After repeated attempts to resume Employee Opportunity Transfers (EOT), management finally scheduled them for June. However, we soon were told that there were virtually no field parole agent positions available in Region I, III and IV. We previously had vacancy lists reflecting hundreds of PA field positions. I had a discussion with Robert Ambroselli regarding the implications of virtually no vacancies available for the EOT process and requested we hold off on doing an EOT for 60-90 days until the positions would again be funded. Since that did not happen, I do not believe this was a viable EOT process for anyone. Region II is the only region that listed field vacancies. Region I had two vacancies, which were FUNA positions, available in their entire region. Region IV also only reported eight vacancies, which were also all FUNA positions. Region III allowed an EOT for the PA II vacancies they listed, which were not offered in other regions. Based on this apparently flawed process, I will request another EOT before the fall academy.
GPS negotiations were an absolute failure. Our team was told that we did not show workload impact. We made over 35 proposals and all were rejected. The 40-1 matrix for GPS caseloads was devised almost three years before any of the new work was added. The workload associated with the matrix did not include all the new extra work (with more expected in the future). The policy for GPS continues to change with regularity and that is expected to continue. Some of these changes appear to be in response to the Inspector General’s reports. Recently agents in Region III and IV were required to clear over 30,000 alerts/notifications. Overtime was authorized, however, there is concern with clearing notifications up to 60+ days after the occurrence when agents are unable to accurately determine what might have caused some of the alerts. I continue to talk to GPS agents throughout the state and it is apparent there is a lot of uncompensated work occurring. Not reporting all the work you do only supports management’s contention that the workload can be accomplished within a workweek. If you have days off, training, or are assisting other agents or law enforcement, it is important that you document by email to your supervisor that you were unable to complete track reviews or other requisite work.
The special conditions of parole for sex offenders have repeatedly been discussed at the California Sex Offender Management Board (CASOMB). Parole conditions must have a nexus to the parolee’s criminality. Informational alerts/notifications are part of what is driving the numerous alerts agents are receiving and are required to clear. The time frames to clear notifications/alerts appear to be different throughout the state. Profile meetings are not part of the required work for agents. If you are being required to do this, it is extra work beyond your workload requirements. If you are answering calls after hours, you are entitled to 15 minutes of overtime for work that exceeds 7 minutes. If you spend one hour working on an alert, you are entitled to that compensation and need to notify your supervisor the next working day. You should not be asked to flex your schedule to avoid paying overtime.
Agent assignments to GPS caseloads are done in various ways throughout the state. Some regions are doing inverse seniority placement, some are doing the most senior, some reportedly are doing a “lottery” system and other areas are selecting based on those determined to be the most qualified. The previous process of interviewing for these positions is no longer occurring, because it appears agents are no longer willing to volunteer for these caseloads. There are scenarios where new agents, directly out of the academy, are also being placed in these caseloads. I have addressed this issue with Robert Ambroselli and hope to have further discussions on the process for filling these vacancies to achieve consistency throughout the state.
There were some complexes/units where agents had 300+ points and specialized Second Striker agents were capped at 40. I had discussions with the director regarding this situation and previous grievances relative to the issue. There is no cap on GPS caseloads. Agents are allowed to exceed the matrix level of cases. They are compensated by receiving overtime for extra work. Second Striker and EOP caseloads could be allowed to exceed 40 cases, rather than placing them on already high caseloads of regular caseload agents. This allows all agents in a unit to have the ability to receive overtime, if caseloads are high. If you are an agent with a specialized caseload of SO or EOP cases, you are to be compensated for extra work as needed for additional cases assigned to you. If you are not being compensated, contact me immediately.
The rollout of the California Parolee Apprehension Team (CPAT) is continuing. Final negotiations will occur on July 13th. There are still inconsistencies throughout the different regions on what workloads are and how the teams are being set up.
CCPOA has received a notice on parole reform and the reduced caseloads. We will be negotiating the week of July 19th. The training for the pilot programs is scheduled for July 14th and 15th in Diamond Bar. It would have been preferential to have negotiations before the agents were trained. However, the fact that training is occurring before negotiations supports our contention that there are not any real negotiations occurring without a contract. It appears that as caseload numbers go down with new agents being hired, other units will be added to the pilot program. There is a lot of additional work with these caseloads. It is imperative that those agents in the pilot programs let me know what the problems are and if the work can or cannot be accomplished within a 164-hour work period. There is no policy or process to deal with caseloads that exceed 48 or extra work required meeting workload specifications. If you are not able to accomplish the work, you should document by email to your supervisor to protect yourself.
The next Parole Agent Academy is scheduled for July 26, with the last one of the year occurring in September.
Unit workload summaries are being reviewed and irregularities have been observed. Caseloads should be broken up after 30 days if the agent is off and has not returned. It does not matter if overtime is being paid, the caseloads must be assigned to an agent that is working. If you have situations where that is not occurring or caseloads are assigned to non-existent agents, supervisors or agents that are not working, please contact me immediately. We have seen that occurring most recently in Region II.
Consolidated error reports continue to raise concerns by agents. I have received phone calls from agents throughout the state with reports that the errors must be below a certain percentage. We have shown that sometimes the errors cannot be fixed by DAPO because the OBIS information is not updated. This results in adjustments being made to CALPAROLE that are not factual. Do not be a part of entering incorrect information in a database since adverse action is a possibility in these scenarios. There are reports of numerous staff spending an inordinate amount of time reducing the “errors” on these reports, with what appears to be a competition to have the lowest percentage rate.
Special session of the CCPOA Board of Directors was held in Sacramento on June 26th. It was decided that CCPOA would resume dialogue and possibly return to the negotiation table.
The next PAAC General Membership meeting is scheduled for:
July 17, 2010
900 N. Birch Street
Brea, CA 94608
9 AM to 2 PM