HomeMy WebLinkAboutMINUTES - 07181989 - IO.2 I.O. 2
TO: «' Board of Supervisors
FROM: INTERNAL OPERATIONS COMMITTEE
DATE: July 10, 1989
osrA- 't
PROPOSED RESPONSE TO THE REPORT OF couK't
SUBJECT: THE 1988-89 GRAND JURY ENTITLED CONTRA COSTA POLICE AGENCIES AND
SHERIFF DEPARTMENT COMMUNICATIONS SYSTEMS
Specific Request(s) or Recommendations(s) & Background & Justification
RECOMMENDATIONS:
1. Approve the comments of the Sheriff-Coroner dated July 10, 1989,along with the Board's Orders
of December 20, 1988, February 28, 1989 and July 18, 1989 addressing the subjects of DRCC
and the recruitment of Dispatchers as the Board of Supervisors' response to the Report of the
1988-89 Grand Jury entitled "Contra Costa County Police Agencies and Sheriff Department ,
Communications Systems".
2. Remove this item as a referral to our Committee.
BACKGROUND:
On June 6, 1989 the Board of Supervisors referred to our Committee the Grand Jury report on the
Sheriff's Communications System. This report contained the following recommendations directed
to the Sheriff-Coroner and/or the Board of Supervisors:
1. Expedite the hiring and training process for dispatchers.
2. Hire permanent full and part-time dispatchers to reduce current vacancies in staffing and for
training, vacation and sick-time relief.
3. Continue to explore the feasibility of merging DRCC and COMM 1.
Continued on attachment: YES Signature:
Reco n tion f my A istrator Recommendation of Board Committee
pro Other:
Signature(s): OM POWERS S NNE WRIGHT MC PEAK
Action of Board n:. July 18, 1989 Approved as Recommended x Other
Vote of Supervisors I HEREBY CERTIFY THAT THIS IS A TRUE
AND CORRECT COPY OF AN ACTION TAKEN
x Unanimous (Absent — ) AND ENTERED ON THE MINUTES OF THE
Ayes: Noes: BOARD OF SUPERVISORS ON DATE SHOWN.
Absent: Abstain:
cc: County Administrator Attested Ar / 89
Sheriff-Coroner Phil Batc elor, Clerk of the Board
Director of Personnel of Supervisors and County Administrator
Foreman, 1988-89 Grand Jury
Judge Wayne Westover, 1988-89 Grand Jury Jud
CLVM:eh(io-2) ge By Deputy Clerk
4. Assign a high priority to:
a. Installing mobile data terminals in all Sheriff's patrol cars to fully utilize the equipment
capabilities of COMM 1.
b. Purchasing higher wattage,two-way portable radios for all Sheriff's deputies working patrol
duty.
7. The Board of Supervisors appoint a county-wide committee to work with local police and fire
agencies,Office of Emergency Services and Sheriff's Department to establish a comprehensive
radio communications system throughout the County.
The 1988 and 1989 Internal Operations Committees, the Sheriff-Coroner and the Director of
Personnel have given a great deal of attention to the subject of DRCC and the recruitment of
Dispatchers, both for DRCC and COMM 7 (COMM 1). Progress has been made in both areas and
a schedule has been laid out to provide the necessary decision-making in both areas. We believe
that the Sheriff-Coroner's comments, along with the reports which have been made by the Internal
Operations Committee and the attachments thereto provide adequate and appropriate response to
the Grand Jury's recommendations.
- 2 -
wl
Sheriff-Coroner Richard K. Rainey
Contra Costa County SHERIFF-CORONER
Warren E.Rupt
P.O. Box 391 Assistant Sheriff
Martinez, California 94553-0039 Gerald T.
(415) 646- Assistant Sheriff
Rodger Davis
To: Internal Operations Committee Date: July 10, 1989 Assistant Sheriff
From: Richard K. Rainey, Sheriff-Coron Subject: 1988-89 Contra Costa Grand Jury
Report Re: Communications
I have had the opportunity to discuss the Grand Jury's report with members of
my Communications staff. I would like to take this opportunity to thank the
Grand Jury for the kind words they had for the Communication Centers' staff and
for their insight into the problems associated with dispatching. I would also
like to respond to some;,of these concerns.
Involuntary Overtime
Although fatigue, stress and burn-out are real factors in the dispatch
profession, it is not . as closely related to the involuntary overtime as
concluded by the Grand Jury. Last year, with the concurrence of Local 1, we
implemented. -an overtime program at Central Communications that reduced the
involuntary overtime hours to slightly over 300 for. the year. .This was. an 80%
reduction from the previous year's total of 1,465. The -program involved
posting the shifts :we knew . in advance, would require overtime,, then allowing
staff to..bid,by, seniority, to .f ill those openings :. Urifilled overtime was then
assigned (involuntarily) to those people who had worked the least amount of
overtime. I.n .this ..way- the dispatchers could better schedule their off-duty
time and by selecting their overtime, assu*re. themselves !they wouldn't be held
involuntarily. at an' inconvenient time. Unfortunately, ,the voluntary overtime
used still has, a negative, albeit lesser impact, on staff.'
The overtime expended at the Delta Regional Communications Center is far less
than the hours used at.,our Central Communications: Center. This is due to my
commitment, to :DRCC to strive for a 100% staffing level .. at that center.
Although factors involved have made a 100% staffing level unrealistic, the
vacancy factor and overtime worked at DRCC is much less than Central Communica-
tions.
Delta Regional Communications Center Computer System
The DRCC system is outdated and needs to be replaced. Currently a consultant
hired by the DRCC Operations Committee is studying the system and the Center's
needs.
Having worked very closely with the problems at DRCC, I offered the use of our
new system prior to implementation. The three city police agencies declined
this offer. Our system was then graded to accommodate the Sheriff's needs.
Future decisions involving the DRCC's needs will be discussed based on the
consultant's recommendations.
AN EQUAL OPPORTUNITY EMPLOYER
Excess Traffic on Law Enforcement Channels
The lack of available law enforcement frequencies has made it impossible to
expand the systems at DRCC and Central Communications to alleviate the over-
crowdedness. We have dealt with this in our new Center by implementing MDT's
(Mobile Data Terminals) to reduce the voice traffic. Unfortunately, the
present system at DRCC is not compatible with these same MDT's. Safety and
efficiency at DRCC will remain adversely affected under the current mode of
operation.
Hiring and Training Process for Dispatchers
My Communications staff and the County's Personnel Department has and will
continue to work together to expedite the process. Due to this working
relationship, many changes have been made which eliminated bottlenecks and
allows us to reach potentially qualified entry-level dispatchers. Although the
County-wide hiring and promotional freeze has made our job very difficult, the
implementation of agreed upon changes in the system has allowed 'us to progress.
We currently have five trainees in the system with the anticipation of five
more to be hired within the next six months. Our staffing level , combined with
the extremely high workload in the Centers, does not afford us the ability to
train more than five dispatchers at a time. We are working on solutions to
this problem; however the retention problem relating to the quality of
candidates seems to have been the major setback. Under the current system we
have the opportunity to search out the quality candidates.
In 1988 we tested slightly more than 518 applicants; however approximately 50%
of those failed the written and performance segment of the testing procedure.
Unfortunately, the majority of those remaining did not make it to the certi-
fication list due to the policies and procedures in place at the time. Due to
our working relationship with Personnel , these rules have been modified and we
have been able to screen more candidates and increase our retention rate
through the training period. During the past eighteen months we have hired
twenty-one dispatchers. Fifteen of them remain with us today. Of the six who
departed, only two were dismissed on probation, while the other four left for
personal reasons such as moving from the area or taking other jobs. Unfor-
tunately, during that same period, we lost fourteen tenured staff. Five went
to other agencies and six left for various family reasons.
Most recently we have, through a Board Order, come under P.O.S.T. (Commission
on Peace Officers Standards and Training) requirements and will be sending all
of our new dispatcher hirees to a certified 80-hour dispatch academy during
their one year probationary period. Initially this will tend to delay the
training process, but it will further professionalize the dispatcher class. We
are exploring ways in which we might eventually conduct this P.O.S.T. class
using our training facilities in Central Dispatch and in this way reduce the
overall training time for our dispatchers.
RKR/meg:92
pc: Captain John C. Hart
I. 0. 2
To: + = r' BOARD OF SUPERVISORS Contra
OPERATIONS COMMITTEE ` '
FROM: Costa
February 13 , 1989 County
DATE: T•i'
SUBJECT: Steps Taken to Improve Recruitment of
Sheriff ' s Dispatchers
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)8 BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS:
1 . Accept the attached report from the Director of Personnel on
the steps which have been taken to improve the recruitment,
testing, and retention of Sheriff ' s Dispatchers.
2. Request the Sheriff-Coroner and Director of Personnel to
provide our Committee a further status report on this
subject on July 10, 1989 at the time our Committee reviews
the staff report on DRCC, including the total number of
positions that are vacant, the number of positions that are
filled, what salary changes have been made, and how the
steps outlined in the attached report have contributed to
improving the recruitment, testing, and retention of
Dispatchers.
3 . Leave this item on referral to our Committee.
BACKGROUND:
On December 20, 1988, the Board of Supervisors referred to our
Committee the issue of what steps could be taken to improve the
recruitment, testing, certification, selection, and retention
problems which have been faced by the Sheriff with Dispatchers,
both at DRCC and at COM 7.
On February 13 , 1989, our Committee met with staff from the
Sheriff-Coroner' s Office, the Personnel Department, members of
the Grand Jury, and other interested parties. Eileen Bitten from
the Personnel Department reviewed the attached report with us.
CONTINUED ON ATTACHMENT: A_YES SIGNATURE:
RECOMMENDATION OF COUN MINISTR OR X RECOMMENDATION OF BOARD COMMITTEE
X APPROVE THER
SIGNATURE S: 0ln'Power�s Sunne I+Iri ght McPeak
ACTION OF BOARD ON February 28, 1989 APPROVED AS RECOMMENDED X OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS 18 A TRUE
X UNANIMOUS(ABSENT I I I 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.
CC: County Administrator ��u A& If
Sheriff-Coroner ATTesTED
Personnel Director PHIL BATCHELOR,LTERK OF THE BOARD OF
Police Chiefs: Antioch,Pittsburg,Brentwood SUPERVISORS AND COUNTY ADMINISTRATOR
Chief, Riverview Fire Protection Dist.
M382 (10/88) BY _,DEPUTY
Page 2
This report outlines a number of steps which are being taken
jointly by the Sheriff and the Personnel Department to improve
the recruitment, examining and certification of candidates for
Dispatcher positions. Both the Sheriff and the Personnel
Department believe that these steps will markedly improve the
process and provide the Sheriff with more candidates more quickly
who are likely to be better qualified and more likely to stay on
the job.
Negotiations are currently under way over a possible salary
adjustment for the Sheriff' s Dispatchers. We would like to
review this matter again after the changes which are proposed
have been in place for awhile, and after the salary negotiations
have been concluded. We are, therefore, requesting that a
further status report be made to our Committee this summer when
we review the entire issue of DRCC.
Costa
Personnel Department
Costa Administration Bldg.
651 Pine Street
County Martinez, California 94553-1292
DATE: February 9, 1989
TO: Internal Operations Committee `
FROM: Harry Cisterman, Director of Personnel
SUBJECT: Progress Report on Recruitment, Examination and Certification of
Sheriff's Dispatchers.
The Internal Operations Committee has requested information regarding efforts
of the Personnel Department to enhance the recruitment and selection of
Sheriff's Dispatchers, This report expands on information initially provided
on this subject in our December 2, 1988 memo discussing both salary and
recruitment of Sheriff's Dispatchers. All of the changes discussed in this
report have been developed with the cooperation and approval of the staff of
the Sheriff's Department.
I . Recruitment
1. New Job Bulletin - Personnel has utilized newly available
computer-graphics capability to design an expanded, more descriptive
announcement specifically for recruitment of Sheriff's Dispatchers.
The final copy should be available in February 1989 and will contain
new pay rates if agreement has been reached with the employee's
representatives, CCCEA, Local No. 1. The announcement will provide a
more comprehensive insight into both the job content and the
application/selection procedure so that candidates can be recruited
in a more realistic context and drop-off rates during selection
phases reduced.
2. Revised Distribution of Bulletins - As recommended by your Committee,
the DRCC member jurisdictions have been invited to review the current
job announcement distribution list utilized by Personnel for
Sheriff's Dispatcher and to suggest additional organizations,
individuals or jurisdictions which should be notified. Attached is
our letter to the DRCC Chiefs and the recruitment list currently in
use. We also will solicit suggestions for new recruitment sources.
3. More Frequent Mailings - We believe our recruitment can be improved
by replenishing the supply of job announcements available to contacts
on our mailing lists on a more frequent basis. We are scheduling
regular mailings at 60 day intervals beginning in February 1989.
II . Examination
1. ' Status of Current Candidates - During the period January 24-27, 1989,
a total of 110 candidates who previously passed the written and
performance test were administered competitive oral interviews.
Successful candidates will be placed on the employment list for
Sheriff's Dispatcher effective February 1, 1989.
2. Improved Oral Board Content -Personnel and Sheriff's Department staff
have restructured the content of the competitive oral interview
utilized to evaluate Sheriff's Dispatcher candidates. The questions
are intended to measure dimensions critical to job success including:
Motivation, Job Readiness and Interest; Ability to Cope with
Stressful Situations; Ability to Deal Tactfully and Courteously with
the Public; Judgement and Decision-Making and Verbal Communication
Skill . The interview is approximately 25-30 minutes in length and
candidates are evaluated by three raters.
3. Restructured Oral Board Composition - Oral interviews for Sheriff's
Dispatcher are now conducted by three member panels composed of a
Personnel Analyst, a senior member of Sheriff's Department Dispatcher
staff and an experienced Dispatcher from a local law enforcement
jurisdiction. This composition will replace the previous panels
composed of all Sheriff's Department staff which occasionally
included non-dispatch employees. All Panels will be given a
pre-interview orientation by the Sheriff's Captain in charge of the
Communications Division.
4. Typing Certification Required Sheriff's Dispatcher requires a typing
proficiency of 25 wpm which has become particularly critical with the
advent of computer-aided dispatch. To date, no evaluation of typing
skill has been conducted until the final hiring phase. This has
resulted in a relatively high failure rate late in the selection
process after significant expenditure of time and effort by both the
candidate and the County. To improve this situation, instructions
are now given to all prospective. applicants that they will not be
scheduled for any test step unless written verification of 25 wpm
typing skill is on file with the County Personnel Department.
Information to this effect will be included in the new job bulletin
and all applicants who filed subsequent to September 1988 must meet
this requirement. We are currently working with the Sheriff's
Department to determine whether there should be an increase in the
required typing speed.
5. Monthly Written Examinations - Effective February 1989, candidates
who have typing certificate on file (see 4 above) will be tested on a
regular basis each month. Additional Personnel Department staff time
is being allocated for more frequent test administration of smaller
candidate groups to speed the movement from initial application
filing to final placement on the eligible list.
III. Certification
1. Accelerated Removal of Inactive Names - Effective February 1, 1989,
the Personnel Management Regulations have been amended to allow
removal of names after 6 months, rather than 12. (See attached
Resolution 89/90 adopted by the Board on 1/17/89). This provision
will assist in maintaining a higher percentage of viable candidates
on each departmental referral and should be useful for relieving
blockage of the Sheriff's Dispatcher employment list.
2. Senior Sheriff's Dispatcher - On February 2, 1989 a new employment
list for this classification containing 13 eligibles will promulgate.
If the Sheriff requests to. fill all three existing Senior Dispatcher
vacancies together, all 13 names can be referred for active
consideration.
3. Turnover of Names on Certification - More efficient movement of names
from the Dispatcher list to the departmental referral (certification)
will be made possible by utilizing a Personnel Management Regulation
which permits the removal of a name after a person is considered and
not hired five times by the appointing authority. This option can
aid in presenting a higher percentage of viable candidates for hire.
We have met with the Sheriff's Department and have worked out a
method to implement this proposal .
4. Research Project - As a member of the Western Region Intergovern-
mental Personnel Assessment Council (WRIPAC), the County Personnel
Department has joined in a statewide project with other local
jurisdictions to study and evaluate the basis for turnover among
dispatch personnel in law enforcement and to derive more
sophisticated measures for recruitment and selection of those persons
with a higher probability of job success and retention. The County
will actively screen all new hires in the Dispatcher classification
utilizing an in-depth bio-data inventory. This cooperative effort
should have positive long-term benefit for all agencies faced with
the common problem of dispatcher staff shortages.
5. The Department of Personnel will review the possibility of
implementing a band certification process in the future if it appears
necessary.
RKH:amc
'89 JAN LU N 4 :a
THE BOARD OF SUPERVISORS OF CONTRA COSTA COMM, CALIFORNIA
Adopted this Order on January 17, 1989 by the following vote:
AYES: Supervisors Powers, Fanden, Schroder, McPeak, Torlakson.
NOES: None.
ABSENT: None.
ABSTAIN: None. '
In the Matter of Amending
Personnel Management Regulation 89/ 20
Section 608.2 Cancellation of
Eligibility on Continuous Lists
The Contra Costa County Board of Supervisors Resolves That:
1. Effective February 1, 1989, Section 608.2 Cancellation of Eligibility on
Continuous Lists of the Contra Costa County Personnel Management
Regulations is amended to read:
608.2 Cancellation of Eligibility on Continuous Lists
The eligibility of any person on a continuous list shall terminate
one (1) year following the date on which that person's name was
placed on the eligible list, except, as determined by the Director of
Personnel , eligibility on open continuous lists may be terminated six
(6) months following the date' on which a person's name was placed on
the eligible list.
1 hereby cc:tiu t!:z!,.,n!s*3 a true=nd correct copy of
an act!-1•i on ttc ra!nutes o1 the
Boars: 7 L' c '.e -:,c..n.
ATM.' _ .: JAN. 171§0
F'1'..:. ... r: 11:^Z03Td
o'.
By t A , Deputy
cc : County Departments
RESOLUTION NO. 89/20
Contra'
Personnel Department
VIJJta Third Floor, Administration Bldg.
g �sv+. 651 Pine Street
County Martinez, California 94553-1292
vvUl qty ; G - (415)646-4064
I�:.� -� � Harry D. Cisterman
January 25, 1989 Director of Personnel
Dear Chief . . . . . . . . . . . . . . . .
As you know, the County Personnel Department participated in discussions held
by the Board of Supervisors Internal Operations Committee regarding staffing
issues at the Delta Regional Communications Center. The Committee has
recommended that the D.R.C.C. member jurisdictions be invited to review the
current job announcement distribution list utilized by our department for this
class and to suggest additional organizations, individuals or jurisdictions
which should be notified.
Enclosed for your information are copies of the current job announcement for
Sheriff's Dispatcher, the Personnel Department's standard announcement mailing
lists and law enforcement agency lists developed specifically for use with this
recruitment.
It will be very helpful to our needs if you will provide the Personnel
Department with any additional contacts in the Central California geographical
area where potential Dispatchers might be found. We will include all new
addresses you may suggest in our mailing list and insure that each is promptly
provided with a copy of our job announcement.
We are developing a revised and expanded recruitment bulletin for Sheriff's
Dispatcher which will be completed and ready for distribution in March 1989.
Application filing will remain open on a continuous basis and future
examinations will be conducted on a regular monthly basis beginning in
February. Persons with questions regarding any portion of the merit system
examination process for Sheriff's Dispatcher may contact Mr. Manuel Ramos of my
staff at (415) 646-4050.
Thanks for your assistance.
Very truly yours,
Eileen K. Bitten
Manager-Employment Programs
RKH:EKB:amc
IPM41
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
I � '
IT
EMPLOYMENT OPPORTUNITY
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ADMINISTRATION BUILDING
1/ ��✓ to PERSONNEL NEL DEPA 4 MEN 651 PINE STREET,MARTINEZ.CALFORNIA94553 are415Ode 646-4047
SHERIFF'S DISPATCHER
$1948 - 2045 - 2148 - 2255 - 2368
THE POSITION
The Contra Costa County Sheriff's Office encourages the application of individuals interested in
on-the-job training to become a fully qualified dispatcher. Positions are found at the department's
three communications facilities: the Central Dispatching Bureau in Martinez, Delta Regional
Communications Center in Antioch and the Main Detention Facility in Martinez. All 'facilities operate
on a 7-day, 24-hour basis and incumbents may be assigned to any of the three shifts within a 24-hour
period. Only candidates willing and able to work all three shifts and holidays should apply for this
Sheriff's Dispatchers receive telephone and radio messages, often of an emergency nature, and record
and relay the information to such units as patrol cars, fire departments, ambulance units and County
Office of Emergency Services. Dispatchers routinely handle a large volume of calls, many of a
life-and-death nature, and are responsible for 15-20 Sheriff's patrol units on a daily basis.
Individuals appointed to this class will serve a one year probationary period. Promotional
opportunities include Senior Sheriff's Dispatcher ($2241-2723) and Sheriff's Communication Center
Director ($2767-3363). Dispatchers currently receive a uniform allowance of $25 per month. Shift
assignments receive a 5% pay differential above the listed salary. Several positions are designated
bilingual (Spanish-speaking) and are paid $40 per month differential. In order to qualify for a
bilingual position, candidates will be required to pass a fluency test.
MINIMUM REQUIREMENTS
License Required: Valid California Motor Vehicle Operator's License.
Education: Possession of a high school diploma, G.E.D. equivalency or high school proficiency
certificate.
THE SELECTION PROCESS
1. WRITTEN TEST: A 60-question multiple choice test will be administered to all accepted applicants.
Questions will assess each candidate's ability to retain oral information, ability to handle simulated
dispatch situations and aptitude for dispatching work. Candidates must attain a score of at least 70,
which may be an adjusted score. (weighted 308)
2. PERFORMANCE TEST: A performance test will be administered on the same day as the written test and
will contain the following segments: 1) an exercise involving copying simulated dispatch information
from a tape recording, and 2) an exercise using a detailed street map book of Contra Costa County that
measures ability to understand and follow directions and quickly find data. (Combined Weight 308)
3. ORAL INTERVIEW: candidates who successfully compete in both the written and the performance test
segments will be invited to an oral interview. A Qualifications Appraisal Board will evaluate each
candidate in such job-related areas as: ability to make decisions in situations of "stress; ability to
deal tactfully and courteously .with the public, and ability to speak clearly and distinctly.
Candidates must receive a rating of at least 70 from a majority of the board members to rank on the
employment list. (Weighted 40%)
All candidates considered for final appointment musts 1) undergo psychological testing measuring their
ability to work under stress and to adapt to a strict working environment, 2) successfully complete a
background investigation that will include reference checks with current and past employers, 3) pass a
typing test demonstrating the ability to type accurately at a speed of 25 words per minute, and .4)
successfully complete a health examination, which includes hearing and vision tests. Failure to
qualify in any of these screening processes may result in removal from the eligible list.
CONTINUOUS FILING TESTING SEGMENTS SCHEDULED AS NEEDED
OPEN ONLY
7/1/88 - MR
Class Code: 64WA
SHERIFF'S DISPATCHER
AN EQUAL OPPORTUNITY EMPLOYER... ITIS THE POLICY Of CONTRA COSTA COUNTY NOT TO D/SCR/M/NATE BECAUSE Of
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN,AGE OR HANDICAP.
CONTRA COSTA COUNTY
Contra Costa Countys 750 square miles are located ideally near the San Francisco Bay Area.K has a temperate climate,beautiful geographical setting
and shares in California's continuing growth.
over 700,000 residents reside in the varied suburban,Industrial.agricultural and port areas of the County and enjoy outdoor recreational facilities ranging
from boating,water skiing,fishing in the Bay and Delta waterways to golfing,hiking,horseback riding and camping In Mt.Diablo State Park.Cultural
resources include numerous local theatre,art and music centers as well as vast cultural and recreational resources of Oakland.San Francisco and the East
Bay.Colleges include Saint Marys.John F Kennedy University and three community colleges—Los Medanos(East County),Diablo Valley(Central County)
and Contra Costa(West County).The Berkeley Campus of the University of California Is within an hour's drive from the County Seat of Martinez.
EMPLOYMENT INFORMATION EMPLOYEE BENEFITS
WHO MAY APPLY SALARY
Applicants must possess the minimum qualifications by the final filing The starting salary Is the first rate shown on the announcement.Advance-
date.This information is given on the front of the job announcement.United ment to the higher steps of the salary level Is In accordance with Salary
States citizenship Is not required unless specifically listed under the mini- Resolutions of the Board of Supervisors.
mum qualifications. Contra Costa County Is committed to a policy of
Affirmative Action and no person applying for employment shall be HOLIDAYS
discriminated against on the basis of race,national origins,sex,handicap, An average of 13 paid holidays per year.
age, or other unlawful discrimination. it is the policy of the County to
provide reasonable accommodation.when needed,for otherwise quail- VACATION
tied handicapped employees and applicants for employment. Depending on the classification In which employed, employees earn
either two or three weeks vacation each year.
HORN TO APPLY SICK LEAVE
A completed application must be filed with the Personnel Department by Twelve working days sick leave are accumulated each year.Credits are
the final filing date specified on the front of the announcement.Mailed
applications will be considered If they are postmarked no later than this accumulated indefinitely
date.Resumes may not be substituted for the off iclal application and late WORKING CONDITIONS
applications will be disqualified.It Is the applicant's responsibility to allow Five days,40 hours per week are the basic hours Of employment.Time and
adequate malt or delivery time.A separate application must be filed for
each job classification. one-had is paid for overtime for eligible employees and certain job
Applications and Information may be obtained between the hours of 8:00 classifications receive a 5%differential per hour for shift work.
a.m.and 5:00 p.m.(Monday through Friday)from: WSURANCE
CCC Employment Office CCC Employment Office Prepaid medical and hospital plans including dental and life insurance
651 Fine Street.2nd Floor 100-37th Sheet.Room 145 are available to employees and their dependents.Employees may select a
Martinez.CA 94553 Richmond,CA 94804 health plan,dental plan or health and dental plan.The health and dental
(415)646-4047 (415)374-3325 plans available are: 1st Choice Health Plan, Contra Costa Health Plan.
Delta(CDS)Dental Plan and Safeguard Dental Plan.A term life insurance
HIRING PROCEDURES policy Is included with any health and/or dental pion enrollment.
Employment lists are established by ranking candidates according to their RETIREMENT AND DEFERRED COMPENSATION
overall scores in this examination.The candidates must be successful In The County retirement program includes the benefits under the County
each part of the examination.To fill each vacancy the hiring department Employees Retirement Law of 1937 and Social Security.A de.erred compen-
will request that names be certified from the employment list, and will sation plan 1.,available at the employee's option.
make a selection from this list. Employment lists remain In effect for two
years except as otherwise determined by the Director of Personnel.A pre- EMKOYEE WELLNESS
employment health examination may be required prior to employment.In The Employee Wellness Program is Intended to motivate County Employees
compliance with the Immigration Reform and Control Act of 1986.Individ- to reduce personal health risks and to develop 0-healthier lifestyle.
uals offered employment by Contra Costa County will be required to show programs available Include:the"Hotline on Health"bimonthly newsletter,
documentation as proof of eligibility to work in the United States as a aerobic exercise classes, walking clubs, Brown Bag lunchtime seminars
condition of employment. and special events like blood
pressure screenings, body composition
testings and fun runs.
WTERA C PREFERENCE CREDITS CREDIT UNION
Veterans who have received an honorable discharge within the last five
years and disabled veterans without limit as to date of discharge,may be Offers systematic savings and loans at low interest,
allowed an additional 5%of their total earned score(providing the exam Is AGENCY SHOP REQUIREMENTS
otherwise successfully completed). To obtain this credit, veterans MUST
provide a DD214, proof of disability, if applicable, or other acceptable Some job classifications are In collective bargaining units,the employees
proof of service WITH EACH APPLICATION BEFORE THE FINAL FILING DATE. of which are required to join a union or pay an equivalent service fee.
CONTRA COSTA COUNTY
PERSONNEL DEPARTMENT
Administration Building
651 Pine Martinez.CA 94553 FIRST CLASS
CONTRA COSTA COUNTY PERSONNEL DEPARTMENT
RECRUITMENT AND EXAMINATION DIVISION
ANNOUNCEMENT MAILING LIST
Al - County Officials; All County Departments, Locations, Libraries and Fire 417
$S
Stations
A2 - General Public Locations in Contra Costa County (Al not included) �oZ
A3 - General Public Locations in the Greater Bay Area (Al and A2
not included) //S
A4 - General Public Locations Outside the Greater Bay Area
A5 - Personnel Offices - Counties and Cities in the Greater Bay Area
A6 - Personnel Offices - Counties and Cities Outside the Greater Bay Area /a S
A7 - Cities and Counties in the Greater Bay Area (Department to be
Designated 7
A8 - Counties and Cities Outside the Greater Bay Area (Department to be
Designated 113
A9 - Hospitals in the Greater Bay Area, CCC included (Department to be
included 9
A1O - Hospitals Outside the Greater Bay Area (Department to be designated) -304
All - High Schools and Educational Training Programs in the Greater Bay Area
(CCC included) 7
Al2 - High Schools and Educational Training Programs Outside the Greater Bay
Area
B1 - College and University Placement Offices in the Greater Bay Area, CCC
included 6 7
B2 - Colleges and Universities in the Greater Bay Area, CCC Included
(Department to be Designated) /3
B3 - Colleges and Universities Including Placement Offices Outside the
Greater Bay Area (California and Other States Included) 6(C
B4 - Community and Jr. College Placement Offices in the Greater Bay Area,
CCC included a$
B5 - Community and Jr. Colleges in the Greater Bay Area, CCC incuded
(Department to be Designated) /O
B6 - Community and Jr. Colleges Outside the Greater Bay Area f/a-
RICHMOND: Order additional 30 for open exams
Order additional 15 for promotional exams
CONTRA COSTA COUNTY PERSONNEL DEPARTMENT
AFFIRMATIVE ACTION OUTREACH RECRUITMENT RESOURCES
GENERAL MINORITY AND COMMUNIY ORGANIZATIONS
AND HUMAN SERVICES AGENCY CONTACTS
B10 - Hispanic Community Organizations and Human Services Agency Contacts
in Contra Costa County
B11 - Hispanic Community Organizations and Human Services Agency Contacts aJf
in the Greater Bay Area
812 - Hispanic Community Organizations and Human Services Agency Contacts b
Outside the Greater Bay Area
C1 - Black Community Organizations and Human Services Agency Contacts in
Contra Costa County 10
C2 - Black Community Organizations and Human Services Agency Contacts in
the Greater Bay Area
C3 - Black Community Organizations and Human Services Agency Contacts /3
Outside the Greater Bay Area
C4 - Asian/Filipino Community Organizations and Human Services Agency
Contacts in Contra Costa County �c
C5 - Asian/Filipino Community Organizations and Human Services Agency
Contacts in the Greater Bay Ara
C6 - Asian/Filipino Community Organizations and Human Services Agency o2
Contacts Outside the Greater Bay Area
C7 - Native American Community Organizations and Human Services Agency
Contacts in Contra Costa County
C8 - Native American Community Organizations and Human Services Agency 6
Contacts in the Greater Bay Area
C9 - Native American Community Organizations and Human Services Agency
Contacts Outside the Greater Bay Area
CIO - Women's Community Organizations and Human Services Agency Contacts
in Contra Costa County
C11 - Women's Community Organizations and Human Services Agency Contacts
in the Greater Bay Area a�/
C12 - Women's Community Organizations and Human Services Agency Contacts
Outside the Greater Bay Area
D1 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts in Contra Costa County (o
D2 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts in the Greater Bay Area /(o
03 - Handicapped/Disabled Community Organizations and Human Services Agency
Contacts Outside the Greater Bay Area /
D4 - Multi-Ethnic Client Services Organizations and Human Services Agency
Contacts in Contra Costa County
D5 - Multi-Ethnic Client Services Organizations and Human Services Agency 3a
Contacts in the Greater Bay Area
D6 - Multi-Ethnic Client Services Organizations and Human Services Agency
Contacts Outside the Greater Bay Area
D7 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities) in Contra Costa County 6 cZ
D8 - General Community Organizations and Human Services Agencies (Not
Necessarily Minorities) in the Greater Bay Area C1°{
D9 - General Community Organizations and Human Services Agencies Not
Necessarily Minorities) Outside the Greater Bay Area oZ 5
LAW ENFORCEMENT RESOURCE AGENCY
1) Antioch Police Department
301 West 10th St. #757-2236 (bus.)
Antioch, CA 94509 #757-2222 (em) '
2) Brentwood Police Department
708 3rd St.
Brentwood, CA 94513 #634-3558
3) Clayton Police Department
P.O. Box 380 0672-4455 (bus.)
Clayton, CA 94517 #229-1212 (em)
4) Concord Police Department
Parkside and Willow Pass Rd. #671-3232 (bus.)
Concord, CA 94519 #671-3333 (em)
5) Contra Costa Sheriff-Coroner
Administration Bldg.-7th Floor
651 Pine Street #228-8282
Martinez, CA 94553 #228-8280
6) Danville Police Department
510 La Gonda
Danville, CA 94526 #820-4481 (bus.)
7) East Bay Regional Parks
17930 Lake Chabot Rd. #881-1833 (bus.) .
Castro Valley, CA 94546 #881-1121 (em)
8) El Cerrito Police Department
10900 San Pablo Ave. #237-3233 (Shrfs)
El Cerrito, CA 94530 #237-2123
9) Hercules Police Department
P.O. Box 156 #724-2677
Hercules, CA 94547 #724-1111
10) Highway Patrol
5001 Blum Rd.
Martinez, CA 94553 #685-2171
11) Kensington Police Department
217 Arlington Ave.
Kensington, CA 94707 #526-4141
12) Lafayette Police Department
1004 South Thomas
Lafayette, CA 94549
"s w
r
13) Los Medanos College
Administration of Justice #83
c/o Sgt. Herman Rellar
2700 East Leland Rd.
Pittsburg, CA 94565
14) Martinez Adult School
c/o Pete Robertshaw
P.O. Box 832
Martinez, CA 94553
15) Martinez Police Department
525 Henrietta St. #372= 4935 (bus.)
Martinez, CA 94553 #228-4141 (em)
16) Moraga Police Department
350 Rheem Blvd. #284-5010
Moraga, CA 94556 #376-2515
17) Pinole Police Department
2121 Pear St. #724-9600
Pinole, CA 94564 0724-1111
18) Pittsburg Police Department
55 Civic Drive
Pittsburg, CA 94565 #439-4980
19) Pleasant Hill Police Department
330 Civic Drive #671-4600 (bus.)
Pleasant Hill , CA 94523 #934-7804
20) Richmond Police Department
401 27th St. #231-3390
Richmond, CA 94805 #233-1214
21) San Pablo Police Department
#5 Alvarado Square
San Pablo, CA 94806 #237-8706
22) San Ramon Police Department
2222 Camino Ramon
San Ramon, CA 94583
23) Walnut Creek Police Department
1666 North Main St. #943-5844
Walnut Creek, CA 94596 .0935-6400