To: Board of Supervisors
From: Esa Ehmen-Krause, County Probation Officer
Report Title: Establish the ORJ Program Manager classification and add one position
RECOMMENDATIONS:
ADOPT Position Adjustment Resolution No. 26076 to establish the classification of Office of Reentry and Justice Program Manager (7BGA) (represented) at salary plan and grade ZA5 1015 ($9,273 - $11,272) and add one (1) position.
FISCAL IMPACT:
This action is cost neutral since the cost of a deputy level management position for the Office of Reentry and Justice has been included in the department’s Public Safety Community Corrections (AB 109) annual budget for several years in anticipation of the class creation. Funding approval for this position was again approved by the Community Corrections Partnership - Community Corrections Partnership Executive Committee for the 2024-25 fiscal year budget.
BACKGROUND:
The Office of Reentry and Justice (ORJ) continues to provide administrative support to the community-based reentry programs funded by AB 109 and various other efforts related to public safety and social justice. As the ORJ continues to grow into its new permanent home in the Probation department, it does so with a perspective of its work that has matured beyond its days as a pilot project and is regularly involved in matters that extend beyond AB 109. Nonetheless, the ORJ continues to prioritize partnerships that enhance reentry service delivery, program coordination, data collection and analysis, and overall understanding of the effectiveness of the County's local justice reform efforts.
The ORJ, under the leadership of the Probation Department, has been charged with leading the implementation of a data-driven decision-making approach to service delivery and community investments which emphasizes the promotion and adoption of evidence-based/evidence-informed practices and program models that will support system improvements, service quality, and overall participant outcomes. Given the growing demands for program evaluation, fidelity monitoring, quality assurance and data analysis that are encompassed within this effort, ORJ identified the need to expand its management team through the creation of a 1.0 FTE Program Manager position, to work closely with the existing Research and Evaluation Manager, to further support full implementation.
The original ORJ pilot staffing plan included a 1.0 FTE Deputy Director-project position, reporting to the ORJ Director. In a prior Board action, the Deputy Director- project class was abolished; however, the department’s intent to create a similar merit classification and add one position, for a cost neutral request, was not finalized due to an administrative error. The department in collaboration with the Human Resources Department has developed the appropriate management level classification to serve the current ORJ operational needs and replace the prior deputy director classification.
CONSEQUENCE OF NEGATIVE ACTION:
If unapproved, the department would be unable to recruit for a funded position that better aligns with the new data driven approach the Probation Department has implemented.
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I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown. |
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ATTESTED: |
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Monica Nino, County Administrator and Clerk of the Board of Supervisors |
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By: |