey . . . . . . . . . . . . 6-1369 e • • . . ••• 848- Home Dote n?ion/County ?stole . . . . . . . . . . 6-4932 SUPPORT SERVICES DIVISION Danville P.D . . . .�.. . : . .. .. 838-! Administration -40 Glazier Dr., Mtz D.SA Hall . . . . . . . . . . . . . . 228-' E:4aa� Crack Dat. Fac.-Lt. Shores . . . . . . . . . .6-5708 Div. Cmdr. -Capt. John Hart . . . . . . . . . . 6-4463 Delta Station . . . .. .. . . .. . 4,V4 --- -- 2 00 harsh Creek Rd.,.Clayton . . . . . . . . .6-5700 Asst. Div. Cmdr. - Lt. Tom Lambert. . . . . . 6-4463 Drug/Aloohol Lab .. . . . . . .. 313 fv?r.iinz Dot. Fee.-1000 Ward St . . . . . . . . . .6 4493 Fleet Services . . . . . . . . . . . . . . . . . . . . . 3-2747 Investigation . . . . . . . . . . . . . 313-: Lafayette P.D. . . . . . . . .. . . 283- Cor.-.;i,a^der -Capt. Bill Shinn. . . . . . . . . . . . 6-4643 Centre!Communications Center . . . . . . . . . 6-2441 M.D.F.-BAS. . . . .. . . . . . : . 846- uieau U` Admin. Svcs. (BAS) . . . . . . . . . . .6-4644 C::ntr=.! "cntrol 6-4667 Central Communications Director . . . . . . . 6-2447 Marsh Creek Detent. Fac. . .< 848- r6-2205 Comm. -Training Bureau . . . . . . . . . . . . . 6-4463 Orinda P.D. . . . . . . . . . . . . . 254-' . .� Patrol DMslon . . . . . . . . . . . 313- `'roces_.r_: Sergeant . . . . . . . . . . . . . . . . . . 6-4684 ,, .�,",' 6 2199 Records Bur. -651 Pine St., N.Wing, Mtz Records Bureau . . . . . . . . . . 648 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6-4664 Records Mgr. -J. Cowger . . . . . . . . . . . . . 6-2830 San Ramon P.D. . . . . . . . .. 830 Arrest Records . . . . . . . . . . . . . . . . . . . . . 6.2825 Valley Station,. . . .. . . . . . . . 848- ,,,Jr,n! f1atandon Faclity . . . . . . . . . 262-4200 Microfilm Svcs . . . . . . . . . . . . . . . . . . . . . 6-2833 West Co. Det. Facliity . . . . . . 282- Richmond Re ports/Record s,'Perm its . . . . . . . . . . . . . 6-2821 W.C.D.F.-Operations. . . . . . 2132- . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-4270 Stats . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.2972 . . . . . . . . . . . . . . . . . . . . 2-4290 Warrants . ... . . . . . . . . . . . . . . . . . . . . . . 6-2827 . . . . . . . . . . . . . . . . . . 262-4200 Interna!/After business hours . . . . . . . . . . 6-2833 'c,. e/CUurts/Crly) . . . . . . . . . 2-4210 ,2/1 0/9j [M] [313] [282] A.C.S . . . ... . . . . . . . . . . . . . . . . . . . . . . . 3.2700 Fax-Crinda P.D. . . . . . . . . . . . . , . . . 254-0158 Pitts. Don . . . . . . . . 3-2622 Abandoned Vehicles . . . . . . ... . . . . . . . . . . 3-2528 Fax-Patrol . . . . . . . 3113-2750 Pool Garage . . . . . . . . . . . . . . 6-2124 Administration Division . . . . . . . . . . . . . . . . 6-2402 Fax-Records il;1na'au . .. . . .. . .. 848-2428 Property Bureau . . . . . . . . . . _. 6-2453 Ames, Connie . . . . . . . . . . . . . . ... . . I . 6-2243 Fax-San Ramon P.D. . . . . . . . . . . . . 830-W74 Purchasing - S.O. . . . . . . . . . 6-2243 Aid, Larry . . . . . . . . . . . . . . . . . . . . . . 6-4497 Fax-Support Services . . . . . . . . . . . . 648-1380 Radcliffe, Kathy . . . . . . . . . . . . 3-2792 B.A.S.-M.D.F. 6-4644 Fax-Valley Station ....... . . ... . . 848-8183 Records&Bookings . . . . . . . . . 6-2825 B.A.S. -W.C.D.F. . . . . . . . . . . . . . . * . . . . . 2-4270 Fax-West Co. Detention-BAS. . . . . 282-4299 Recruiting . . . . . . . . . . . . . . 6-2352 Bay Court Security . . . . . . . . . . * . . . * . . . 6-3243 Fax-We Co. Detention-Operations 252-4298 Reports . . . . . . . . . . . . . . . . .. 6-2821 Say Station-Public ...:............. 282-42133 RO.B. -Training Room . � , . . . . . . . . . . 3-2531 Restraining Orders . . . . . . � . . 1 6-2950 Bay Station-internal . . . . . . . . . . . . . . . . . 2-4205 Fisher, Michael . . . . . . . . . . . . . . . . . . . . 3-2642 Retirement . . . . . . . . . . . . . . . . 6-5741 Beck,Wayne - . . . . . . . . . . . . . . . . . . . . . . 2-4270 Ford, Thomas . . . . . . . . . . . . . . . . . . 3-2611 Rhyan,Terry 3-2690 Benefits . . . . . . . . . . . . . . . . . . . . . . . . . 6-4940 Forney, Mary . . . . . . . . . . . . . . . . . . . 6-2216 Risk Managment . . . . . . . . . . 6-2014 Bennett, Neva . . . . . . . . . . . . . . . . . . . . . . 6.5650 Fraudulent Documents . . . . . . . . . . 3-2610/2611 Robinson, Deidre . . . . . . . . . . . 6-2841 Bettencourt, Norm . . . . . . .. . . . . . . . . . , 6-1119 French, Bill . . . . . . . . . . . . . . 3-2674 Romiti, Marlene - . . . . . . 3-2711 Blackhawk . . . . . . . . . . . . . . . . . . . . . . . 376.1018 Fry, David . . . . . . . . . . . . . . . . . . . . . . 6-2437 Rupf,Warren . . . . . . . . . . . . . . 6-2231 Brooks, Gloria ... . . . . . . . . . . . . . . . . . . . . 3-2793 Funk,Jahn . . . . . . . . . . . . . . . . . . . . . . 3-2670 Russell,William . . . . . . . . . . . . 3-2681 CAD/RMS System (K. Hallmeyer) . . . . . . . , 6-4463 Gackowski,John . . . . _ . . . . . . . . . . 3-2510 San Ramon P.D. . . . . . , . , . 275-2270 C.N.E.T. . . . . . . . . . . . . . . . . . . . . . . . . . 932-4188 Goodin, Mary . . . . . . . . . . . . 6-2403 Schmidt, Bill . . . . . . . . . . . 2-4280 Campbell, Brian . . . . . . . . . . . . . . . . . . . . . 3-2514 Hall, Gary. . . . . . . . . . . . . . . . . . . . . . 736-1018 Shinn, William . . . . . . . . . . . . . 6-4643 Campbell,Gary . . . . . . . . . . . . . _ _ . 3-2660 Hall, Louise . . . . . _ _ . . . . . . . . . . . . . 6-2402 Shores, Lyle (C.A.B.) . . .. ..,6-1369 Carey,James . . . . . . . . . . . . . . . . . . . . . . . 6-1369 Hammes-Wells, Linda . . . . . . . . . . . . . . 3-2643 Shores, Lyle (M.D.F. . . . . . . . .. 6-5700 Central Comm. Center . . . . . . . . . . . . . . . . 6-2441 Hart, John . . . . . . . . . . . . . . . . . . . . . . . 3-2888 Simmons, Larry . . . . . . . . . . . . 2-4270 Central Comm. Director . . . . . . . . . . . . . . 6-2447 Hatchell,James . , . . , . . . . . . . . . . . — 3-2630 Sizemore, Doug , , . , . . , , . -.. 2-4203 Central County Team . . . . . . . . . . . . . . . . . 3-2635 Hawkins, Sandy . . . . . . . . . . . . . . . . . . . 6-4642 Snell,Albert (427-8510) . . . . .. 6-8510 Central ;dent. Bureau . . . . . . . . . . . . . . . . . 6-1117 Henderson, Robert . . . . . . . . . . . . . . 3-2511 Snell, John . . . . . . . . . . . . __ 3-2711 Christiansen, Peter . . . . . . . . . . . . . . 6-4872 Holmes, Kathy . , . . . . . . . . . . . . . . . . 3-2810 Snodgrass, Floyd . . . . . . .. .. 3.2870 Civil Bureau/Court Services . . . . . . . . . . . . 6-5441 Holmes, Ovid . . . . . . . . . . . . . . . . . . . 275-2270 South County Team . . . . . . . . .. 3-2664 Communications-Training Bur. . . . . . , . . . B-4463 Hunt, Dana . . . . . . . . . . . . . . . . . . 6-1596 Special Services . . . . . . . . . . . 3-2681 Concealed Weapons Permits , . . . . . . . . . 6.2821 Hutchinson, Scott . . . . . . :. , . 6-2589 Slats , . . . . . . . . . . . . . . 1 . 6-2972 Conger,Tom . . . . . . . * ' * . . . . . . * . . . . * ' 3-2671 Ingersoll, Ray - - . . . . . . . . . . . . . 3-2640 Subpoenas- Patrol . . . . . . . . 3-2794 ro Coner's Office . . . . . . . . . . . . . . . . . . . . . 3-2850 Inked Fingerprint Info . . . . . . . . . . . . . . . 6-1116 Subpoenas- Detention . . . . . 6-4644 Coyne, Pat . 3-2632 Internal Affairs . - . . . . . . . . 6-2424 Superior Court Security _ . . . 6-2838 County Information . . . . . . . . . . . . . . . . . . 64121 Investigation Division (Info) . . . . . . . . . . 3-2600 Support Services . . . . . . . . . 6-4463 County Parole . . . . . . . . . . . . . . . . . . . . . . 6-4932 J-Team . . . . . . . . . . . . . . . . 3-2525 Terry, Telford . . . . . . . . . . 3-2692 Cowger,Jim 6-2830 Jackson, Michael . . . . . . . . . . . . 3-2675 Thomas, Ian . . . . . . . . . . . . . 3-2513 Credit Union . . . . . . . . . . . . . . . . . . . . . 228-7550 Johnson, Ed . . . . . . . . . . . . . . . . . 3-2522 Valley Station . . . . . . . . . . 837-2902 Crime Analysis . . . . . . . . . . . . . . . . . . . . . 3-2711 Jones, Fred . . . . . . . . . . . . . . . . . . . . . 3-2747 Varady, Dale . . 1 1 3-2677 Crime Lab (General) . . . . . 6-2455 Juvenile/Sexual Assault . . . . . . . . 3-2624 Vickers,Jeff . . . . 6-2648 Crompton, Larry . . . . . . . . . . . . . . . . . . . . . 6-5472 Kay, Cynthia . . . 3-2672 Volunteer Services . . . . . . . . 3-2523 Custody Aftemat.-Public . . . . . . .. . .. .. . . 8-4= Kenny, Rene . . . 3-2512 W,N.E,T. 724-4503 Custody Afternat,-Internal . . . . . . . . . . . 6-1368 Lafayette P.D. . . . . . . . . 283-3680 Wallis, Jerry . . . . . . . . . . . . . 3-2620 D.A.R.E. . . . . . . . . . . . . . . . . . . . . . . . . . 3-2722 Lambert. Tom . . . . . . . . . 6-4463 Walnut Creek Court Security . . . 6-6730 D.S.A. Hal! . . . . . . - . . . . . . . . :. . 228-9710 Latent Fingerprint lr.4r. . . . . . . . . . . . . 6-2460 Walsh, Jan . . . . . . . . . . . . 6-1057 Dack, Ronald - . . . . . . . . . . . . . ... . . . . . 3-2654 Lenz, Marie - - . . . . . . . . . . , 6-2243 Ward, George . - . . . . . . . 3-2650 Daly, Scott . . . . . . . . . . . . . . . . . . . . 3.2710 Matzen, Dennis . . . . . . . 6-4463 Warrants . . . . . . . . . . . . . . . . . 6.2827 Danville P.D. 820-4481 Marine Patrol . . . . . . . . . . . . . . . . . . . . . 3-2522 W.C.D.F.-B.A.S. . - _ . . . . . . 2.4270 Dashner,Jon . . . . . . . . . . . 254-6820 Marsh Creek Detention Fac. . . . . . . . . . . 6-5700 W.C.D.F. - O,D.'S Office . . . . . . 2-4210 Daubenspeck, Diane . . . . . . . . . . . . . . . . . 6-5615 M.D.F. - Information . . . . . . . . . . . . . 6-4493 W.C.D.F.-Public Info . . .. . . 252-4200 Davis, Hank . . . . - - . - . . . . . . . . . . 6-2838 M.D.F,-B.A.S, . . . . . . . . . _ _ . . . . . . 64644 W.C.D.F.- From Co. Ext, 2-4200 Davis, Rodger . . . . . . . . . . . . . . . . . . . . . . 6-1057 M.D.F. -Central Control . . . . . . . . . . . . 6-4667 West County Team . . . 3-2656 Dean, Christine . . . . . . . . . . . . . . . . . 820-4481 M.D.F. - Clerical . . . . . . . . . . . 6-4493 White, Nancy . . . . . . . . . . . . 3-2796 Delta Court Security . . . . . . . . . . . 6-8100 M-D.F.- Lobby . . . . . . . . . 6-2205 Whitlatch, Kenneth _ . , 3-2633 Delta Station . . . . . . . 427-8510 or 625-2341 M.D.F. - O.D.'S Office . . . . . . . . . . . 6-2199 Williams, Ken - - . . . . 3.2641, Delta Station - From Co Ext . . . . . . . . . . 6-8510 M.D.F. -Transportation . . . . . . . . . . . . . . 6-4664 Work Alternative Program . . . . 6-4670 Dodd,John, . , . . . . . . . _ . - . _ . . . . . 6-2838 McDonald, Reed 6-2405 Weckel, Richard - , . . . , . . . . . . 3-2610 Drug/Alco. Instrum. . . . . . . . . . . .I. . . . . . . . 3-2800 McElravy, Lynn . . . ... . . . . 3-2527 Yamamoto. George . . . . . . . . . 3-26311 E.N.E.T. . . . . . . . . . . 932-4188 Misdemeanor Complaint Sgt. . . . . . . . 3-2535 Young, Tom 6-2404 East County Team . . . . . . . . . . . 3-2645 Mitosinka, Gerald 6-2224 Electronic Home Detention . . . . . . . . . . . . . 6-4932 Mongsene, Doug (6 6180; 837-2902 E.scover. Charles . . . . . . . . . . 3-26332 Moore, Gregg . . . . . . . 283-3680, Evictions . , . , . . . . . . . . . . . . . . . . . . . 6.55A7 Moore. Ton) . . . . . . 6-2346 Extraditions . . . . . . . . . . . I . . . . . . . 6-5459 Morden, Bernadette (.Paiml Subpenas) 3-2794 Fax-Administration . . . . .. . . . . . . . . . . 646-1480 Morgan, Rick . . . . . . . . . . . . . 3-2523 Fax-Bay Station . . . . .... . . .. . . . . . . 262-4209 Mortensen, Veda . . . 3-2623 ,Fax-Contra] Ident. Bur. . . . . . I . . . . . . . 848-1209 Mt, Diablo Cour,, Security 6-8104 Fax-Coroner's Offloe .- . . . . . . . . ... . 313-28M Murdock,Jon,,) 6-2466 Fax-Court Servloss .. . .. . ... . . ... .. . 648-5518 Mutual Aid . . . . . 3-2527 Fax-Crime Lab, -Gen. . . . . . . . . . . . . . 848-2913 Narcotics . . . . . . . . . . . . . . . . . . 3-2676 Fax-Custody)lijrtsmatt ve . . .. . .. . .. . . 648-1392 Nida, Linda 6-2402 Fax-D.SA Hall . . . . . . .. .. . . . . . .. . . 228-1637 Nunn, Ed . . . . . . . 3-2644 Fax-Darrville P.D. . . . . . . . . . . . . . . . . . 838-6797 Operating Enaineel . . . . . . . . . . . . 6-2210 Fax-Doha Station . . . . . . . . . . . . . . . . . 427.8634 Orinda P.D. . . . . . . . 254-6820, Fax- Drug./A.Ioohoi Lab . . . . . . . . . . . . . . 313-2840 Parsons. Sc:;;: 3-2700 - Investigation. . . . . . . . . . . . . . . . . . 313.2750 Palro; T_-,ivisior. . . . . . . . . . . . 3-2500 7sx,-Lafayette P.D, . . . . . . . . . . 28,34126 Pelliarini. Danwj!e 3-2795 . . . . . . . . . . . . . . . . . . . . . . 646-1391 warn 6-2 15.1: 1A 1'. F 11t, 138.5718 REFLECTIONS...PAST TO PRESENT -SUPPORT SERVICES DIVISION Continued from Page 4 DISPATCHER OF THE MONTH JANUARY 1993 CAPTAIN JAMES L. ROBINSON James L. Robinson, S E R 1 F F ' S "Robbiewas hired on DISPATCHER " •. CELESTE CRASE has February 14, 1967. He received the honor of achieved the highest being selected as rank of any African "Dispatcher of the American in the history Month" for January of the Department. 1993. Her selection i A keyBobbie' was based upon the to s recommendations of success stems from his fellow co-workers and poSi tive philosophy on supervisors. life. When asked about his greatest Celeste's professional handling of two fife- accomplishments, he threatening emergency calls during the past month replies, "I Bot up is certainly deserving of recognition. morin& What mon could apmon ask for? Both incidents involved officers being shot at and To wakebe hammy, in one case, returning fire. During one call, and make someone else happy. Mus posrtrve Celeste facilitated a vehicle pursuit in which shots attitude, along with determination to achieve were being fired at the deputy as both vehicles academic excellence, was the strong incentive to were moving. While reviewing the tapes of the earn his Masters in Public Administration. incidents, her supervisor was very impressed by h the formulation and implementation of her calm and composed manner. The supervisor Through P said that she heard every transmission, echoed all a well developed life plan for achievement, Pertinent information, kept the field units Robbie is a picture of success. informed, and documented the information in the CAD computer. Her "level headed, professional manner over the radio helped contribute to a The Sheriff would . like to .acknowledge the successful conclusion" to both incidents. African American Deputies, past and present, of the Contra Costa County Sheriffs Department. DETENTION DIVISION They have made historical contributions as CIVILIAN EMPLOYEE OF THE MONTH Deputy Sheriffs through acts of heroism, FEBRUARY 1993 dedicated service, community involvement, and continuous exhibitions of pride in the law DETENTION enforcement profession ... SERVICES WORKER MELVIN MC DONALD, ROBERT LOWS, MARY CORDOVA is VERNON CHAMBERS CLYDE SMITH JAMES to be congratulated on ' �'`*• �� being selected as BRIGGS, LARRY MORTEN, LEO. KELLY, t LUCY PETERS, CHARLOTTE GILBERT, `e Detention Division's RONNIE SIMS, CHESTER AMIN, MILDRED Civilian Em loyee of ry .'a the WATKINS, JERRY DEVAULL, CLIFF DAVIS, Month for Fe DAN DOUGLAS, PHYLLIS HOLLOMON, February, 1993. DEBRA HUDSON, CHRIS HUGHES, SAM BURNS, MEL THOMPSON, CARLO CARTER, Mary was nominated for Civilian Employee DARRELL DUNLAP, CORNELL TURNER, of the Month by Support Services Director Mike GARY CLARK, MITCH LEMAY, ANDRE CHARLES, DONNY GORDON,SAMMY SMITH, Rutledge who described.her as "...one of the most trustworthy and dependable employees 1 have DAN QUIRK, JESSE BROOKS, EDDIE WRIGHT, MARVIN JACKSON, ROLAND ever had the pleasure of working with. Her . ' dedication,loyalty, and performance is consistently BRYANT, GUS JONES, KAY BELK, MIKE SIMMS, TIMI HALL, KIM ZARAGOSA, LLOYD above average. In spite of staff shortages due to budget considerationss an and work related MARTIN, ALEX SINGLETON, JON HARRIS, NELSON PATRICK, BRIHAN BROWNE, JOHN injuries, Mary continually completes assignments CLARK, STEPHANIE BROWN, GEORGIA accurately and minimal time. Being extremely PALLIER, MARVIN WHITE, SKIP WARREN, flexible, Mary can be counted on adjust her schedule to accommodate anyy emergent CHRIS FAIR, SHEILA WOMACK, ANTHONY C:RAWFORD, MORRIS CHASE, JAMES requirement. Mary is well lilted by all her co MCINiURRY, JEFF JENNINGS and JONATHAN Workers primarily due to her pleasant personality and positive "can-do" attitude. INI O RELAN D. PATROL DIVISION resulting in the D.A's filing of several felony DEPUTY OF THE MONTH counts against the subject, a known con man. FEBRUARY 1993 Detective Telles added, "Officer Olivera should DEPUTY STEVEN be commended for his diligent manner in such OLIVERA has received a complex case. Steve has become a valuable N the honor of being asset to the, San Ramon Police Depar invent. It wAn- selected as Patrol is my pleasure to work with him and I would " like to congratulate him on a job well done." Division's "Deputy of the Month for . February, 1993. His selection was based u p o n t h e DETENTION DIVISION recommendations of Lt. DEPUTY OF THE MONTH Ovid Holmes, Sgt. Bill FEBRUARY 1993 Abbey and Detective Jim Telles from San Ramon Police Services. Lt. DEPUTY CHESTER Holmes had the following complimentary words AMIN is to be about Steve's performance: congratulated on being selected as Detention "Officer Olivera was the initial patrol responder Division's "Deputy of to a disturbance of the peace involving the the Month" for suspect ("W.D."), his business partner, and their February, 1993. disgruntled worker. W.D. was the PRC. As Officer Olivera interviewed workers and W.D., he Deputy Amin was began to develop information that indicated that nominated for Deputy W.D.'s business practices included fraudulent use -- of the Month by of non-existent or borrowed business licenses; Sergeant Wayne Willett, non-payment of suppliers; non-payment of who provided the following comments: workers; and auto theft. Through aggressive and innovative investigative techniques, Officer Olivera "Chester is highly motivated, very reliable, and was able to.set up a sting in order to show W.D. requires very little supervision. He has was continuing to fraudulently operate his roofing outstanding work habits, completing all that is business. required of him and more. Assigned as the trustee module deputy, he is expected to "Officer Olivera then gave attention to an old interview and classify prospective inmates for 10851 CVC case out of the county wherein W.D. positions in the various facility work crews. As was suspected of stealing a Porsche, but the car we do not have a classification unit at this facility was never found, so the D.A. never filed the which assists us in this process, Chester's case. Officer Olivera was able to apply pressure selections are what keeps this facility's work so that the subject "storing" the Porsche felt it crews compatible and productive. He best to put it out on the street where it was communicates well with the inmates and with the recovered by Pleasanton P.D. Officer Olivera cooks and DSW's which supervise the crews. then obtained a Ramey warrant for auto theft for W.D.'s arrest. He then arranged a ruse to snare "Recently, while conducting room checks he W.D. at a shopping center in Pleasanton. observed an inmate outside his module acting suspicious. As Deputy Amin approached the "Steve has demonstrated his training, inmate, he observed a suspect throw a package professionalism, and dedication continuously since from outside the facility perimeter towards the his assignment to San Ramon. I have been inmate. Deputy Amin put out a thorough witness to this and wish to personally commend broadcast of the suspects' description, detained him for his efforts in the W.D. case and to the inmate and recovered the contraband. His nominate him for Deputy of the Month. actions resulted in the arrest of the suspect and recovery of drugs and tobacco. Sgt. Abbey added the following: "To improve himself, Chester recently finished a "Officer Olivera has impressed me by this course in Spanish. In addition, he spends a lot thoroughness and ability to do follow-up of his free time coaching sports, particularly investigations. The latest example is the arrest baseball." of two suspects for eleven felony counts of fraudulent use of a license and one count of Captain Simmons endorsed this nomination and auto theft. Steve invested over 100 hours on this added "...Deputy Amin's selection is based on his investigation with some of the investigation outstanding performance and work habits while conducted on his own time. He submitted a 231 assigned at the West County Detention Facility. page report with over 40 typed narrative pages, The supervisors at WCDF have a high regard for Chester's work." NEWS AND EVENTS STORK REPORT Congratulations to DEPUTY GARY GIFFORD RESOURCES AND PLANNING/TRAINING and his,wife Nancy on the birth of their first child, Amanda Valeri Gifford. Amanda was born Optional shoots will be offered along with on January 31, 1993, at 11:25 p.m. She weighed remediation on Wednesdays from 9 - 12 when an 9 pounds, 11 ounces and measured 22 inches. Advanced Officer class is being offered. Optionals are scheduled for March 3, 10) 24, and 31. STRESSED FOR SUCCESS? Chuck Steele transferred to the D.A.'s office effective February 1. We all wish him the best Chief John Murdock has made available three in his new position as D.A. Investigator! Ben VHS tapes from an instructor, Dr. Reese, at the Dickey continues his assignment in Resources and FBI Academy. Dr. Reese defines stress as -wear Planning on a 'temporary basis. and tear on the body caused by living." The tapes are titled "How Support Staff Can Manage HEPATITIS B IMMUNIZATION PROGRAM Stress," "Stress and the Marine Corp Family" (applies to any family), and "How to Manage In accordance to OSHA regulations, Resources Stress." Call Pat Hansen at 6-2455 to borrow any and Planning and Health Services are providing of these tapes. Hepatitis B Immunizations for those employees in job classifications in which all or some employees have exposure to. bloodborne pathogens. Divisional surveys taken in August, ELECTRONIC UNIVERSITY 1992, identify these classifications. Peter Christiansen advises that department Each complete immunization series includes three personnel interested in pursuing a inoculations and a follow-up testing procedure. college/university degree can now do so without Resources and Planning will schedule dates and leaving your PC. The Telelearning Electronic times shots are given, usually occurring at 1200 University Network is the coordinating agency for hours on the third day of Advanced Officer (AO) a growing number of colleges and universities training at the Field Operations Building Training currently serving over 25,000 students nationwide. Room. For further information, contact: If work schedules prevent those specified National Distance Learning Center, (502)686-4,556 employees from attending the scheduled Telelearriing Electronic University, (800)22LEARN inoculations at FOB, shots,will be given at the Health Department, 597 Center Avenue, Suite 200A, 313-6767 every Friday, 0800 - 1000. DO YOU BOWL? F6r additional information, contact Ben Dickey 640-2844 or Deidre Robinson 646-2841. Diablo Lanes, Concord, is now forminc, a Thursday Law Enforcement Mixed Trios Bowling League. They are inviting personnel from the S.O., P.D.'s, CHP, etc., including their spouses ATTENTION ALL CRAB LOVERS and friends. A get acquainted bowling party is scheduled March 4. Call 671-0913 for more into. Contra Costa County Peace Officers Alliance (formerly Deputy Sheriffs Wives Association) will be hosting the i5th Annual CRAB FEED. This all-you-can-eat .salad, french bread, pasta and 1993 HOLIDAY SCHEDULE CRAB will be held at the Clock Tower in Benicia. This spacious facility features a beautiful MAY 31: MEMORIAL DAY view of the bay. The cost is ONLY $25.00 per JULY 5: INDEPENDENCE DAY person and includes dancing from 9:00 p.m. to SEPT 6: LABOR DAY midnight. The date for this festive occasion is SEPT 9:** ADMISSION DAY March .13, 1.993. Contact Joan Cesca or OCT 11:** COLUMBUS DAY Margaret Updegraff for tickets. NOV 11: VETERAN'S DAY NOV 25: THANKSGIVING DAY NOV 26: FAMILY DAY ' DEC 24: CHRISTMAS SIGN UP NOW FOR COUNTY BLOOD DRIVE ON MARCH 3. CALL 6-4946! "Not holidays for those who receive flol11111-, holiday time. CELEBRATING BIRTHDAYS February 26: MIKE FISHER, BOB ORTIZ February 27 : JOE GORTON February 28 : RON YATES March 1 : BILL FRAZER March 2 : KEVIN ANDERSON, MIKE CESCA, ERIC IVERSEN March 3: MEGAN GARRY-WINTCH, BOB LARCH, MILDRED WATKINS, MIKE WEYMOUTH March 4 : MIKE DOWDLE, BILL MCGINNIS, DOUG WHITE March 5 : SALLY FLEMING, JACKIE MEIERS March 6 : MARK HALE, BARBARA HARMON, STEVE RODRICK Mi.-;-ch 7 : CHRIS DEAN, JEANNINE GIRARD, HOWARD GRANT,_ LAGONDA MCDONALD March 8 : CRAIG COOPER, STEVE FAJARDO, ED JOHNSON March 11 : JOHN CREVEY, PENNY ELLINGSWORTH, KEN FUJII, GARY GIFFORD March 12: BOB MARSHALL March 13 : STEPHANIE BROWN, BOB CHANDLER, RALPH WOODS, MIKE WRIGHT March 14 : - JEFF BILLECI March 15 : TOM CONGER, GREG GILBERT, PAUL HOLES, JACQUE HUDSON, CHRIS HUGHES, DAN REYNOLDS, JON WEBSTER March 17 : SARAH RALLS, ROY WALLIS March 18: TIM FOLSOM March 19 : STEVE FUQUA March 20: PAT FERDIG, CHARLOTTE GILBERT, SHEENA PHILLIPS, LARRY THACKARA, GEORGE VIDAL March 21 : KURT HALLMEYER, EBRAHIM TAHERIAN, LISA WARD March 22 : KEVIN DARING, RENEE LAWSON, FRANK MCLAUGHLIN, STEVE WARNE March 23 : JIM BABCOCK, KARAN BRETCHES, GWEN SURGES, JOAN CRONN, ROGER ENCARNACION, JON HARRIS, RICH TERRY March 24 : AL SNELL March 25 : ROGER WILSON March 26 : TIM HALL, MICHAEL PAUL, GLORIA SUTTER March 27 : DAVID BEASON March 28 : KATHY BAKER, MILTON BROWN March 30 : DELTA KNEPPER, JOE KOSMICKY March 31.: HEIDI CROSSMAN, CHUCK ESCOVER, DAN HEETHER pocrog, VvF fl-h:N ,Z,F TF11-106 'l<lT7'llv6 Rf 14A 19 you My PZoelf-AjX '2 POF o vEg A Aft w YEAF. WHY z q: porvIr You Tpl-f- A4 f WHAT r'm j } } "" z pollq6 Wpot46,7 LL . . CLLT 71 ERSIT .......... 4JL 40 A Newsletter for CCC Social Services Employees Winter 92 As a sub-committee of the PROFILE CORNER Affirmative Action Committee,the Cultural Awareness members Coming to America would like to introduce to you our An interview with Ann Quattrociocche--as told to Christina first issue Of your cultural newslet- Moore, Eligibility Supervisor at Douglas Dr. ter. The Cultural Awareness mem- (Ann Quattmciocche is an Eligibility Work Specialist in AFDC bers are: Field, currently assigned to a combination RefugeelAFDC Adelma Anciete-EI Sobrante, caseload in the Martinez office) Scott Clayton-Douglas, Betty I was born in South Vietnam and raised in Saigon.. Conner-Antioch, Darlene The city fell in 1975 and I left Vietnam in 1977, when I Davidsbn-Douglas, Gwen Easter- was 18 years old. My family owned a good deal of land Douglas, Mitch Martinez-El and my father, who owned a construction company and Sobrante, ,_,dna McFarland- built housing for U.S. personnel, had close ties with the Antioch, Nancy McKinnon-Weber, French and the United States in his business. One of 5 Marva Simmons, Chairperson, brothers and 3 sisters, I was raised in a typical upper Marina West. middle class household, which included 10 years at a The objective Of this newslet- French Catholic boarding school, where I almost con- ter will be to increase the knowl- verted to Catholicism from my family's Buddhist faith. edge of the cultural diversity Mine was a very sheltered upbringing. My father among a multi-cultural workplace. had fought with the French in 1945, and we were aware We would like to encourage all our there was war in the North from the time I was a child, co-workers to share their diverse but the first time the war affected me was in 1974. cultural backgrounds with us by Suddenly there were political changes, chaos and infla- submitting family anecdotes, ar- tion. When the Communists came in 1975, it was as if ticles or interviews that they feel the whole country shut down. We lived not far from the might be appropriate. This could capital, and I will never forget the day they marched also be in the form of banded down through the city. We felt desolate. recipes as well as poems, etc. All My family was very frightened--we had land and submissions must be in writing. buildings, and it was a crime to be wealthy under Com- munism--and we virtually went into hiding, living in one of my father's buildings and trying to keep as low a lescent home, and they sent transla- profile as possible. We knew we had to get out of the tors to make sure we had.whatever we 0,ountry. The Communists wanted complete 'control. needed. They confiscated all assets and sent people to "re- Our escape was in mid-1977. education camps",never to be seen again. We had no Later that year, we were interviewed rights and couldn't speak out. Those who did were by the French and U.S. Embassies. rounded up at night and disappeared. The French gave us a#1 priority We learned quickly the ways to survive. They took because of my fathers close ties, but over the banks and changed the currency, giving every- we decided to hold out for the U.S. one only$200 in the"new"money—all our wealth was We had heard that there was more gone. Friends who escaped to France sent letters back opportunity in-America. Finally, in and we used a sort of code language to cow.,nunicate, December of 1977, we were accepted because our letters were opened. We were miserable, as refugees by the U.S. feeling we had lost our home and our nationality, and Our arrival in America was a became desperate'. There was no future for us in Viet- BIG SHOCK! We touched down at nam now. There was no choice but to leave. SFO on December 9, 1977. It was One by one, families we knew were being sent to nighttime and the hgbts were over- concentration camps to be farm laborers. The only way whelming! It was paradise! We to leave was to escape, but how? Saigon was inland, wondered how they could afford,all and the only escape route was by sea. We put on an act, that electricity! trying to convince the government that we were becom- . The church that sponsored us ing fishermen under the new regime..My father went to helped us get settled in Berkeley. We live near the water, bought a tiny boat(theygotsuspi- had to register for school, take physi- cious if you got a big one!) and began to get to know cals and get shots. They gave us no the local people. They, too, had to believe this was our choice about where to live. No one in new livelihood or we would risk exposure. I was the our family spoke English. I was over contact between my mother and father—she held the 18 but somehow (probably because I family together in Saigon and I travelled back and forth was so skinny and young-looking) by myself(about 130 miles round trip) to carry mes- they had me listed as 14 or 15, so sages between them. they sent me to Berkeley High About two months later, my father sent word that it School. There was bilingual help was time. About twenty escaped on that 8 ft. by 10 ft. there, but I just couldn't get along boat-10 in my family, and friends. We were at sea 7 without English, so I went to ESL days and almost died. Not only did we run out of food, classes for awhile and then returned gas and water, we had no lights and were in great dan- to the high school. I told them I ger of being hit by the huge ships or swamped by their wouldn't go in the 10th grade, I was wakes. already a high school graduate! So An Indonesian ship picked us up and took us to they put me in I I th grade. It was still Thailand, where we were refused entry. They then took really hard--English is not an easy us home with them to Jakarta. Being in the first or language to learn? . second wave of refugees, we were somewhat of a nov- After high school I attended elty and were treated very well. We stayed at a conva- Alameda College. I seemed to pick up 2 English and American ways faster day notice cutoff for months! I felt isolated and frus- a than the rest of the family and helped trated. The language problem was the most difficult them get acclimated. I also worked thing for me. with other refugees. I wanted to go to My clients in the Vietnamese community would school and had been awarded grants -say yes even when they did not understand. They didn't to go, but my family was poor and know it's OK to ask questions n America, the;,relied above all I wanted to feel financially more on impression and body language. They had been. secure again., so I quit school and got taught it was disrespectful to make eye contact. They a job. had lots to learn to survive in this land. Even though it First I worked,for Catholic Chari- was difficult, it was good having a Refugee caseload ties, helping immigrants with paper- because there was no language barrier. Sometimes I felt work and social adjustment. Then I pressure from my clients to go farther than the rules. went to work for Alameda County as Gradually, it got'better. a bilingual Eligibility Worker. In 1979 In 1987 I came to work in Contra Costa County. I had married a first-generation Ital- We had moved to Pinole and I wanted to work closer to ian-American, and my family practi- home. There are many advantages, I feel, to working cally disowned me-it took a long here. I am a Lead Worker! There is more opportunity time to heal that rift. It was not typical here—you can"flex up",or work in any program. for women to work outside the home What's hard today? As I said before, my family in Vietnam, but my mother had al- never really accepted my choice of an American hus- ways worked in my father's business, band, so that's still difficult. They felt I set a bad so she was my role model for combin- example for my sisters! I want to go back to school ing family and career. now, but there are still obstacles (different ones this I got no formal training when I time!)--kids, home,job. The language barrier is still started in Eligibility Work. They gave there. Everyone says I speak great English, but every me a desk and a caseload and said, go day is still a learning day with English. It is better, for it! At first I cried every day. There though--on a scale of 1 to 10, it would only be a 4 now. were so many forms, problems, Sometimes I wish I had been bom here oQWy because it changes! Every day I thought I would would be so nice to really understand English! quit, but there was still that dream of Being a Lead Worker is a big responsibility. I have security, so I encouraged myself to lots of experience, though, and I research questions and stay. I didn't realize how bad it was keep my resources current. Sometimes people are until I looked back. I was the first or negative and it can be catching. I'm thankful because I second Vietnamese EW hired in came from a place where there was no future. I try not Alameda County, so there was no one to let little things get to me, and concentrate on what I with experience who spoke my lan- like about people. I haven't achieved all my goals but I guage to go to. I had been in America feel satisfied with my life. There are no social services less than 3 years! I was still trying to in Vietnam. People take life for granted in America, understand the language and the they have so much here. Before the war, my family was culture. My supervisor was sympa- like that too, until we lost it all but each other. Some- thetic but didn't check my work or tunes I get discouraged, but it could always be worse. I train me. I didn't know about the 10- feel fortunate. 3 SPOTLIOCORNER In Remembrance. Making History The following article was suhndaed by Roggell Brown, Quality , Control Analyst at Dougkz Drive.Dr.Daryl Daniels is the Ray Denney nephew of Roggell. As a second-year student in 1989,Daryl Daniels beloved husband of began his M.D.thesis research into the story of African- American medical students at Yale.Among his impor- tant discoveries,he traced the history of black Yale , What a special person! Ray _ R Denney died in October, 1992. If r--- ' you never met Ray you missed a very special pem :, Ray was a . -_ -- truly fun-loving man who enjoyed a :-M living and had that special gift to in t i fill each moment of contact with aQ i him with joy. I knew Ray as an KI honest man who didn't have a ' problem just being himselt and as a man who accepted others just as they were and could have fun with �.:.� anyone. The world definitely needs a lot more people like Ray and special gift of joy he brought with him. Ray touched and enriched my life and others with every contact, and I,just like everyone who met Ray, simply find it hard to find the words that would describe the loss Dr.Daryl Daniels we feel, knowing that this type of person is rare and of great value. medical students back to 1854; a 1970s medical school Ruby, we all send our heart- brochure had mistakenly stated that YSM's first Afri- felt sympathy to you, and want to can-American student graduated in the Class of 1949. thank you for sharing Ray with us. Dr. Daniels was one of five fourth-year students to give Wnum byAfth Mmm=M BSobrmte oral presentations at Student Research Day, held in May. Curtis L. Patton, PhD., professor of epidemiology WELCOME (microbiology), served as his advisor. Dr. Daniels has begun a general surgery residency Roseann Gutierrez, Area Agency at the University of New Mexico School of Medicine. on Aging, and her husband, are the (Ais is a condensed article regarding the history of the legacy of proud parents of Virginia Marie African American Students at Yale School of Medicine. If wu Gutierrez- born at 7:28 P.M., Wed., would like to receive this article in its entirety please contact Oct. 21, 7 lbs. 11 oz. Darlene Davidson at 31501.) 4 IK/E ^RE FA MIL rfides arks & crafts corning events Poems CONGRATULATIONS Perfecto Villarreal, Director of Social Service, congratulated the Affirmative Action Committee (Jim Morphy, Coordinator) for a job well done. The Affirmative Action Plan which was submitted for the Social Service Department received the highest rating of the 29 county department plans evaluated by a Board of Supervisors-appointed Advisory Council in Equal Opportunity. 5 EMPOWERING BLACK WOMEN [ NEWS Saturday, Nov. 14, 1992 WS 8:30A.M.4:30P.M. OT Laney College Theater NOTES 900 Fallon Street, Oakland $25 at the door (510) 644-1263 DAYS OF REMEM13RANCE Sunday, Nov. 15, 1992 - 3:00P.M. Grace Catheral Church, San Francisco (Corner of California & Taylor CULTURAL AWARENESS TRAINING We have a contract with UC Davis-Ext-ention for Cultural Awareness Training. First sesssion is scheduled on January �14, 1993. Look for further announcement. Editor - Marva Simmons LETTERS TO THE EDITOR 1f ,3 11 We at CULTURAL IN-SITES encourage Publisher - Darlene Davidson comments from our readership and requests for q0PO-reAS .31501 Staff Mitch Martinez particular topics are appreciated. All comments concerning this publication may be directed to, Nancy McKinnon Darlene Davidson, 3 150 1. EDITORIAL POLICY The CULTURAL IN-SITES Newsletter is published for the benefit of the CCC Social Services Employees. All articles and contributions may be reprinted without prior approval. Our next issue will be in April, 1993. As this is your newsletter, all employees are encour- aged to submit articles or announcements of coming events to any of the Cultural Awareness Sub-Committee members (see pg. 1) or fax to 31597. 6 THE AST ti 1 RS IV ............. . .. .:.:....:.. . .......... ....... ...... ............. ............ .......... ............. WNW .......... .::.. :..:.::.. .:.. . .......... . . ........ .................. . . ...... ..................L . .... . w A ........ ..... .... .... ............................... A Newsletter for CCC Social.Services Employees Spring 93 TRAINING BLACK HISTORY MONTH In addition to the quarterly The focus of this issue of Cultural In-sites is the Cultunalln-sites celebration of Black History Month. Newsletter;the The celebration begins with the stimulating poem Cultural Awareness written and performed by Black poet Maya Angelou at Sub-Committee is the swearing-in ceremonies on the west steps of the also committed to Capitol. providing "on- -ON THE PULSE OF MORNING goingcultural by Maya Angelou awareness training for all Staff. A Rock,A River, A Tree Hosts to species long since departed, Lynne Hofinann,Program Marked the mastodon, Analyst-Staff Development, coordi- The dinosaur,who left dry tokens nated with the University of Califor- Of their sojourn here On our planet floor. nia at Davis and contracted with Art Any broad alarm of their hastening doom Preciado to present "Cross-Cultural Is lost in the gloom of dust and ages. Awareness" training on January 1.2 But today,the Rock cries out to us,clearly, forcefully, Come,you may stand upon my in the Richmond and El Sobrante Back and face your distant destiny, offices and on April 13 in the But seek no haven in my shadow, Martinez and Antioch offices. I will give you no more hiding place down here. The training was very success- You,created,only a little lower than The angels, have crouched too long in ful and staff is requesting a follow-up The bruising darkness, session with Art for discussion. Have lain too long Lynne has scheduled additional Face down in ignorance. Your mouths spilling words cultural awareness training coming Armed for slaughter. up in June with Elmer Dixon, also The Rock cries out today, you may stand upon me. from UCD. We are requesting But do not hide your face. Across the wall of the world. support from Supervisors to encour- A River sings a beautiful song. age staff to attend: Come rest here b) mN side. Each of you a bordered country, Litt up your eyes upon Delicate and strangely made proud, The day breaking foryou.. . .,... . Yet thrusting perpetually under siege. Gbe birth again Your armed struggles for profit To the dream. Have left collars of waste upon Women,children, men, My shore,currents of debris upon my breast. Take it into the palms of your hands. Yet,today I call you to my riverside, Mold it into the shape of your most If you will study war no more.Come, Private need.Sculpt it into Clad in peace and I will sing the songs e image of your most public self. The Creator gave to me when I and the. LiR up your hearts Tree and the stone were one. Each new hour holds new chances Before cynicism was a bloody sear across your For new beginnings. Brow and when you yet knew you still Do not be wedded forever Knew nothing. o fear, yoked eternally ; .... The River sings and sings on. -To brutishness. There is a true yearning to respond to, The horizon leans forward, ' The singing River and the wise Rock Offering you space to place new steps of change. So say the Asian,the Hispanic,the Jew Here,on the pulse of this fine day The African and Native American,the Sioux, You may have the courage The Catholic,the Muslim,the French,the Greek To lack up and out upon me,the The Irish,the Rabbi,the Priest,the Sheikh, Rock,the River,the Tree,your country, The Gay,the Straight,the Preacher, No less to Midas than the mendicant. The privileged,the homeless,the Teacher. No less to you now than the mastodon then. They hear.They all hear Here on the pulse of this new day The speaking of the Tree. You may have the grace to look up and out Today,the first and last of every Tree And into your sister's eyes,into Speaks to humankind. Come to me,here beside Your brother's face,your country the River. And say simply Plant yourself beside me,here beside the River. Very simply Each of you,descendant of some passed With hope On traveller,has been paid for. Good morning. You,who gave me my first name,you Pawnee,Apache and Seneca,you Cherokee Nation,who rested with me,then Forced on bloody feet,left me to the employment of q Other seekers-desperate for gain, - AM Starving for gold. You,the Turk,the Swede,the German,the Scot... You the Ashanti,the Yoruba,the Kru,bought Sold,stolen,arriving on a nightmare Praying for a dream. ' a Here,root yourselves beside me. I am the Tree planted by the River, Which will not be moved. I, the Rock, I the River, t the Tree ` t I am yours-your Passages have been paid. Lift up your faces,you have a piercing need Poet Maya Angelou prepares to hug President Mill For this bright morning dawning for you. History,despite its wrenching pain; Clintat after she reads her inaugural poem daring the Cannot be unlived, and if faced swearing-in ceremonies on the steps of the Capitol. With courage, need not be lived again. Angelou wrote the poem expressly for the occasion 2 , DISTPICT OFFICES CELECPATE [SLACK i iSTMV MONTH Compiled By Marva Simmons and Jim Morphy Each District office is to again be commended for carryinq "The Torch" of Cultural Awareness within the agency. The District committee members and supportinq staff are congratulated on the excellent presentations, speakers, dance troupes, soloists and ethnic luncheons given. The followinq is but n small glance at the events at some of our offices: ANTIOCH OFFICE February 214 - Potiuck Luncheon Two Speakers, Singers, Beadings, Storytellers, Music, etc. £L SOBRANT£ OFFICE February 24 - Black History Luncheon WEBER OFFICE (RICHMONDI February 9. - Black History Trivia Game February 11 - Bake Sale February 17 - Share Day (experiences) MARINA WEST OFFICE (Richmond) February 3 - The struggle of Black Americans February 11 - Contributions of Black Americans Sale of BBQ Lunch February 17 - Black History on a Personal Level February 214 - Entertainment and Speakers Luncheon of Traditional foods RESEARCH DRIVE OFFICE (RICHMOND) February 25 - Program and Soul food Luncheon 3 RECIPE INTERVIEW -- SALEH MUJAHED as told to Chris Moore(Saleh Mujahed is a Social Work Supervisor Y Cuban Black Beans in the IHSS Unit at 40 Douglas Dr.,Martinez. He has worked for Contra Costa County Social Services since 1964, beginning as a Social Worker before the Eligibility/Services split, and has been. . 1 cup of black beans working in IHSS since 1974.) 1/4 cup of white vinegar I was born near a small village, Samuel,near Jaffa, 2-3 Tbl. of olive oil which was outside Tel Aviv, in what was then Palestine and 1 Tbl. oregano is now Israel. Samuel salt was on the river,near the coast.When I was eight choptogether: g years old we moved to 3-4 cloves of garlic Beit Bajan("House of , 1/2 medium onion Ancient God"), which 1/2 of green bell pepper was on the way to , Jerusalem.We always ' Soak black beans overnight with lived in the orange enough water to cover about 1 inch groves,built houses in over. Chop the country and dug a onions and well: These huge wells garlic together, had to be deepened every and add all 10 years. other ingredi- We were not city- ents together, dwellers! There were no adding water newspapers,telephones, (max. to 2/3 of radios,mail,televisions or cars—and no bills! We raised our capacity) and own meat(turkey, chicken and rabbits)and vegetables, as cook 1 hour in a pressure cooker. well as oranges. The oranges we sold to Europe, except Then simmer to thicken. during World War II, which took place when I was a teen- .Also can cook regularly in large agar, pot-for 2 hours - cover and cook on When World War H came,there was fighting every- low until consistency thickens. Can where: I dodged snipers riding my bike to school. I was too mash a few beans in order to thicken. young for the army but did experience the war. Time bombs -submitted by Alice Weed could go off any time in towns. At home, though,we were safe. SCOTTISH INFO I came to the United States in 1947 as a U.C. Berkeley We have a handout (courtesy of student. I had learned in fourth grade geography class that Edna McFarland in the Antioch California had a climate like that of Palestine, so I NN anted to Office) of some wonderful Scottish come here. I took English from the fourth grade on. Many gatherings, games and descriptions of came to the U.S. and the United Kingdoni for education. the clans of Scotland upon your My parents were very encouraging. Ow-school systein had request. Please contact Darlene Dav- very high standards. I was able to stmt at U.C. as a Sopho- idson at x31500 for copies. more after only 11, not 12, years of edi1cati011. TO LMIdLiate 4 from high school,we had to take a one-week long miracle drug,ACTH. It was experimental and "matriculation exam" in Jerusalem, covering all very risky but there was no other hope, so I tried subjects,that was worth 30 units at U.C. it.Within three months I was cured My case In 1947 I came to New York by ship,an old was written up in a medical journal! Army boat sold by the U.S. Army to Egypt.We When recovered I returned to school(I had sailed fmm Haifa(north of Tel Aviv)and the trip gotten sick in my last semester)and got my took 15 days. From New York I took the train to degree in Political Science.This had been my Berkeley.By 1948,my family were refugees in the major because I wanted to work in the govern- '48 war.My mother and sister went to the West meat back home,but after war broke out there I Bank mountains with nothing—I lost track of them. was told that if I left America,I couldn't return. until 1950.By 1948 my school money was cut off I decided to stay in America and go to and I had to find a way to pay my$75 tuition(a graduate school.A medical Social Worker had fortune!).I worked as a dishwasher at the Interna- helped me go through vocational rehabilitation, tional House in Berkeley from 5 PM to 8 PM—I and rehab helped with expenses and books. I never saw the sun go down! I also worked there and decided I wanted to be a Social Worker too,but at the canneries in Oakland every summer. they told my no—it was too stressful! So I spent I spoke English well but had a hard time under- the next 21/2 years getting my Master's Degree standing people on the telephone or at the movies. in International Relations and a teaching cre- Sometimes it was hard being understood,too—I once dential. had to have a friend call to find a room for me to -I ended up staying in America. Some of rent. I understood the lectures at school okay,though my Palestinian friends went into the U.S. Army I stayed in a boarding house with other students, and served in the Korean War,because they Palestinian and American Next door there was a were threatened with never becoming American dance studio where I learned to dance—the fox trot! citizens if they refused This was not an option At home I was not allowed to date or to dance. One for me because of my illness. big shock about America was drinking cold milk!! My schoolteaching days were spent in At home we only drank milk when we were sick, Tracy,teaching six.periods of English me— and then only hot and with sugar. Another weird teaching En&h!)to 7th and 8th graders. They thing about America was ice cream on hot pie—it made me the English teacher because none of was a big cuhure shock, but I learned to like it later. the kids liked it so none of the teachers wanted Another American influence: I had been awed by to teach it—the new teacher got the assignment. the neon lights in New York, and wanted to.live in No language has so many prepositions as downtown Oakland because there were more lights! English! Prepositions change the meanings of I really liked school., but got very sick in 1950. I verbs. This led to some unintentional jokes--I was working so hard and got tuberculosis of the once told a rowdy student to go sit on the table kidney,they thought perhaps from the milk back by himself instead of at the table, and he did! home. They sent me to the Fairmount hospital in San Teaching in Tracy wasn't for me, so I decided to Leandro(to die, they said) and told me to notify my come back to the Bay Area after one year. %Ve (I relatives. I was in the hospital and in bed for 1 1/2 was now marred with two children—I had met years. Finally I was saved by what was then a new an .American girl at the International House!) 5 resettled in Berkeley. There was a recession going and I A POEM i couldn't find a job. I drove a taxi, a Yellow Cab(one of my By Jack Harmell SCS 11 who works in the student jobs!)from 5 PM to 2 AM.I got big tips on the Research Drive office: ' night shift and met many interesting people. One night one of my fares was Dr. Haas, a professor at U.C. Berkeley. She Light flickers across a screen encouraged me to become a Social Worker as I had wanted shaping dramas before our eyes Alameda County was hiring and also offered a six-month and we are taken in by it braining period I spent six years there,from.1957 to 1964, . for a moment's entertainment before coming to work for Contra Costa Courdy. Just so, this apparent world What became of my family back home? It was a very shapes the light as change bad feeling when we were out of touch.They(and 1)were and death moving around a lot at the time.I sent a letter to my uncle in and we are taken-in by it Syria and somehow he found them My dad had died.My . . . but forever. mom came here in 1962 and died here in 1964.One brother and one sister came here in 1968.My sister is a seamstress Until the shine that is the Guru - in Oakland and my brother lives in Walnut Creek They had turns back to the light itself fust gone to Germany to work'and I applied to bring them and then the drama is undone - here. There were six of us kids in all,and each of my sib- the light was always only Bliss lings has children. One sister is still in Beirut; Lebanon, and one brother is in Ammar,Jordan. They have big families COMING EVENTS there. I have never been back but would lice to go someday. The NAACP Vallejo Branch will I like the U.S.because of the freedom This country is be hosting a benefit Golf toumament "made of everybody". to raise funds for their organization's After I was married, I went to Immigration. My father- goals and community events. They in-law guaranteed I wouldn't become a public charge and I have some very important goals became a U.S. citizen after a three-year waiting period. involving high school students (i.e. They asked me if I wanted to change my name but I said no, exposing them to institutions that would take my identity! I did drop the "Abu" (which of higher learning) assisting like "de" in French, or "O'Farrell"—means "of the"). I with educational expenses, had been "Saleh Abu Mujahed", "Saleh of the Mujahed", ` `'..jobs training &job locating and became just Saleh Mujahed. "Saleh"means "good assistance for members of the man" and "navigable river". "Muiahed" means "holy ��` community. warrior". Most Palestinian names have meanings in this This year's tournament will be way. Wives keep their own last names when they many. held at Franklin Canyon My native language is Arabic, which is very close to Golf Course on May 29, ; Hebrew. I speak Arabic, English, and spoke French when I 1993. Tee off time is at had to teach it! 10:00 AM and the entry When I first came here, I never intended to stay. I deadline is the first 60 wanted to be an ambassador and to seek knowledge. It was players. For further information a strange feeling to have no country. This happened to many please contact Jerald Sims, Tourna- people all over the world during those years. Now, though, I ment Coordinator, at ou. Richmond have a count. Office on 6-3452. 6 EXCERPTS FROM A MEMO......:.. TO: Perfecto Villarreal, Director Social Services Department UFROM: . Emma Kuevor UPCOMING TRAINING Affirmative Action Officer Cross-Cultural Awareness: June 8, 1993 AM Richmond SUBJECT: Black History Month June 8, 1993 PM El Sobrante June 9, 1993 AM Martinez I recently attended Black History Month June 9, 1993 PM Antioch activities at your Weber Office and Antioch Office. Unfortunately, I was unable to attend Marina West Office. Your staff are to be commended on presenting BIRTHS: outstanding programs to honor and recognize Black Americans and their contributions. Your staff . Griz (Appeals Clerk) & Julio demonstrated a goal I'm trying to attain in all Sepulveda - Alexis Briana on March departments, "A work-force that works together 28th.. and is reflective of the labor force. Special recognition should be given to Beverly Wright, Yvonnie Currie and the Black History Committee in the Weber Building and Betty Connor and Yvonne Gupton-Berry in your Antioch Office, Debbie Martinez in Marina West, Lillie REMEMBRANCES Cuff in El Sobrante, and the Social Committee and Volunteers in the Research Office. Our condolences to Elaine Your activities will be shared at the Depart- Grothmann on the passing of her ment Affirmative Action Coordinator's meeting as mother. an example of a department whose employees are implementing one important aspect of the County's Sadly our country mourns the and Department's Affirmative action and Equal loss of three great black dignitaries: Employment Opportunity Programs. Thurgood Marshall, Arthur Ashe and Marian Anderson. 7 CHANGING OF THE GUARD early retirements, has had an effect on the The West County Times published an impact also. Many employee separations have article in early March about minority workers come from the top of the seniority list in the being wary of layoffs by Contra Costa County. past few years instead of the'bottom. I think The article stated that women and minorities we're learning that in a work-force with low are most likely to lose their jobs because of the turnover such as a County Welfare Depart- seniority system. ment, the offer of early retirement can be an Let's take a look at the recent history of affirmative action tool. Besides sparing some our department's work-force composition. of the employees at the bottom of the seniority Between June, 1987 and June, 1990 our work- list, it speeds up the changing of the guard. force increased from 916 to 1,075 employees. When the funding pendulum swings back in a Minority representation went from 27.7% to positive direction hopefully we will see mi- 32.4%of the total. Between June, 1990 and norities and women moving up in the organiza- February, 1993 our work-force decreased to tion. 983 employees, but minority representation So I would like to commend our depart- continued to increase to 34.1%. Female repre- ment for negotiating with County Administra- sentation has dropped from 85.6%to 84.3% tion to make so many offers of early retirement during the layoffs. over the past few years. It has softened the Why didn't we lose any minority repre- blow of staff reductions on minorities and sentation during the 6 or 7 staff reductions women and could be making way for their since June, 1990? 1 would like to think it's advancement in the future. because our department has been following Naturally early retirements cost more than non-discriminatory practices in hiring for such outright layoffs. My hope is that we can afford a long time that the seniority issue is moot in to keep up the good work. regard to the effect of layoffs on minority representation. I say I would like to think that, and it may be part of the reason, but the sub- Jim Morphy stantial number of retirements, and notable Affirmative Action Coordinator The Cultural-Insites staff would like to thank you for the great feed back on the first edi- tion of our newsletter. We hope this issue will be as well received. You are all urged to submit articles for our next issue, tentatively scheduled for Aug./Sept. Remember, this is your newslet- ter. Send articles or announcements to any newsletter staff or fax to Darlene at 31597. LETTERS TO THE EDITOR EDITOR - MARVA SIMMONS We at Cultural-Insites encourage com- PUBLISHER - DARLENE DAVIDSON ments from our readership and requests for STAFF - MITCH MARTINEZ particular topics are appreciated. All comments NANCY MCKlNNON concerning this publication may be directed to EDITORIAL POLICY Darlene Davidson, 01501. The Cultural-Insites Newsletter is published for the benefit of the CCC Social Services Employees. All articles and contributions may be reprinted without prior approval. 8 OFFICE OF THE COUNTY ADMINISTRATOR CONTRA COSTA COUNTY AFFIRMATIVE ACTION OFFICE ' 651 PINE STREET, MARTINEZ, CA 94553 (510) 646-4106 M E M O R A N D U M Date: August 17, 1993 To: Administrators Office - Data Processing Assessor Community .Services Administration . Health Services Library Municipal Court Administration Public Works Sheriff - Coroners Social Servic From: Emma Kuevor ' k Affirmative Action Officer Subject: Affirmative Action Article Although you have newsletters and many of you have published affirmative action type articles in your newsletters, you are being asked to do a little more. The enclosed article was sent to all employees in December 1992 and will be sent again with their September 10, 1993 paychecks . You are asked to place this article in your newsletter prior to November 1, 1993. When the article is published, please send me a copy for my files . The article will also be submitted to the Internal Operations Committee. Call me if you have any questions . EKlth a:aoffdp Attachment 4 Office of the County Administrator Contra costa County Affirmative Action office 651 Pine Street, Martinez, CA 94553 510/646-4106 DATE: June 23, 1993 To. County Employees FROM: Emma Kuevorif Affirmative Action officer SUBJECT: Affirmative Action Update News Flash! You are receiving with your paychecks the article, list of Department Affirmative Action Coordinators, and the Administrative Bulletin on the Employment Discrimination Complaint Procedure. Hummmm, you may sigh. Yes, this is being sent to you again to reaffirm the importance of Affirmative Action in our County. The Advisory Council on Equal Employment Opportunity, Department Heads, Department Affirmative Action Coordinators, interested County, employees and, I have been reviewing our policies and procedures to determine how they can be improved. Did you know you can advise your Department Head or me of concerns you may have with your Department Affirmative Action Coordinator. Concerns, such as how effective the program is being implemented, how receptive the Coordinator may be to issues raised by employees, etc. If you feel you cannot discuss issues with your Department Affirmative Action Coordinator, please, go to the Department Head or give me a call . The Coordinators are selected to assist the Department Head implement the Departments ' Affirmative Action Plan and the County's Affirmative Action Program. We (the Department Head and 1) need to know if there are any problems or concerns you may have with your Coordinator so we can eliminate them. One of the bigchanges in the Administrative Bulletin is the clarification of my role in mediating discrimination complaints . Please refer to Section IV, Part A, 2(b) , "The Affirmative Action Officer's role is to act as a neutral third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies. " NOTE: my role is not to act as the employees representative or attorney/counsel nor am I the departments representative or attorney/counsel. My role is to be the impartial (neutral) third party not representing the employee or supervisor/department. We wanted to make my role clear to the departments and employees because many employees felt I would be able to represent them. Review again the article, list of Coordinators, and the Administrative Bulletin on the Employment Discrimination Complaint Procedure. if you have questions, give me a call. A;\NEWSLTF, County ,Administrator Centra Board of Supervisors Tom Powers Affirmative Action Office tst District Costa County Administration Building Jeff Soft Co �t 651 Pine Street,10th Floor 2nd District Martinez,California 94553-1229 . (510}646-4106 Gayle lillshop FAX:(510)646-4098 _ 3rd District Phil Satchelor •e Sunne Wright McPeak County Administrator ' 4th District �.,�.. Tom Todakson 5th District U Do You .Know_ The Name Of The County's Affirmative Action Officer? Do You Know The Name -Of Your Department' Affirmative Action Coordinator? If you don't know the,answer to these questions, the department. and County has failed to adequately communicate with you essential information. The .County has an Affirmative Action Program and in each department there are Department Affirmative Action Plans. We are taking active and aggressive steps in implementing these programs and you are an essential part. If you don't know who your Department Affirmative Action Coordinator is, ASK! ! Ask your Supervisor; Division Manager, Union Representative; Personnel or Administrative Services Officer; Assistant Department Head or Department Head. We want you to know who to go to if you want to: - File a Discrimination Complaint; inquire about the County's Americans with Disabilities Act requirements; or - be given an update on training classes in Cultural Diversity, Sexual Harassment, Final Selection Interviewing, Affirmative Action/Equal Employment Opportunity. Don't stop there. Read your Departments' Affirmative Action Plan. You might be surprised at your activities and accomplishments. Join the other department staff and be proud of your department's affirmative action accomplishments. If you still don't know who to call, call me: Emma Kuevor, Affirmative Action Officer 510/646-4106 I am located in the County Administrator's Office at 651 Pine Street, Martinez, 10th floor. If you want to say hello, stop by or give me a call. ,Attached is a list of the Department Affirmative Action Coordinators and the County's Discrimination Complaint Procedure. CONTRA COSTA COUNTY AFFIRMATIVE ACTION DEPARTMENT COORDINATORS NAME DEPARTMEN!' TELEPHONE Scott Tandy Administrators 646-4087 Ed Maier Agriculture 646-5250 Mike Ross Animal Services 646-2935 Bob Nash Assessor 646-2386 Elizabeth Garcia Auditor/Controller 646-2185 Eleanor Yaranon Building Inspection 646-2348 Steve Weir Clerk/Recorder/Elections 646-2955 Diane Katofs'ky Community Development 646-2038 Joan Sparks Community Services 646-5545 Susan Laughlin Cooperative Extension 646-6540 Arthur Walenta County Counsel 646-2070 Jack Waddell District Attorney 646-4506 Kathy Brown General Services 313-7112 Manuel Velasco ' Health Services 313-6413 Linda Philbin Jury Commissioner (Superior Court) 646-1436 Anne Cain Library 646-6423 Sandra Schmidt Municipal Courts 646-6007 Lloyd Madden Personnel 646-4054 Art Miner Private Industry Council 646-5382 Janet McCombs Probation 313-4151 David Coleman Public Defender 646-2481 Mike Walford Public Works 313-2202 Elton Rapp Public Works 313-3017 Chuck Barron Retirement 646-4137 Tom Young Sheriff/Coroner 646-2404 Delores Ford Social Services 646-2861 Alfred Lomeli Treasurer/Tax Collector 646-4966 Gary Villalba Veterans Resources 646-5114 FIRE DISTRICTS Web Beadle All Fire Districts 757-1303 Contra Costa County Fire Protection 930-5563 District Moraga Fire Protection District 376-5454 Orinda Fire Protection District 254-1110 Riverview Fire Protection District 757-1303 West County Fire Protection District 610-6991 Emma Kuevor Contra Costa County's Affirmative 646-4106 Action Officer A:\CCChAC.DOC REV 6/23/93 Disc 17 Administrative Bulletin . Contra Number 27. 2 Replaces Office of the County Administrator Costa Date 3-26,q3 County Section Allmirl SUBJECT: Employment Discrimination Complaint Procedure I. . PURPOSE. This bulletin sets forth procedures for resolving allegations of employment discrimination by agencies of Contra Costa County. II. SCOPE. This procedure governs complaints of discrimination by employment applicants and employees of Contra Costa County. It covers all issues of discrimination in regard to recruitment, appointment, training, promotion, retention, or other aspects of employment. The subject areas of discrimination include race, color, national origin, sex, religion, marital status, disability, age, medical condition (cancer related) and other areas as prohibited by applicable State or Federal laws. III . LIMITATIONS. The establishment of this procedure is not intended to supplant the County's grievance procedure or the appeal provisions of the Personnel Management Regulations. IV-. RESOLUTION OF INTERNAL DISCRIMINATION COMPLAINTS A. Contra Costa County Employees Employees are encouraged to resolve discriminatien complaints at the department level. An employee may nevertheless submit a discrimination complaint directly to the County's Affirmative Action Officer or the Merit Board. 1 . First Level a. Each county department shall designate a person to whom complaints of discrimination may be directed. b. The complainant shall contact the department's representative and attempt to resolve the discriminatory action. ce The department's representative is responsible for making the necessary inquiries in order to resolve the complaint and must advise the complainant of the results. d. If the complaint cannot be resolved at the department's level,, the complainant may file a written complaint of discrimination with the County Affirmative Action officer (second level) or Merit Board (third level) . e. If the complainant is a project employee, the complainant -.,ay file with the County Affirmative Action Officer (second level) or the Director of Personnel. f. The Director of Personnel is responsible for making the necessary inquiries in attempting to resolve the complaint and must advise the complainant of the results. 2. Second Level: a. If a written complaint is filed with the County Affirmative Action Officer, an investigation will be conducted. with the assistance (if needed) of the Personnel Department, County Counsel, and operating department. b. The Affirmative Action Officer acts as an impartial third party in the investigation and mediation of discrimination complaints. The Affirmative Action Officer's role is not to represent or be an advocate for the employee or the department. The Affirmative Action Officer's role is to act as -.a rmutral third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies. C. The complainant must state who the complaint is against, the type of discrimination alleged, the circumstances or situation involving the complaint, and the remedy requested. -2- d. if the County Affirmative Action Officer is successful in mediating the complaint, the complaint. Is resolved. e. If,, after the investigation of the complaint, the County Affirmative- Action Officer is unsuccessful in mediating the complaint, the complainant shall be advised of their right to file a written complaint with the Merit Board within 30 days of receipt of notice from the County Affirmative Action officer closing the complaint and advising the complainant of the next level (third level) . f. If, however, mediation by the County Affirmative Action Officer is unsuccessful for proiect employees, the complainant shall be advised of their right to file a written complaint with the Director of Personnel (third level) within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint. 3. Third Level• a. The complaint to the Merit Board must be in writing and must set forth the grounds and facts upon which discrimination is alleged and the remedy sought. A person may file a complaint of unlawful discrimination with the Merit Board withid60 days of the date the alleged discrimination occurred, or within 30 days of termination of mediation effort by the County Affirmative Action officer, whichever is later, except that as to matters in which personnel management rules provide specific appeal procedures and t'ime limits, such appeal procedures and time limits shall apply. b. The Merit Board may hear the complaint or refer the complaint to a Hearing Officer. The hearing by the Merit Board or Hearing Officer is separate and independent from the investigation conducted by the County Affirmative Action Officer. C. The Merit Board and the Hearing Officer shall not receive or require the disclosure of oral -3- or written communication. to or by the County Affirmative Action Officer in the course of mediation. d. The Merit Board is the final appeal level for discrimination complaints withh the County. Final decisions of the Merit Board on discrimination complaints shall be enforced and followed by the County or the appointing authority whose action was the subject of the complaint. B. Employment Applicants An employment applicant may file a discriminati,.yn complaint at the second level or otherwise according to the Personnel Management Regulations. V. RESOLUTION OF COMPLAINTS FILED BY FEDERAL AND STATE AGENCIES AGAINST THE COUNTY OR OPERATING DEPARTMENT. Complaints ,filed by agencies such as the Equal Employment Opportunity Commission (EEOC) and the Department of Fair Employment and ,Housing (DFEH) are coordinated by the County Affirmative Action Officer. A. A copy of complaints received by a department will be sent immediately to County Counsel. ' B. The Personnel Department. operating department, and County Counsel (if requested) may assist in preparing a response to the Federal or State agency. C. A copy of the response shall be sent to the County Affirmative Action Officer for review before submitting to the Federal or State agency. D. The County Affirmative Action Officer will mediate the complaints (when applicable) between the department(s) and State or Federal agencies. VI INVESTIGATE INQUIRIES FROM FEDERAL AND STATE AGENCIES A. The County Affirmative Action Officer will coordinate (if necessary) with the Personnel Department, operating department, and County Counsel responses to investigate inquiries from State and/or Federal Compliance Agencies . -4- B. The response to investigate inquiries will be reviewed by the County Affirmative Action Officer before submitting to the agencies. Orig. Dept. : County Administrator Reference: Personnel Management Regulations P i a chelor, Co my Administra r -5- • OFFICE OF THE COUNTY ADMINISTRATOR • CONTRA COSTA COUNTY AFFIRMATIVE ACTION OFFICE . 651 PINE STREET, MARTINEZ, CA 94553 (510) 646-4106 M E M 0 R A N D U M Date: August 17, 1993 To: Employee Organi ations From: Emma Kuevor Affirmative Action officer Subject: Affirmative Action Articl('! The Board of Supervisors has asked all County Departments with newsletters to place the attached article in their upcoming edition. The Board would also like you to place the article in, your union newsletters to employees . The Board would like all of the articles to be published before November 1, 1993 . Your participation to this request will be reported to the Board. If you have question regarding this request, call me. If since January 1 , 1993, you have already placed an article on Affirmative Action in your news.letter(s) please send me a copy. EK/th a:nlett.th Attachment 5 Office of the County Administrator Contra Costa County, Affirmative Action Office 651 Pine Street, Martinez, CA 94553 510/646-4106 DATE: June 23, 1993 TO: County Employees 1�FROM: Emma Kuevor Affirmative Action Officer SUBJECT: Affirmative Action Update News Flash! You are receiving with your paychecks the article, list of Department Affirmative Action Coordinators, and the Administrative Bulletin on the Employment Discrimination Complaint Procedure. Hummmm, you may sigh. Yes, this is being sent to you again to reaffirm the importance of Affirmative Action in our County. The Advisory Council on Equal Employment Opportunity, Department Heads, Department Affirmative Action Coordinators, interested County employees and I have been reviewing our policies and procedures to determine how they can be improved. Did you know you can advise your Department Head or me of concerns you may have with your Department Affirmative Action Coordinator. Concerns, such as how effective the program is being implemented, how receptive the Coordinator may be to issues raised by employees, etc. If you feel you cannot discuss issues with your Department Affirmative Action Coordinator, please, go .to the Department Head or give me a call . The Coordinators are selected to assist the Department Head implement the Departments' Affirmative Action Plan and the County's Affirmative Action Program. We (the Department Head and I) need to know if there are any problems or concerns you may have with your Coordinator so we can eliminate them. . One of the big i changes in the Administrative Bulletin is the clarification of my role in mediating discrimination complaints . Please refer to Section IV, Part A, 2(b) , "The Affirmative Action Officer's role is to act as a neutral third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies. " NOTE: my role is not to act as the employees representative or attorney/counsel nor am I the departments representative or attorney/counsel. My role is to be the impartial (neutral) third party not representing the employee or supervisor/department. We wanted to make my role clear to the departments and employees because many employees felt I would be able to represent them. Review again the article, list of Coordinators, and the Administrative Bulletin on the Employment Discrimination Complaint Procedure. If you have questions, give me a call. A;\NEWSLTR County AdministratorcOCltt"� n vara or Supervisors Tom Powers A firinat'ive Action Office j"�O r� Isto;stAct 651 nty PinAdtrii et 10th Building county 2nd Jeff District 851 Pine Street,10th Floor Martinez,California 94553-1229 2nd District (510)646.4106 GAyk 810" FAX(510)646-4098 3rd District Phil Batchelor ..a. Sunt Wright McPesk County Administrator �` 4th District v-�+ Tom Torlskwn 5th District f rr _ u" Do You Know The Name Of The County's Affirmative Action Officer? Do You Know The Name Of Your Department' Affirmative Action Coordinator? If you don't know the answer to these questions, the department and County has failed to adequately communicate with you essential information. The County has an Affirmative Action Program and in each department there are Department Affirmative Action Plans. We are taking active and aggressive steps in implementing these programs and you are an essential part. If you don't know who your Department Affirmative Action Coordinator is, ASK! ! Ask your Supervisor; Division Manager, Union Representative; Personnel or Administrative Services Officer; Assistant Department Head or Department Head.. We want you to know who to go to if you want to: File a Discrimination Complaint; inquire about the County's Americans with Disabilities Act requirements; or be given an update on training classes in Cultural Diversity, Sexual Harassment, Final Selection Interviewing, Affirmative Action/Equal Employment opportunity. Don't stop there. Read your Departments' Affirmative Action Plan. You might be surprised at your activities and accomplishments. Join the other department staff and be proud of your department's affirmative action accomplishments. If you still don't ;know who to call, call me: r Emma Kuevor, Affirmative Action Officer 510/646-4106 I am located in the County Administrator's Office at 651 Pine Street, Martinez, 10th floor. If you want to say hello, stop by or give me a call. Attached is a list of the Department Affirmative Action Coordinators and the County's Discrimination Complaint Procedure. CONTRA COSTA COUNTY AFFIRMATIVE ACTION DEPARTMENT COORDINATORS NAME DEPARTMENT TELEPHONE Scott Tandy Administrators 646-4087 Ed Maier Agriculture 646-5250 Mike Ross Animal Services 646-2935 Bob Nash Assessor 646-2386 Elizabeth Garcia Auditor/Controller 646-2.185 Eleanor Yaranon Building Inspection . 646-2348 Steve Weir Clerk/Recorder/Elections 646.-2955 Diane Katoisky Community Development 646-2038 Joan Sparks Community Services 646-5545 Susan Laughlin Cooperative Extension 646-6540 Arthur Walenta County Counsel -646-2070 Jack .Waddell District Attorney 646-4500 Kathy Brown General Services 313-7112 Manuel Velasco Health Services 313-6413 Linda Philbin Jury Commissioner (Superior Court) 646-1436 Anne Cain Library 646-6423 Sandra Schmidt, Municipal Courts . 646-6007 Lloyd Madden Personnel 646-4054 Art Miner Private Industry Council 646-5382 Janet McCombs Probation 313-4151 David- Coleman Public Defender 646-2481 Mike Wallford Public Works 313-2202 Elton Rapp Public Works 313-3017 Chuck Barron Retirement 646-4137 Tom Young Sheriff/Coroner 646-2404 Delores Ford Social Services 646-2861 Alfred Lomeli Treasurer/Tax Collector 646-4966 Gary Villalba Veterans Resources 646-5114 FIRE DISTRICTS Web Beadle All Fire Districts 757-1303 Contra Costa County Fire Protection 930-5563 District Moraga Fire Protection District 376-5454 Orinda Fire Protection District 254-1110 Riverview Fire Protection District 757-1303 West County Fire Protection District 610-6991 Emma Kuevor Contra Costa County's Affirmative 646-4106 Action officer A:%CCChAC.D0C REV 6/23/93 Disc 07 Administrative Bulletin Contra Number. 27. 2 • Replaces - Jffipe of the County Administrator CbSO Date 3-�26-g3 Courty Section --Admin . SUBJECT: Employment Discrimination Complaint Procedure I. PURPOSE. This bulletin sets forth procedures for resolving allegations of employment discrimination by agencies of Contra Costa County. 11. SCOPE. This procedure governs complaints of discrimination by employment applicants and employees of Contra Costa County. It covers all issues of discrimination in regard to recruitment, appointment, training, promotion, retention, or other aspects of employment. The subject areas of discrimination include race, color, national origin, sex, religion, marital status, disability, age, medical condition (cancer related) and other areas as prohibited by applicable State or Federal laws. III . LIMITATIONS. The establishment of this procedure is not intended to supplant the County's grievance procedure or the appeal provisions of the Personnel Management Regulations. IV. RESOLUTION OF INTERNAL DISCRIMINATION COMPLAINTS A. Contra Costa County Employees Employees are encouraged to resolve discriminatien complaints at the department level. An employee may nevertheless submit a discrimination complaint directly to the County's Affirmative Action Officer or the Merit Board. 1 . First Level a. Each county department shall designate a person to whom complaints of discrimination may be directed. b. The complainant shall contact the department's representative and attempt to resolve the discriminatory action. C• The department's representative is responsible for making the necessary inquiries in order to resolve the complaint and must advise the complainant of the results. d. if the complaint cannot be resolved at the department's level, the complainant may file a written complaint of discrimination with the County Affirmative Action Officer (second level) or Merit Board (third level) . e. If the complainant is a project employee, the complainant may file with the County Affirmative Action Officer (second level) or the Director of Personnel. f. The Director of Personnel is responsible for making the necessary inquiries in attempting to resolve the complaint and must advise the complainant of the results. 2. Second Level: a. If a written complaint is filed with the County Affirmative Action Officer, an investigation will be conducted with the assistance (if needed) of the Personnel . Department, County Counsel, and operating department. b. The Affirmative Action Officer acts as an impartial third party in the investigation and mediation of discrimination complaints. The Affirmative Action Officer's role is not to represent or be an advocate for the employee or the department. The Affirmative Action Officer's role is to act as .a nL-utral third party in the investigation and mediation of internal discrimination complaints and in coordinating the investigation, mediation, and responses for complaints filed with State and Federal agencies. C. The complainant must state who the complaint is against, the "type of discrimination alleged, the circumstances or situation involving the complaint, and the remedy requested. -2- d. If the County Affirmative Action Officer is successful in mediating the complaint, the complaint is resolved. e. 'If, after the investigation of the complaint, the County Affirmative' Action Officer is unsuccessful in mediating the complaint, the complainant shall be advised of their right to file a written complaint with the Merit Board within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint and advising the complainant of the next level (third level) . f. If, however, mediation by the County Affirmative Action Officer is unsuccessful for prosect employees, the complainant shall be advised of their right to file a written complaint with the Director of Personnel (third level) within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint. 3. Third Level: a. The complaint to the Merit Board must be in writing and must set forth the grounds and facts upon which discrimination is alleged and the remedy sought. A person may file a complaint of unlawful discrimination with the Merit Board within 60 days of the date the alleged discrimination occurred, or within 30 days of termination of mediation effort by the County Affirmative Action Officer, whichever is later, except that as to matters in which personnel management rules provide specific appeal procedures and time limits, such appeal procedures and time limits shall apply. b. The Merit Board may hear the complaint or refer the complaint to a Hearing Officer. The hearing by the Merit Board or Hearing Officer is separate and independent from the investigation conducted by the County Affirmative Action Officer. C. The Merit Board and the Hearing Officer shall not receive or require the disclosure of oral -3- or written communication to or by the County Affirmative Action officer in the course of mediation. d. The Merit Board is the final appeal level for discrimination complaints within the County, ... Final decisions of the Merit Board on discrimination complaints shall be enforced and followed by the County or the appointing authority whose action was the subject of the complaint. B. Employment Applicants An employment applicant may file a discrimination complaint at the second level or otherwise according to the Personnel Management Regulations. V. RESOLUTION OF COMPLAINTS FILED BY FEDERAL AND STATE AGENCIES AGAINST THE COUNTY OR OPERATING DEPARTMENT. Complaints filed by agencies such as the Equal Employment opportunity Commission (EEOC) and the Department of Fair Employment and Housing .(DFEH) are coordinated by the County Affirmative Action Officer. A. A copy of complaints received by a department will be sent immediately to County Counsel. B. The Personnel Department. operating department, and County Counsel (if requested) may assist in preparing a response to the Federal or State agency. A copy of the response shall be sent to the County Affirmative Action Officer for review before submitting to the Federal or State. agency. D. The County Affirmative Action Officer will mediate the complaints (when applicable) between the department(s) and State or Federal agencies. VI . INVESTIGATE INQUIRIES FROM FEDERAL AND STATE AGENCIES A. The County Affirmative Action Officer will coordinate (if necessary) with the Personnel Department, operating department, and County Counsel responses to investigate inquiries from State and/or Federal Compliance Agencies . -4- B. The response to investigate inquiries will be reviewed by the County Affirmative Action Officer before submitting to the agencies. Orig. Dept. : ' County Administrator Reference: Personnel Management Regulations PIVI a chelor, Co my Administra r -5- Office of the County Administrator Contra Costa County Affirmative Action Office 651 Pine Street, Martinez, CA 94553 ( 510) 646-4106 fax: ( 510) 646-1353 Memorandum Date: June 25, 1993 To: Department Heads From: Emma Kuevo Affirmative Action Officer Subject: Department Affirmative Action Coordinators The Advisory Council on Equal Employment Opportunity has discussed at several meetings the procedure Department Heads use to select their Department Affirmative Action Coordinators' . At their June 4, 1993 meeting, the Advisory Council voted to recommend to Department Heads that they use the selection procedure recommended by the Advisory Council to select their Department Affirmative Action Coordinator on a voluntary on a voluntary basis (attached) . The Advisory Council also wanted to know the procedure you used in selecting your current Department Affirmative Action Coordinator. Your response is needed by July 9, 1993 . If you have any questions regarding this request, call me at 646-4106. Please explain below the procedure you used to select you Department Affirmative Action Coordinator: In order to identify your department, please complete the following: 1. Department: 2 . Name of Department Head: 3 . Number of Coordinator( s) : 4. Number of Assistants/Division Managers assisting you: • a:depth Attachment 6 f4_rG-1'?-1993 16:35 FROM C.C.C.PURL I C 41ORKS TO CO. AD111I 1q. P.02 Office of the County Admimsi ator Contra Costa County AfErmative Acsiotc Office 651 Piue Street, Martk=, CA 94553 (510) 64&4106 DATEk Marcia 22, Y993 TO: DEPARTMENT LEADS k QIt+L• Emma Kuevor, Affirmative Action Officer SUBJECE SpIFMON OP DEPART.M93NTAFFIRMATNE ACnONCC)ORDINATORS The Advisxny Council on Equal Employment ORmrMnfty has been 6scassing the procedures used to select Departmental Afl-nrxnative Action Coordinators. The attached is a proposed selection format. The Advisory Council would lam your review and comments on the format. Please send we your comments no latex Than April 9, 1993. Your comments will be presented to the Advisory Council for their review. If you have questions regarding the proposed format for seleofing Affirmative Actium Coordinators, Please give me a call, EK:drg a\9ceeo:deptaac. Atxachnent cc: Advisory Council Members Department Affirmative Action Coordinators t'UG-17-1993 16.36 FROM C.C.C.PUBS I C WORKS TO CO. AD111I td. P.03 • AFFIRMAIMW,ACMN CK)ORDINATOR :S1FttF.MON PR U"- L Department Heads will selecttappoint she Departnients'Affiiruiative Action Coordinator_ IL Department Heads will do one for more of the following; A. send a memo to all employees asking those interested in beim the Coordinator to submit their names; B. conduct interviews to discuss the reason(s)fur wanting to be the Cbotrlinator;what they feet they can contribute to the department;the sktZis,knowledge,and abilities that would enable them to perform the duties of the coordinator, and express a wilffiWess to learn; C evaluate their employees based on their interaction with other employees; D. ask thea'assistautsVdivision and/or program administrators to reannend employees from each of their divisions; R ask for volunteers who are them evaluated by the Department Head; F ask their Personnel/Administrative Services Officers,to recommend employees; G. post(for at least one month before the names are due)the additional responsibilities of the Affizmative Action Coordinator that would include; 1. u description of the responsio ities 2, state the date the names would be due 3. advise employees that they mast: a. write an essay stating why they are interested in the position b. what it is that they hope to accomplish as the Department's Affirmative Action Coordinator H. will establish a panel if employees formed with the cacttttm I.-rit and understanding to: 1. evaluate the essays 2. select two or three employees who will conduct an oral interview with the interested employee. The oral interview would present the candidates with vignettes and they would be asked to: a_ identify the problem; b. additional background information they should research; C. what are the "red' flags; d. what strategies would they use to approach and handle the probleiu. 3. recommends the Affirmative Action Coordinator to the Department Read_ L Request periodic evaluation should be requested of employees to evaluate stow acce=ble the Affirmative Action Coordinator is to the employees and how well the Affirmative Action Coordinator has dealt with their employee's problems and concerns_ �V !-!:_{'a-:ifyl`_'_fJ 1ta•�u rr;ui• l..l..t.l-'UULlI. WUKr.n IQ If an employees in the department are not satisfied with the selection and/or the performance of the Affirmatim Arnica C=d mator they would be able to advise the with Dative Action Officer {Emma-Ku"u r). . VI. If the employees are stili not sati&drd perhaps a panel could review the selmDan and recommend the Affirmative Action Coordinator be replaced. :uMEasSU XraAc 3/t M TOTAL F.'N Office of the County Administrator Contra Costa County Affirmative Action office 651 Pine Street, Martinez, CA 94553 (510) 646-4106 fax: ( 510) 646-1353 Memorandum Date: June 25, 1993 To: , Department Affirmative Action Coordinators From: Emma Kuevor ? �`�� Affirmative. Action officer Subject: Affirmative Action committees The Advisory Council on Equal Employment Opportunity is interested in knowing from the Coordinators if their Department Affirmative Action Committees are operating effectively. The following questionnaire will assist the Advisory council as it reviews your Department Affirmative Action Plans, accomplishments and statistics. Your assistance is needed in order for me to respond to the Advisory Council and to the Board of Supervisors regarding Department Affirmative Action Committees. Please respond to the following questions as soon as possible. Use additional sheets of paper for any of the questions listed. If you have any questions regarding this request, call me. If it will be quicker, you can fax the results to me at 646-1353. RESPOND BY JULY 9, 1993 to the following questions: 1. Please explain what is working well with your Department Affirmative Action Committee: 2. Explain what is not working well with your Department Affirmative Action Committee: Attachment 7 3 . Explain the obstacles(s) you feel prevent you from implementing an effective Affirmative Action Program in your department: 4. What do you need from the Department, County, etc. in order to help you implement your Departments ' Affirmative Action Program? 5. What are you most proud of in your department? 6 . General comments you would like to make regarding your Affirmative Action Committee: NOTE; YOUR DEPARTMENT NAME WILL NOT BE IDENTIFIED TO THE ADVISORY COUNCIL MEMBERS. THE COUNCIL WOULD LIKE YOUR HONEST OPINION AND IN ORDER TO TREAT YOUR RESPONSES CONFIDENTIALLY, THEY DO NOT WANT TO KNOW YOUR NAME OR THE NAME OF THE DEPARTMENT. A:AACOM Contra CO8 llecBI ab count JAN 14 Co Affr R1ati Ami v Actio; C�ili��; SOCIAL SERVICE DEPARTMENT A7FIRMATIVE ACTION PROGRAM FOR 1990 AND 1991 JAMES A. RYDINGSAORD, DIRECTOR Attachment 8 TABLE OF . CONTENTS Title Page Policy Statement Harassment Policy Assignment of Responsibility Department Organization. Affirmative Action Plan Affirmative Action Accomplishments Comparative Workforce Analysis Objectives and Goals by EEOC Categories Utilization Analysis Internal -Opportunity Analysis Program Dissemination Employment Selection Procedures Internal Monitoring and Program Evaluation Reporting System Applicant Flow Tracking System _ Retention of Records Action-Oriented Programs July 1, 1990 POLICY STATEMENT In compliance with the commitment of the Contra Costa Board of Supervisors to an Affirmative Action Program in accordance with the Equal Opportunity Act of 1972, I hereby accept the responsibility and pledge full suppc.t to a policy of non- discrimination and equal opportunity in the Social Service Department. This department will not discriminate in personnel policies regarding selection, transfer, promotion, termination, compensation or other benefits on the basis of race, color, ancestry, national origin, religious creed, sex, physical disability (including AIDS) , medical condition (cancer related) , age (over 40) , or marital status. Nor will the Department tolerate harassment of its employees on any of these bases. Each employee of this department is hereby charged with the responsibility of demonstrating a positive attitude and exerting a good faith effort in the implementation of a viable Affirmative Action Program in this department and in the accomplishments of its goals. It is the policy of this department to extend the full cooperation of its staff in matters of communication with the office of the County Affirmative Action Officer and ready access to those departmental records essential to the administration of the County Affirmative Action Program. The Social Service Department will update and reaffirm this policy annually. J A/F�yd ngswor Director _ July 1, 1990 HARASSMENT POLICY It is also the policy of the Social Service .Department to provide a work environment free from harassment. UNLAWFUL HARASSMENT may take many forms, including: - VERBAL CONDUCT such as epithets, derogatory comments, slurs or .unwanted sexual advances, invitations, or comments. - VISUAL CONDUCT such as derogatory posters, cartoons, drawings or gestures. - PHYSICAL CONDUCT such as assault, blocking normal movement, or interference with work directed at an employee because of her/his sex or other protected basis. - THREATS AND DEMANDS to submit to sexual requests in order for an employee to keep her/his job or avoid some other loss, and offers of job benefits in return for sexual favors. - RETALIATION for having reported harassment. This policy applies to all phases of the employment relationship, including recruitment, testing, hiring, upgrading, promotion/demotion, transfer, layoff, termination, rates of pay, benefits and selection for training. Moreover, it is the stated policy of the Social Service Department to prevent and prohibit misconduct on the job, including sexual harassment or any other type. of employee harassment by co-workers, subordinate employees, or supervisors. Any employee found to have acted in violation of the foregoing policies shall be subject to appropriate disciplinary action, including warnings, reprimand, suspension, and/or discharge. Employees that are subjected to, or are witnesses to unlawful harassment should- immediately report such conduct to the management _. person in charge of the division where the violation takes place 4nd at the same time to the Affirmative Action Coordinator of the Department. The Affirmative Action Coordinator has full responsibility to receive, investigate and resolve complaints involving violations of - the f -the policies stated herein, and to recommend to management the imposition of appropriate sanctions against violators. At a minimum, when an employee complains about harassment, the Department will: 1. Fully inform the employee of her/his rights- to complain and redress the harassment. The employee must be informed of her/his own obligations to secure her/his rights and of any assistance available to her/him under the Departments procedures; 2. Immediately conduct a thorough, objective and complete investigation of the alleged harassment. The Department must make a determination about whether unlawful harassment occurred, and communicate this alleged finding to the harasser and any other concerned party; and 3. Take prompt and effective remedial action if harassment has occurred. The action must be commensurate with the severity of the offense and be made known to the victim. ASSIGNMENT. OF RESPONSIBILITY The Social Service Department is committed to Equal Employment Opportunity. A departmental Affirmative Action Plan has been prepared to maximize its efforts to attain the goals specified therein. To implement this plan effectively, the responsibility is assigned to all levels of supervision and shared by all employees in the department. Questions regarding complaints of unfair employment practices should be directed to the management person in charge of the division where the violation is suspected, and at the same time communicated to the department's Affirmative Action Coordinator. Currently this is James Morphy. His office is at 2401 Stanwell Drive, Concord; CA 94524, telephone 415/646-5195. 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CL a1 u a, u d Ms O u 41 CL utn U UU6 ..3w d N !A O d u .+ a14 a41 W 0 O LH S o 0.NA' N e, u .+ A H H N Ln d V7 77 N= W .-1 U O`• O > U M A ul N H N v7 DA rn U p C 8 W,cn 4 _< H cd N t0 C C N O •- 41 N u 1 41 N C C 4+ 0 w 41 N U Ms u O O Aj 4) V..7 6 W 4 7 d 4 7 " LO N d u V O) h N C d 4 F V d 00 ro a q M u t C w m .r 0 Al Q u v u 0 N C t d++d h U p�p7y cr -0 r4 U WU 6 W �U�A O F O Bpd T O �eux s 0 4 j o u > 8 r1 N Qj w V d T y d O OD Tu NSN .'p w En d N O d pa pHA c PG Aj M GOP. O eOe N = 0 u u U ro (n 8 V) d G 6RN � f-t d 4j � 4ji N S U a x A ca U tv cc (A 0 W W V +.t d d to a+ t ++.. m Vi C ++ W 'a V R � S50dG T au s � 0 U A +j U m aqi H W U d y t0c�V� I OO to W y P 0 w -- W cn d d dWEPG ' 7 ro y 7 CG d u c ro c d C ro S O) E O V C H Contra Costa County Social Service Department DEPARTMENT ORGANIZATION The functions described below the positions represented on the attached pages of the Department' s organization chart are performed by employees in the Professional (350) , Technician (381) , Para-Professional (15) and Administrative Support (304) job categories.. The organization chart which shows the inter- relationships of these positions is thirty pages long. Instead of the entire chart being included in this document, the positions on it are summarized as follows: PROFESSIONAL ( 350 employees) : 1 Vocational Svcs Sup I 28 Social Work Supervisor II 1 Vocational Assessment .14 Social Work Supervisor I Supervisor 126 Social Casework Speclst II 13 Vocational Counselor 37 Social Casework Speclst I 76 Social Worker 4 Admin. Svcs Asst III 2 Volunteer Prog Coordinator 1 Personnel Svcs Asst III 1 Family Preservation Region 1 P.C. Coordinator Coordinator - Proj . 4 Systems Analyst 3 Children' s Svcs Prog Speclst 1 Ex Asst Fam/Child Adv Comm Area Agency on Aging: 5 Appeals Officer 1 Staff Assistant III. 23 Program Analyst 3 Staff Assistant II 1 Pre Hrg Rev Specialist 4 Staff Assistant I TECHNICIAN ( 381 employees) : 46 Eligibility Work Supervisor I 251 Eligibility Work Specialist 39 Eligibility Worker II 36 Eligibility Worker I 9 Children's Services Clerical Specialist - PARA-PROFESSIONAL ( 15 employees) : 10 Senior Programs Aide 5 Senior Service Aide ADMINISTRATIVE SUPPORT ( 304 employees) : 3 District Office Manager 1 Office Manager 14 Clerical Supervisor 10 Specialist Level Clerk 111 Senior Level Clerk 102 Experienced Level Clerk 10 Beginning Level Clerk 8 Beginning Level Clerk - CDEP 1 Accounting Technician 3 Account Clerk - Advanced Level 8 Account Clerk - Experienced Level 1 Data Operations Specialist 1 Data Entry Operator II 1 Executive Secretary 9 Secretary 15 Social Service Program Assistant 4 Children' s Services Aide 2 Assistant Volunteer Coordinator SOCIAL SERVICE DEPARTMENT 1990 AFFIRMATIVE ACTION PLAN The Social Service Department distributes public assistance benefits and renders professional social services to the residents of Contra Costa County. As of June 30, 1990 the Department employs 1,075 people, 348 of whom consider themselves to be in ethnic minority groups and 920 of whom are female. Please refer to the workforce analyses included in this report for detailed information on minority and female employees. Our job category analysis indicates under-representation of Hispanics in the management and professional categories and of some other minorities in the professional category. This analysis compares each EEOC Job Category to the entire labor force in the Contra . Costa area. Recruitment efforts have been directed toward Hispanics over the past three years, and a gradual improvement in their representation is being accomplished. With the exception of the under-representation mentioned here the Department compares very well in almost all categories to the general labor force in the area. For July, 1990 an additional analysis has been performed using more specific job category availability data provided by the California Employment Development Department. Please refer to the Utilization Analysis that has been prepared for the California Department of Fair Employment and Housing and is included in this report. This analysis shows less under-representation of Hispanics in management and none in the professional category. However, it shows substantial under-representation of Asian/ Pacific Islanders in the professional and technician categories. More specific analyses of the job classes within the professional and technician categories show substantial under-representation of Blacks in the Eligibility Work Specialist, Eligibility Work Supervisor and Social Casework Specialist classes that does not show up in the job category analysis. Additionally, an analysis of the higher paid categories shows that women and minorities are under-represented when compared to the workforce of the Social Service Department itself. The validity of any analysis comparing the Department to the general work force depends on the degree of comparability between the work force availability data and the job descriptions for the Department positions to which it is being compared. The degree of comparability depends on the decree of specificityof the work ' force data. In a broad categorical analysis individual under- utilizations are offset against individual over-utilizations, and as a result, fewer of them show up. A fully detailed job class by job class analysis would most likely show some under-utilization of all protected groups in all job categories. Realistically, we are a going concern; we are not building a class by class model . What we can do realistically is continue. applying the principles of nondiscrimination and targeting our recruitment efforts. That is what the Social Service Department is resolved to do. In 1990 and 1991 the department will continue its efforts to improve the balance it has achieved overall and to achieve an internal balance in all job categories. Also it twill continue its recruitment efforts directed toward Hispanics and initiate recruitment efforts directed toward Blacks, Asians and Pacific Islanders. Internally the department will: 1. . continue efforts to retain minorities if staff reductions are required; . 2. continue to make efforts to place protected group members in job classes or organizational units having low protected group representation; 3. continue to seek out and encourage minority individuals to apply for departmental positions for which they are qualified; 4. continue pursuit of. in-house training and promotion of minority employees to higher level positions; 5. continue participation in job interviewing classes, as provided by the County, for departmental employees with interview and appointment responsibilities; 6. update and distribute our Affirmative Action Program and 1990 Affirmative Action Plan to all management personnel ; 7. disseminate all affirmative action material as received from Central Administration to appropriate individuals in the Social Service Department. The long range department goal is to achieve a workforce representative of the labor force in Contra Costa County, and in the Department itself, for each job category in the Social Service Department. Labor force representation will be re-evaluated when the 1990 census data is available. As funding permits, and as job opportunities become available, we will continue to pursue the Affirmative Action Plan developed for our department and take every opportunity to keep our workforce in line with the local area's labor force. Additionally, when the opportunity occurs and recruitment for management level positions is not on a promotional basis, the department will assist in aggressively recruiting for the under- _ represented group in the job class. SOCIAL SERVICE DEPARTMENT AFFIRMATIVE ACTION ACCOMPLISHMENTS 1989 & 1990 1. The Department developed its own workshop entitled "Valuing Diversity", which included components on Civil Rights, Affirmative Action and Cultural Diversity. An estimated 95% of the department's employees received this training between July, 1988 and June, 1990. 2. The new class of Social Service Program Assistant, created to serve as a classification bridge between clerical/technical and management/professional, has been brought into full use. As of June 30, 1990 the 15 positions were held by 14 females and 1 male. The ethnic breakdown is 10 White, 4 Black and 1 Hispanic. This indicates. the bridge will help toward balancing the higher-paid positions with the rest of the department. 3 . The Department has increased its percentage of Hispanic employees steadily over the past five years to where it is now 8.84%. This will minimize the under-representation that is anticipated when the 1990 census figures are published and the Hispanic share of the labor force is shown to be around 10%. 4 . The Department has also steadily increased its total minority ratio over the past five years. This should keep pace with any increases that will be shown by the new census figures. 5. Although female representation in top management positions has fluctuated up and down over the past five years, it has steadily increased in the professional job category. Currently females hold 85% of all department jobs, but only 76% in the professional category. However the margin is narrowing. . CONTRA COSTA COUNTY SOCIAL SERVICE DEPARTMENT COMPARATIVE WORKFORCE ANALYSIS 1987-1990 June, 1987 June, 1988 June, 1989 June, 1990 CATEGORY Number Percent Number Percent Number Percent Number Percent White 662 72.27% 647 69.87% 679 68.38% 727 67.63% Black 135 14.74% 149 16.09% 161 16.21% 179 16.65% Hispanic 61 6.66% 67 7.24% 87 8.76% 95 8.84% Asian 33 3.60% 35 3.78% 37 3.73% 42 3.91% Pacific Islander 1 0.11% 0 0.00% 0. 0.00% 1 0.09% Native American 8 0.87% 8 0.86% 8 0.81% 8 0.74% Filipino 16 1.75% 20 2.16% 21 2.11% 23 2.14% Other 0 0.00% 0 0.00% 0 0.00% 0 0.00% Total 916 100.00% 926 100.00% 993 100.00% 1075 100.00% Male 131 14.30% 128 13.82% 141 14.20% 155 14.42% Female 785 85.70% 798 86.18% 852 85.80% 920 85.58%. Total 916 100.00% 926 100.00% 993 100.00% 1075 100.00% r A + WRKFORCE.XLS i .... i i • i.-ii �� ---`. .::.•jAl ,� , • s CONTRA COSTA COUNTY SOCIAL SERVICE DEPARTMENT OBJECTIVES AND GOALS BY EEOC CATEGORIES JUNE, 1990 CATEGORY#ol: Officials/Administrators-25 Employees Labor Force Parity Department Additional Composition Goal Composition Needs White 79.30% 19.83 19 Black 7.60% 1.90 4' Hispanic 7.70% 1.93 0 2 Other Minorities 5.40% 1.35 2 Total Minority 20.70% 5.18 6 Female 42.40% 10.60 12 CATEGORY#02: Professionals-350 Employees Labor Force- Parity Department Additional Composition Goal Composition Needs White 79.30% 277.55 269 Black 7.60% 26-60 46 Hispanic 7.70% 26-95 18 9 Other Minorities 5.40% 18.90 17 2 Total Minority 20.70% 72.45 81 Female 42.40% 148.40 267 CATEGORY#03: Technicians-381 Employees Labor Force Parity Department Additional Composition Goal Composition Needs White 79-30% 302.13 232 Black 7.60% 28-96 74 Hispanic 7.70% 29.34 42 Other Minorities 5.40% 20.57 33 Total Minority 20.70% 78.87 149 Female 42.40% 161.54 329 WRKFORCE.XLS CATEGORY#05: Para-professionals- 15 Employees Labor Force Parity Department Additional Composition Goal Composition Needs White 79.30% 11.90 10 Black 7.60% 1.14 2 Hispanic 7.70% 1.16 2 Other Minorities 5.40% (►.81 1 Total Minority 20.70% 3.11 5 Female 42.40% 6.36 13 CATEGORY#06: Office/Clerical -304 Employees Labor Force Parity Department Additional Composition Goal Composition Needs White 79.30% 241.07 197 Black 7.60% 23.10 53 Hispanic 7.70% 23.41 33 Other Minorities 5.40% 16.42 21 Total Minority 20.70% 62.93 107 Female 42.40% 128.90 299 WRKFORCE.XLS t hi Ilz '01 is 91 ZZZI,ZZ Z 4 cn C ct Vic 1�► i w� •. � v � '� � t oa �► �� _ try � M a. _ ----------------------------- g_ _ _ — — — — — V K------------------------ a R ! \\ ac __ --—_ _ _ -— .1i OC W ty —— _ —_ __ —_ _r w _ — __ _— rT. ! !------------------------------- or K ---------------------------- -Z_ ZZZZv gig n _ h $ _— — — — -- — — — — — W LW -- _ -- - __ _ -- _ _- as _ - - - ------------ a� � * r � 4 40 p MM W A OMO C N N M Y � be NN .�--- PIS. �O IK CD a P E yO1 pLp N � 60 CNNM1 5 v �e x �c « oho co t O P N M O O M It I.- W V N A 3C lo- ~dw ~ O a J W H d x �t ?� >` ?� K aofV �o ` � � x v • .p p W v P CD _G N N M U H W Nlz U J W31 r0 M O c0 P M co u0 M I• Lr% ru P L L� w% A co G N N N Z V co coo O •O .xp 07 �r V1 M •r N M N _ . N M v% ; " A �r N Y Y 3 3 M r � •CVl E � v0� . u om ow W •0 1p L U = a G = CL Q PROGRAM DISSEMINATION The Social Service Department's policy statement is available to all employees of the department and all members of the public upon request. The department's Affirmative Action Plan will be included as an integral part of departmental administrative procedures. This department's Affirmanive Action Program will be included as a substantial feature of the orientation of all new employees at the beginning of their employment in this department. Progress, problems and developments concerning the plan will be communicated to departmental division managers in staff meetings. The division managers will be instructed to disseminate the information through their subordinate supervising and lead personnel to all employees in the department. The standard Affirmative Action Poster will be prominently displayed on appropriate departmental bulletin boards in the area devoted exclusively to Affirmative Action memoranda and information. EMPLOYMENT SELECTION PROCEDURES The Social Service Department is subject to the employment selection procedures of Contra Costa County .as conducted by the County Personnel Department. Final selection is normally done by department supervisorial staff. Principles of Affirmative Action in final selection are taught in the Training Department's course "Final Selection Interviewing", which is available and strongly recommended to all supervisory staff. SOCIAL SERVICE DEPARTMENT INTERNAL MONITORING AND PROGRAM EVALUATION The Affirmative Action Coordinator will receive written plans, progress reports, analyses and recommendations developed by the County .Administrator and the Affirmative Action Officer. The reports and analyses illustrate minority representation at specified points in time and are used to measure progress in the implementation of the Affirmative Action Plan. Recommendations received from the County Affirmative Action Officer will be reviewed with the Department Director for possible inclusion in the Department's own Program. Reports received and recommendations accepted by the Department Director will be reviewed with division managers at staff meetings to promote the progress and effectiveness of the Department' s Affirmative Action Program. REPORTING SYSTEM The reportingsystem .designed to measure the effectiveness of the non-discrimination program is the Contra Cost County Workforce Survey Report by Occupational Category, Job Classification and Salary Level. It is housed in the County mainframe computer and accessed by the County Personnel Department. APPLICANT FLOW TRACKING SYSTEM Applicant tracking information (as scheduled on the DFEH Applicant Flow Chart) is maintained on the County mainframe computer. . Reports such as the DFEH Audit Summary are generated periodically by the County Personnel Department. RETENTION OF RECORDS Records of applicants and interview work sheets will be retained by the selecting official for not less than two years. e t ACTION-ORIENTED PROGRAMS 1. Training 2. Complaint Process TRAINING The following is a summary of employees who have attended the various training workshops in 1989 and 1990 PRIOR 1989 1990 SUPERVISORS To 1989 Final Selection Interview Moving Into Supervision Cultural Diversity Total Employees in the department PRIOR 1989 1990 EMPLOYEES To 1989 17 2 AA/EEO/Sexual Harassment 1988 11 6 8 Final Selection Interview 6 Moving Into Supervision 7 Cultural Diversity The names of individuals who attended workshops in 1988 (if data exists) and 1989 are included (see attachment) . Departments can give the names of employees to citizens or employees who request it; however , it does not have to be a part of your affirmative action plan. All employees were required to attend the Social Service Department's own "Valuing Diversity Workshop" at least once during the 2-year period from July, 1988 to June, 1990. C Tia rrllstr—a+4tye B i!lef+ry Contra Aumbcr 27 Cot r1,V Srcii+xti Adminis tratz / I - 1 1 SUBJECT: Employment Discrimination Cc%plaint Procedure I. Purpose This bulletin sets forth procedures for resolving allegations of employment discrimination by agencies of Contra Costa County. II. Scope This procedure governs complaints of discrimination by employ- me,-,L applicants and employees of Contra Costa County. It covers all issues of discrimination in regard to recruitment, appointment, training, promotion, retention, or other aspects of employment. The subject areas of discrimination include race, color, national origin, sex, religion, handicap, age, and other areas as prohibited by applicable State or Federal laws. III . Limitations The establishment of this procedure is not intended to supplant the County's grievance procedure or the appeal provisions of the Personnel Management Regulations . - IV. Resolution of - Internal Discrimination Complaints A. Contra Costa County Employees Employees are encouraged to resolve discrimination complaints at the department level. An employee may nevertheless submit a discrimination complaint directly to the Merit Board or the County's Affirmative Action Officer. 1. First Level: a. Each county department shall desig- nate a person to whom complaints of ` discrimination may be directed. b. The complainant shall contact the department's representative and attempt to resolve the discrimina- tory action. 2 . C. The department's representative is responsible for making ,the necessary inquiries in order to resolve the complaint and must advise the complainant of the results. d. If the complaint cannot be resolved at the department's level, the complainant may file a written complaint of discrimination with the County Affirmative Action Officer (second level) or Merit Board (third level) . e. If the complainant is a project employee, the complainant may file with the County Affirmative Action Officer (second level) or the Director of Personnel. f. The Director of Personnel is respon- sible for making the necessary inquiries in attempting to resolve the complaint and must advise the complainant of the results . 2. Second Level: - a. If a written complaint is filed with the County Affirmative Action Officer, an investigation will be conducted with the assistance of the Personnel Department, County Counsel (if needed) , and operating department. b. The complainant must state who the complaint is against, the type of discrimination alleged, the circum- stances or situation involving the complaint, and the remedy requested: " C. If the County Affirmative Action Officer is successful in mediating the complaint, the complaint is resolved. 3. d. If, after the investig",tion of the complaint, the County Affirmative Action Officer is unsuccessful in mediating the complaint, the complainant shall be advised'of their right to file a written complaint with the Merit Board within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint and advising the complainant of the next level (third level) . e. If, however, mediation by the County Affirmative Action Officer is unsuccessful for project employees, the complainant shall be advised of their right to file a written complaint with the Director of Personnel (third level) within 30 days of receipt of notice from the County Affirmative Action Officer closing the complaint. 3. Third Level: a. The complaint to the Merit Board must be in writing and must set forth the grounds and facts upon which discrimination is alleged and the remedy sought. A person may file a complaint of unlawful discrimination with the Merit Board within 60 days of the date the alleged discrimination occurred., or within 30 days of termination of mediation effort by the County Affirmative Action Officer, whichever is later, except that as to matters in which personnel management rules provide specific appeal procedures and time limits, such appeal procedures and time limits shall apply. 4 . b. The Merit Board may hear the complaint or refer the,aomplaint to a Clearing Officer. The hearing by r the Merit Board or Hearing Officer is separate and independent from the investigation conducted by the County Affirmative Action Officer. C. The Merit •Board and the Hearing Officer shall not receive or require the disclosure of oral or written communication to or by the County Affirmative Action Officer in the course of mediation. d. The Merit Board is the final appeal level for discrimination complaints within the County. Final decisions of the Merit Board on discrimination complaints shall be enforced and followed by the County or the appointing authority whose action was the subject of the complaint. B. Employment Applicants An employment applicant may file a discrimination complaint at the second level or otherwise according to the Personnel Management Regulations. V. Resolution of Complaints Filed by Federal and State Agencies Against the County or Operating Department Complaints filed by agencies such as the Equal Employment Opportunity Commission (EEOC) , Department of Fair Employment and Housing (DFEH)-, are coordinated by the County Affirmative Action Officer. A. A copy of complaints received by a department _ Will be sent immediately to the County. Affirmative Action Officer. S. The Personnel Department. operating department, and County Counsel (if requested) may assist in preparing a response to the Federal or State agency. S . C. A copy of the response shall be sent to the County Affirmative Action Officer for review before submitting to the Federal or State agency. ,. D. The County Affirmative Action Officer will mediate the complaints (when applicable) between `he department(s) and State or Federal agencies. VI. Investigate Inquiries from Federal and State Agencies A. The County Affirmative Action Officer will coordinate with the Personnel Department, operating department, and County Counsel (if necessary) responses to investigate inquiries from State and/or Federal compliance agencies. B. The response to investigate inquiries will be reviewed by the County Affirmative Action Officer before submitting to the agencies. Originating Dept. : County Administrator Reference: Personnel Management Regulations .� %� •/ County Administrator 40.