Negotiations for the “Spring 2011 Headquarters Reduction” are still open. We will meet again on August 11th. There are Placement Meetings scheduled this week in Sacramento for impacted staff to select their position location preferences in the event they lose their current job. The actual number of impacted BU 6 staff has been significantly reduced from what we originally were told. This has been a very complicated process, even though only a small number of employees are actually impacted. This reduction plan is only affecting Sacramento County staff. This is very unsettling with the potential of large statewide employee reductions looming in 2012 or sooner.

There has been a serious increase in Internal Affairs investigations relative to Anti Narcotic Testing (ANT) issues. During each investigation we have discovered questionable practices in the handling of evidence in each office’s procedures and the pickup process of the contract laboratory. I have contacted the Director of DAPO to discuss this situation. I am requesting that the department check to ensure appropriate chain of evidence processes are done consistently to ensure that agents are not investigated for activities that are beyond their control.

Peace Officer Bill of Rights (POBR) violations continue in DAPO. Your supervisors should be providing you copies of any work related deficiencies or adverse comments that they place in your supervisory file, no matter how informal that documentation. You should request, via email, to review your supervisory file in any format: handwritten, on computer, audiotape, etc. Once you see what is contained in the file, send a subsequent email documenting those items. A performance evaluation or any type of documentation regarding performance should never surprise you.

Copies of the recently ratified MOU should be available to members in August. Grievances now have the power of a signed contract to enforce violations. Seniority overtime, work schedules and PART contract violations have already been documented. Please take the time to write a grievance if violations of the MOU occur and you are unable to get issues resolved informally. If you need assistance, contact your local PAAC representative.

We met on June 22nd and 23rd to negotiate the Parole Agent II conversion. We have not made any significant progress and the team will be returning to continue negotiations on August 5th. My team members are Todd Gillam, William Charette, Paul Price, Derrick Ross, and Darren Emery. Contact any of us for updates or concerns. Now that the PA II Supervisory test results have been released, DAPO may be moving forward (when they resume hiring) to utilize that classification.

During a Parole Planning and Placement (PPP) conference call, management stated that the PA II Specialists in PPP would also be converting to PA II Supervisors, but we have not yet had a notice for that change.

We concluded negotiations for the inmate and parolee Appeal Process (Form 22) July 13th. If you are involved in this process and not sure how it works, there should be a short DVD in each complex for you to review. A training document was also sent out to each unit. Each region has an appeal coordinator at their respective HQ who can assist you with the process.

AB 109 has been funded and the counties are moving forward to begin supervising non-serious and non-violent offenders released from prison beginning October 1st. Division of Adult Institution Director, Terri McDonald, and Legislation Assistant Secretary, Darby Kernan Thomas, provided a presentation to the CCPOA Executive Council and me on July 28th. The presentation was an overview of the AB 109 process. There seems to be more questions than answers and the transition may be problematic. There will be no new Non Revocable Parolees after October 1st, since the counties will supervise the low-end offenders.

A letter was sent out from the Division of Human Resources to verify all employees’ seniority scores. Based on numerous problems we have already experienced with current layoff plans and future layoff notices pending, this process may help correct seniority scores prior to other layoff plans beginning. Be sure to follow through and respond to the letter if there are errors. I hear of incorrect scores and wrong social security numbers. Take the time to review the information. The scores are as of 4/1/11.

DAPO is still planning to post recorded statements, on a webinar, to update employees on projected staff reductions in CDCR relative to AB 109. The numbers are based on projections and are not definitive. Use the information cautiously. We are continuing to try to get information for the membership to help them assess the impact of the proposed reductions on them personally. I am trying to get local seniority lists in addition to the statewide list. Remember we still do not know what the process will look like until we get each layoff plan. I talked with Mike Jimenez on July 28th and will continue to try to get his assistance in having the area of layoffs be regional rather than county.

Fresno and San Bernardino GPS Units will begin the daily data point analysis on all of their cases starting August 1st. It is important that those pilot location agents provide frequent information to PAAC so we know if this is a manageable work expectation. There is also a proposed change in the supervision process and caseload determination for AS and PS cases. It is not known how soon that will be negotiated or where it will begin.

Parole Reform should be expanding beyond the original four pilot locations soon. Caseloads will be 53:1 so we will need to find work process reductions to allow for the expanded caseload size.

The new MOU replaces Employee Opportunity Transfers (EOT) with Parole Agent Requested Transfer (PART). I was told last week that regional personnel offices were returning the CDCR Form 923 and state application because there were no performance evaluations included and/or they had not been routed through the agent’s regional personnel staff. Neither of those processes are part of 19.05 of the MOU. This was also not discussed at negotiations. I am hoping to get this resolved with DAPO this week. If not, I will write a class action grievance. If you have had your application returned, contact me.

When an audit is conducted on any part of your caseload, you must receive a written summary of the audit within ten (10) working days of the completion of the audit. This is not occurring and prevents the department from dealing with work deficiencies in a timely and positive manner. Internal affairs investigations should not be the department’s way of dealing with work performance issues. By the time information gets to Internal Affairs, it can be almost a year after an audit. If you are aware of an audit on your caseload, request timely results. DAPO supervisors and managers should deal with work related deficiencies, not IA.

Parole Agents and Parole Service Associates (PSAs) from the Office of Substance Abuse Treatment Services (OSATS) are supposed to be transferring to DAPO on August 1st. However, a notice has not yet been received so the move should not occur until the impact on agents and PSAs can be negotiated.

Department of Juvenile Justice (DJJ) field parole agents continue to be confused as to when they will transfer to DAPO. It is anticipated that the initial conversion should be sometime in October. There are approximately 23 Parole Agent II and 10 Parole Agent I staff that will eventually come to DAPO. The process still has not been determined, but management is working on it. DJJ Field Parole Chapter President Leo Kedzior and I have been working with management to try to make the transition as smooth as possible.

I continue to hear of “bootlegged” forms being used by supervisors and managers in all regions. If the form is approved, it will have a CDCR number printed on it and should have been negotiated.

A grievance was written in Region III regarding Parole Agents being required to do support staff work at the front desk/reception area. Management’s response is that agents can agree to volunteer to do work done by another bargaining unit. I will be contacting Bargaining Unit 4 union officials to discuss this issue. If we do another bargaining unit’s work, it compromises their established work processes. That allows management to encroach on our work duties by having other staff (PSAs, AGPAs, etc.) doing our duties. This has serious impacts and we need to respect all other bargaining units. When there is a shortage of support staff, management needs to find appropriate solutions that do not infringe on work issues. With the pending layoffs of support staff, it will be easy for managers to start having agents do more of this type of work. This limits our time that we need to perform our peace officer functions.

There are GPS unit supervisors and managers in Region I requiring agents to enter the time GPS tracks are being run, even if that time is not during the agent’s work hours. If you are running tracks before or after work hours and not recording the time on your CDCR 998-A, your work hours are not factual. DO NOT enter times that are not accurate to reflect the time tracks are run. Supervisors have access to reports that show the time agents are signed on to the their computers.

The CCPOA Annual Conference will be held August 17th and 18th at Rio All-Suite Hotel and Casino, 3700 W. Flamingo Road, Las Vegas, NV 89103. The CCPOA Board of Directors meeting will be August 16th. Elections will be held for CCPOA President during the convention.

The next PAAC General Membership Meeting will be September 17, 2011 in Fresno at 9 AM:

Fresno Deputy Sheriff’s Association

1360 Van Ness Avenue

Fresno, CA 93721