There is a lot of uncertainty right now following the release of the Governor’s budget. As everyone continues to reiterate, it is a proposed budget. In March there should be more definitive information, followed by the May Revise to the budget that will start to solidify what changes will come to DAPO. The attempts to get taxes extended in June will keep things up the air until that happens. Unfortunately, assuming what may happen does not help us at this time. IF and WHEN there are layoffs/reductions, negotiations will occur with DPA and the specifics will not be known until that time. Basic Government Code Rules will be followed, but each layoff/reduction table has its own specific scenarios for impact and movement. I know there are many concerns, but it is important that we stay focused and concentrate on preserving our profession. We do a good job of supervising parolees and need to make sure we are a part of the resolution on how best to continue. As in all organizations, we need to identify the good and bad to help management and the legislators understand what we do. Now is the time for all of us to work together and be a united group in preserving the quality of supervision we provide to ensure community safety.
I continue to maintain regular contact with CCPOA Vice President Chuck Alexander. I am also in contact with legislators to provide input on our job duties.
In the midst of massive budget deficits, it is impossible to understand why DAPO would move forward with the PA II Specialist to Supervisor conversion. It has a $15 million price tag and has a potential negative impact to the existing AUS agents in the field. This could possibly cost the state additional money with litigation and/or numerous SPB appeals being filed. If PA III Supervisors had their authority restored and did not have to complete excessive/redundant data reports, they could do more of what management wants PA II Supervisors to do. Rather than continue to add more managers and supervisors, we should keep the rank and file parole agents that supervise parolees in the community. Our focus needs to stay on the mission statement of the department relative to community safety. There are still questions about the test which will be given in March and who is eligible to take it. There is a website at cdcr.ca.gov for Human Resources, Office of Workplace Planning for tips on preparing for the test. It is unknown if there is any precedent for this type of testing.
I am working with CCPOA and will be filing a PERB Unfair Labor Practice on this conversion. We still have not been noticed and the department has already begun to implement. There are other issues that we continue to discuss with the CCPOA attorneys and labor representatives on how best to pursue this process. We anticipate both PA I’s and PA II’s being impacted by this test and conversion.
I need to hear from every PA II Specialist via email to compile your concerns and document them as we move forward.
I was disappointed to hear DAPO management state that there would be an implementation of a new EOT policy. We worked very hard 11 years ago to finally get this process in the contract. It is a no cost benefit, yet the department is choosing to take away this process, as we know it. This negatively impacts morale during a time when we are fighting to preserve our profession. We were at a negotiation table in 2009 on this process and there were subsequently other drafts of EOT policies. Previous PAAC Vice President Paul Labbe authored a compromised policy to address management’s concerns about staff shortages in certain areas associated with the current policy. PAAC has continued to work with DAPO management on this to ensure that we keep a positive benefit in the contract for our members.
Mandatory training continues to increase. There is currently 16 hours of additional GPS training for GPS agents and 4 hours of this training for regular case carrying agents. If you are not able to get tracks run or other requisite work completed due to excessive training in the month, it is important that you request in writing (email is good) for reduced caseload, modification of work and/or overtime. Even in difficult times it is important to not work for free.
I continue to hear that agents are required to meet specs before being granted vacation/furlough. If you take a week vacation and therefore only have 75% of your work period to meet expectations, you need to ask your supervisor (again in writing) for direction on how they want to manage the workload. They have the same options as noted above: reduce caseload size, modify specs and/or a combination of the above. Supervisors cannot make you flex your schedule to avoid paying overtime.
We are seeing extensive audits on agent’s ROS entries relative to ANT. If you are using quick/instant tests or noting ANTs done in programs, talk to your supervisor to confirm they are acceptable for meeting specs. We are seeing increased adverse actions (from losing money to termination) relative to this issue. I am hoping for a directive from DAPO HQ to address this problem.
When you get issued your new vest, make sure you try it on immediately. I am receiving an increasing number of phone calls that agent’s vests are not fitting properly. This issue needs to be addressed immediately.
Job steward list is being updated and continues to be posted on the web page. If you need someone, check the list for names of stewards in your area. I hope to have CCPOA schedule job steward training both in the north and south in the next few months.
I have been advised that we have agents that have not qualified on the range for various reasons. Mandatorily armed agents must qualify quarterly or they can have their gun taken from them and possibly placed on leave. It is your responsibility to ensure that you qualify every quarter. Contact your training coordinators in the region if you need to qualify and for whatever reason have not done so.
Management can move us to different offices and/or caseloads, but it must be within 50 miles of your residence. The “65-mile” rule allows you to choose to be that distance, but management’s distance is less.
You should NEVER be surprised by anything in your performance evaluation. Per the Peace Officers Bill of Rights (POBR), your supervisor is required to notify you of anything that is placed in your supervisory file. You should ask to review it every six months and confirm what is in there. I am seeing many inappropriate performance evaluations and we need to be proactive on ensuring they are written within the allowable criteria.
The link listed below allows you to provide input on what you think is important for the new MOU. Please take the time to respond on this survey. Whatever is important to you will be transmitted to those who are working on the new MOU: workload, EOT, 830. PC, etc.
The next PAAC General Membership meeting will be January 29, 2011, at the Covina Radisson, 1211 East Garvey Street, Covina, CA 91724 (626-915-3441) I have invited CCPOA EC members.