Results of the PAAC elections:

President-Melinda Silva, Sacramento Metro #4


Vice President-Todd Gilllam, Red Bluff


Region I Representatives:

     Matt Hill, Fresno

     Dave MacIlvaine, Visalia


Region II Representatives:

     Dexster Vo, San Jose

     Medra Pattillo, Berkeley


Region III Representatives:

     William Heaton, El Monte

     Carla Ford Williams, Inglewood


Region IV Representatives:

     Gilbert Gil, San Bernardino 

     Martin Aguirre, Riverside


I will post the representative’s cell phone numbers on the web page and get them distributed to the field as soon as I receive them.


The job steward list needs updating for 2011.  If you are no longer interested in being a job steward, please send me an email requesting your removal from the list.  If you are interested and have not yet had the training, let me know so we can get training scheduled as soon as possible.

The plan for PA II Specialist to Supervisor conversion continues to be problematic.  There will be a decision in January as to whether lateral transfers will be allowed, so the conversion of the field PA II positions can move forward.  If it is determined that laterals are not allowed for moves from PA II Specialist to PA II Supervisor, the department will have to review the lateral moves that have already been completed.  If only promotional moves will be allowed, there will have to be a new PA II Supervisor test for current field PA II Specialists.  This conversion appears to be a costly process, which seems inappropriate in the current budget climate.  The majority of field PA II Specialists we have talked to are opposed to this conversion also.

I have had numerous discussions with agents statewide regarding light duty assignments.  They do exist and there is policy that speaks to the duration of the light duty positions. 

Hardship transfers are still being considered, but the facts must meet the criteria within current policy.  There appears to be an increase in requests, especially since EOTs are no longer being done.

Internal affairs investigations and adverse actions continue unabated with increased frequency.  I cannot reiterate strongly enough:  DO NOT PARTICIPATE IN AN INTERNAL AFFAIRS INVESTIGATION WITHOUT A REPRESENTATIVE!  Even if you are a witness in an investigation, you have a right to a representative and should have one.  Occasionally a witness in an investigation becomes a subject of the investigation based on statements that are made.

There are discussions that OSATS parole agents may be redirected to DAPO.  This is just one of many changes that are being considered in CDCR.  I don’t have any specific facts at this time, but we should know soon if this move is going to transpire.  OSATS has told us that they plan to move forward in 2011 to fill 7 PA I transportation positions. 

It is important that all agents review their supervisory file periodically.  I would suggest that you request to see all notes, documents, computer entries, files, etc. at least once a year.  If there are negative comments that you are not aware of, you need to document the Peace Officer Bill of Rights (POBR) violation immediately.  If there are no negative comments, you should document that via email to your supervisor confirming you reviewed the file and it was clear.  Then, if negative performance evaluations or write-ups are received, you can substantiate that there was no documentation to support them.

Negotiations for the Re-entry Court process were last held on 12/15/10.  Each county court appears to be operating differently, which makes capturing the actual work involved difficult to monitor.  We are still scheduled to resume negotiations sometime after the first of the year.  Agents that are participating in the re-entry courts should contact me and let me know how it is affecting your workload.

Some field parole agents have had to give their vehicles to CPAT agents.  CPAT agents should be getting different cars after the first of the year.  Robert Ambroselli indicated that they are trying to work with DGS for a variety of cars for them with a lower mileage trade in.  They are also talking about conducting a pilot program for taser guns and possibly EVOC training for the CPAT agents.

Negotiations were conducted on December 29th for the firearms conversion from 9 MM to .40 caliber Smith & Wesson M & P as the state issued weapon.  The academy scheduled for January 3, 2011, will be issued the .40 caliber M & P.  Current agents will do a transition course of 4 hours in 2011 if they are converting to a state issued M & P.  Agents will still have the options of carrying their personally owned 9 mm firearm and .38 caliber shooters may continue to carry those weapons.  The transition course, for those opting to retain their 9 mm will be three hours to address the change in shooting positions and reloading.

We have received a notice to negotiate the Field Training Officer Program.  The regions have reportedly all hired their PA II’s for the initial pilot program.  They are supposed to be PA II Supervisors, but it is unknown if that is the case.  They were supposed to have advertised for the PA I FTO positions and should be interviewing in January.  They will have 6 FTO PA I’s in each region to begin the pilot.

If you are on vacation, you should not have to trade Officer of the Day (OD) duties with another agent.  Your supervisor must arrange that OD coverage and also any specs associated with workload that you can not complete due to being off sick, vacation, etc.

There are a lot of rumors circulating about the proposed Governor’s budget to be released in January.  Newspaper articles reference serious budget cuts.  Jerry Brown has previously indicated that parole and probation should be integrated.  We do not know any specific facts at this time and will have to see what the budget indicates for DAPO.  As soon as I get more information, I will update the membership.  We do not know the direction parole will be headed and need to be very proactive in discussions regarding the future of our profession.

I would like to thank all of you that took the time to vote in the PAAC election.  We need to continue to ensure that accurate information is provided to CCPOA to ensure that agents receive the appropriate ballots.  There was a problem with that on the current elections for representatives in Region IV.  An appeal may be moving forward at the CCPOA State Board of Directors meeting on February 5, 2011.  

Based on the delayed election results, I have not been able to schedule a general membership meeting.  I am going to try to schedule one for Region III on January 29, 2011.  As soon as I can confirm the location, I will get flyers out to the membership.

Robert Ambroselli stated on the statewide conference call this month that Employee Opportunity Transfers (EOT) would not occur this year.  This is frustrating since the next academy is scheduled for January 3, 2011, and 80 job offers have probably already been made to the prospective new agents.  These job offers are undoubtedly in prime locations where senior agents are trying to transfer.  I have repeatedly asked Robert to allow EOT transfers, as a non-monetary move to improve morale and comply with the Implemented Terms of Sideletter 19, to no avail.

Several agents have been out on workers’ compensation from GPS caseloads.  I spoke with a State Compensation Fund investigator about the excessive stress related to these caseloads and agents inability to transfer out of those positions.  If you have been off work or know someone who has been previously off or is still off for work related to the GPS caseload, please contact me immediately.  The work related to GPS caseloads specs is more intensive than a regular caseload, with no acknowledgement of all the extra work associated with GPS supervision.

Elections of PAAC positions will occur in November, with ballots being counted in December.  There was a problem with Region IV locations receiving Region III ballots.  Some agents also reported not receiving their ballots.  I have spoken with the CCPOA Credentials Committee about this problem.  It is anticipated that Region III and Region IV ballots for board representatives/directors only will be redone, with new ballots going out in December.

I recently attended a Department of Juvenile Justice (DJJ) field parole chapter union meeting in Riverside.  Based on recent legislation, these positions will be going away by 2014.  It is anticipated that this might occur more quickly if counties choose to take these juveniles/adults, who are already in the community under juvenile parole supervision, and supervise them at the local probation level.  The counties will receive funding from CDCR for supervision and incarceration for these juvenile parolees.  Local probation departments will supervise all new released parolees from DJJ facilities.  A significant percentage of DJJ parolees are over 18. 

We will be negotiating the Re-entry Court process that has been funded in seven counties.  Orange County has reportedly decided to not participate.  The other counties that will have re-entry courts are:  San Joaquin, Alameda, Santa Clara, San Francisco, Los Angeles and San Diego.  Negotiations will occur on November 30th.  There is apparently no funding for DAPO, with all money going to the county level for these programs. 

Jerry Brown will take over as Governor in January of 2011.  There may be significant changes in statewide leadership throughout CDCR as a result of Brown’s election.  We will not know the direction that CDCR and/or DAPO will go until next year.  There continues to be concern that the budget deficit will result in more changes for all of CDCR.  Without a contract, we continue to work with little input into workload related issues.

The PA II Specialist to Supervisor conversion continues to move forward with an anticipated date of February 2011.  Despite numerous attempts to protect this classification as rank and file, management is adamant that the PA II Supervisor will be exempt from FLSA.  They will not get overtime and will no longer be represented by CCPOA for negotiation purposes.  PA IIs can still pay union dues and receive representation for investigations and grievances.

Furloughs have again been extended.  If you are unable to use your furloughs due to workload, you are able to bank those hours and use them at your discretion.

The CCPOA State Board meeting is December 5th at the Rio All Suite Hotel and Casino, 3700 W. Flamingo, Las Vegas, NV  89103.  The CCPOA convention is December 6th & 7th at this same location.  Talk to your local representatives to see what statewide CCPOA elections are occurring and topics that will be discussed at the convention.  They represent you and should have your input.

The results of the PAAC elections will be posted in December immediately upon completion of the ballots being counted.  Once those results are known, elected representatives will take over in January.  General Membership PAAC meetings will be scheduled after the results are known.

Despite statements made by Robert Ambroselli that there are discussions to allow Employee Opportunity Transfers (EOT), there is no indication that will happen.  We are 60 days away from the next academy and no EOTs have been scheduled. It appears that new hires will again be offered jobs in the prime locations that senior agents should be able to have.

GPS caseloads continue to be problematic.  It is frustrating for those of you with GPS caseloads, when you see your peers with caseloads being reduced significantly. GPS agents have a workload that far exceeds regular caseloads and includes consistent after hour alerts/phone calls.  I have received numerous calls about the GPS agents being required to adjust their schedule to work Halloween, without additional compensation.  There is no statewide consistency on GPS caseloads or PA II duties in those units.  Some units have reduced numbers so the job is able to be done. Other units have excess cases or are providing coverage for agents on leave.  These agents are often not compensated appropriately.

Elections for PAAC offices will occur in November.  It is important that everyone vote.  If you do not get a ballot in the next week, contact CCPOA immediately.  If you work in Long Beach or Pomona, make sure you get a Region IV ballot.  If you have any questions about this process, call me.

Agents call me periodically to advise of BPH decisions that appear inappropriate and done at Probable Cause Hearings (PCH) without the AOR or victim present to ensure equitable input.  The policy that allows for the review is on the intranet (Policy 09-12).   Time frames must be adhered to, so make sure you pursue the review immediately. 

Board Revocation Representatives (BRR) are Correctional Counselor I classifications and employed by the Board of Parole Hearings (BPH).  Recently they have lost their vehicles and had changes in their work locations.  We are trying to work with BPH management to resolve some of these conflicts.  A workload grievance is being filed.  If you are one of the impacted staff, contact CCPOA labor representative Nicole Clavo so we can document these changes.  The main CCPOA number in Sacramento is 916-372-6060.

SROA/Layoff negotiations occurred this month for two PA II positions, which were eliminated from Division of Adult Institutions (DAI).  The process was different than the previous OSATS Program 800 procedures and these two agents were redirected without the ability to choose the vacancies in which they were interested. 

DJJ Preston facility is closing and DJJ field parole is also being eliminated.  This is impacting more staff forcing relocations and/or change in job classifications.  The loss of the DJJ field agent positions may have the most direct impact on DAPO.

I continue to meet with legislative staffers, even during the recess.  This is a critical part of maintaining our profession and having a say on the direction we are headed.  I find that legislators are not aware of the facts of our profession and need information (from those of us that do the job) to make them understand what we do in the community.  This will be crucial when the legislature resumes session in December. 

Gubernatorial candidate Jerry Brown has said, as quoted in a newspaper, that part of the reduction in the CDCR budget could be done by integrating Probation and Parole.  After numerous calls to his staff, he personally returned my call and we discussed his position on this topic.  He said that parole should be reviewed for efficiency.  He said that he needs information before he makes any changes. It was apparent he did not know where DAPO is currently headed with parole reform pilot programs.  He assured me he will talk to PAAC, if he is elected Governor, to discuss what changes can and should be made to make us more efficient.

I have been to three of the Parole reform pilot locations (Tri City, San Gabriel Valley and Santa Rosa) and plan to get to Bakersfield in the next few weeks.  My concern is that there does not appear to be real changes in these locations.  There is more paperwork and some increased work. It is unclear what type of reform and/or success management is looking for when they do audits and other reviews in these units.   I have been told that these agents are informed that the future of parole is dependent on the success of this reform.  I would disagree and hope that objectivity occurs, not just change for the sake of change. 

Pilot programs continue with little notice to CCPOA and no intention to have dialogue to allow input from the agents that are doing this work.  As you all see, work continues to increase and there is not adequate compensation.  There also is no indication that compliance with Penal Code 5058.1 requirements for pilot programs is occurring. 

The “Hope” Program will start 11/1/10, in the Sacramento Metro #4 unit.  It is a flash incarceration program that requires parolees in this pilot to be tested up to 8 times a month.  A PSA will be assigned part-time to help with the extra ANTs.  Parolees will be arrested immediately if the “quick test” is positive.  Agents will immediately do an activity report. A BPH hearing could be held within a few hours.  Valdivia requirements will be modified for this pilot program.  The policy is so vague that it is difficult to understand how management will assess this pilot effectively.  There is more information on the web:

Also, there are pending pilot programs for Re-entry Courts that have been funded.  There is no notice to CCPOA, so the status of these pilot programs is unknown.  There are reportedly 7 contract locations, but no imminent start dates for these programs. 

Sacramento has trained three GPS agents for a “bike unit”.  They trained with Sacramento Police, but we have no other information other than they plan to do this.

Deborah Shoup and I met with OSATS management this month.  They currently have 4 PA II vacancies statewide and anticipate 5 or more by the end of the year.  They hope to be able to fill positions as soon as the Governor’s freeze is lifted.  They also will be hiring 7 PA I for transportation positions.

I have been working with CCPOA labor regarding the refusal to compensate Parole Service Associates (PSA) with education incentive comparable with Correctional Officers.  We are pursuing a class action grievance to ensure PSAs have rights per the Implemented Terms (MOU).

PSAs are serving Valdivia revocation notices at a HDSP, CCC and local jails in northern California.  We have not received a notice to change these job duties from a PA I to PSA.  A class action grievance was filed last week

The lack of vehicles for parole agents continues to be a problem. Some agents from the last academy are still without cars.  Robert Ambroselli indicated (at the last PAAC meeting) that private vendor contracts could fix this problem, but there does not appear to be an immediate solution forthcoming.  If you have unsafe vehicles with high mileage and frequent breakdowns, please let your reps know.  We need to file health and safety grievances in an attempt to force fixes to situations that can compromise agents’ safety in the field.

There was a work group last week to re-write the duty statement for PACT agents statewide.  There were three PACT agents and I participating; with supervisors and managers being the majority of the work group.  There is a push for PACT agents to have a caseload, which seems counterproductive to what these positions were created for in 2003.  We are waiting for a draft duty statement and DAPO will need to notice CCPOA on these changes in working conditions for the PACT agents.

Furloughs have again been extended.  We are still waiting to see if parole agents will be required to use the furloughs within the work period.  A decision should be forthcoming.  If you use our furloughs and are not able to get your work requirements done, document that in email correspondence to your supervisor and your PAAC representatives. 

Penal Code 830.2 continues to generate much discussion among our members.  I have talked to CCPOA and have requested that we complete a survey among all our members to ascertain if the majority of our agents want this classification change for our profession.  I would like PAAC to be able to pursue this in the legislature (without CCPOA opposition), if it is determined that the majority of PAAC members support this legislation.

The CCPOA State Board meeting is December 5th at the Rio All Suite Hotel and Casino, 3700 W. Flamingo, Las Vegas, NV  89103.  The CCPOA convention is December 6th & 7th at this same location.  Talk to your local representatives to see what elections are occurring and other topics that will be discussed at the convention.  They represent you and should have your input.

I apologize for not updating this webpage recently.  I am planning on using some furlough days to get out to the units and get caught up on many of the pending issues.  I will let you know where I will be during October to talk to agents throughout the state.

I met with Robert Ambroselli on September 9.  We discussed many issues.  Employee Opportunity Transfers (EOT) continue to be a significant topic.  I have repeatedly asked for this movement option for current agents.  This request is especially important with pending dates for academies scheduled for early January 2011.  It is imperative that an EOT occur before regions begin making job offers to new hires for the next academy, which is about 90 days away.  He indicated he would look into it and get back to me.  Part of this is contingent on the budget being signed to allow positions to be funded.

GPS caseloads continue to be problematic.  A “shadowing” was done where a PA III followed a GPS agent for their entire work period to determine if the work is manageable.  Two of the three PA IIIs concluded that the work can be accomplished within a 164-hour work period.  It is noted that some of the facts in the reports would contradict that information.  Also, it was noted that one of the agents had 10 cases less than the matrix cap.  Breakdown for the “shadowing” revealed the fact that almost 45% of the time was spent on running tracks, with 11% of the agent’s time in the field.  The remaining time was doing various other requisite tasks.  The GPS task force that is meeting weekly was presented with this information.  Hopefully, it will assist that group of professionals in making recommendations that improve these caseloads to allow more field time to monitor sex offender parolees.

I continue to receive phone calls about the denial of overtime for all caseloads.  I have been assured that if OT is needed and can be articulated, agents should be receiving appropriate compensation.  Agents receiving after hour calls are entitled to 15 minutes of OT if they incur 7 minutes of work (Rafferty Arbitration Decision).  That does not have to be “preapproved” since there is an expectation by the department that this will occur.  You are not required to keep your phones on after hours and being conscientious should not require you to work without compensation.

The rollout of the California Parolee Apprehension Team (CPAT) continues.  The last negotiations were held in July.  We were told that PSAs would not be assigned HC PAL cases based on existing policy.  However, as recently as this month, almost 1,000 cases (3,000 points) were assigned to PSAs.  That equates to approximately 19 funded parole agent positions.

The latest Parole Agent Academy for 2010 started July 26, with 82 agents.

I have been reviewing statewide unit workload summaries. When I met with Robert, I told him that everyone seems so preoccupied with Consolidated Error Reports that they have gotten away from the basics of monitoring Unit Workload Summaries.  Policy 08-08 still exists, but very few units adhere to it.  Also, there are vast disparities between units throughout the state.  Some units have 7 agents and total cases of less then 300 while others have up to 15 agents and cases exceeding 1,200.  It appears that the original zip code realignment has not had the results that were hoped for by DAPO.

Consolidated Error Reports (CER) continue to be problematic.  Postings on the intranet regarding the CER percentages appear to make this a competition.   Some errors are the result of transfers, delays in OBIS entries, etc. and cannot be fixed internally.  This results in “adjustments” in Cal Parole that are not factual.  Reports have been submitted regarding these discrepancies.

Elections for PAAC offices will occur in November.  Ballots will be distributed soon in your region to let you know who is running for positions.  You will receive your ballot in the mail in the next few months.  Be sure and take the time to vote.  When I received a list of PAAC member’s names, there were notes, from CCPOA, that addresses are not available for all members.  If you are not receiving the Peacekeeper then CCPOA does not have your current address.  Call Rob at CCPOA Membership Services (916-372-6060) to update or provide your address.  I have still not been able to obtain your addresses; so direct communication from PAAC to our members is not possible.  I will continue to work on obtaining addresses from CCPOA to have better distribution of information to all of you.

If you are interested in job steward training, send me an email and let me know your location.  Once we receive adequate interest in specific areas for this training, CCPOA will schedule.

If you have cases where you are requesting a warrant and the BPH is not granting the warrant because of a close CDD, please let me know.

The PA II test results were finally released.  The agents that have been demoted or displaced due to the Program 800 layoffs will still impact your ranking.  They are gradually being made whole so the impact continues to diminish.  Most of the impact continues to be in the central valley of Region I.  We have received another notice for a layoff table in Sacramento.  I think only two staff are going to be impacted in that area and they will probably be placed in current vacancies.   We hear that DJJ continues to have position reductions.  That may be the next noteworthy layoff table that will again impact our division as staff is absorbed.

Adverse actions continue unabated.  Work related behavior and off duty misconduct are both contributors to sanctions.  If you are involved in any conduct that results in questioning/investigation, invoke your right to a representative and call your local reps or me immediately. 

The next PAAC meeting will be at the Holiday Inn, 300 J Street, Sacramento, CA on October 16, 2010 at 9 AM.

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

I think that Employee Opportunity Transfers (EOT) will finally happen again in the next 60 days.  Make sure your applications are updated.  Remember they expire on June 30th and need to be re-submitted on July 1st.  I don’t know if EOT will continue regularly, but I am trying to get them back permanently.  Unfortunately, every time they have academies, current agents are losing out on the opportunity to transfer to locations that are more desirable or just closer to their homes.  Management personnel moves continue removing more options by the time we get to have an EOT.

GPS negotiations occurred for three days several weeks ago.  We are not making any progress.  It appears the consensus from management is that that the workload associated with the new GPS policy can be done in a 41-hour week.  I want to thank all of you who took the time to send me responses on your perception of what can be done and possible proposals to make the process better.

We discussed the zones and curfew issues associated with these GPS caseloads.  These should be informational zones only, unless it is a condition of parole.  In those cases, the curfew should be informational only unless there is a nexus between the curfew and the parolee’s criminality.  The 10-mile zone on transients and other informational alerts generate a lot of busy work that takes away from good supervision of sex offenders.  There is discussion about two agents being observed on their entire work days by a retired annuitant PA III to ascertain if the workload is manageable.  I have submitted names for Robert Ambroselli’s consideration.

The rollout of the California Parolee Apprehension Team (CPAT) appears to be incomplete at this time.  The first academy for these teams occurred in April.   I continue to ask for additional negotiations to finalize this policy, but we have not yet received the entire packet for consideration. There have been significant changes since we originally negotiated this policy. 

The status of parole reform is unknown.  It appears that DAPO is preparing the pilot locations for implementation, however; again we have not received a negotiation packet.  As you can tell from this web entry and previous ones, DAPO is moving forward in many areas before we have negotiations.  This reinforces our belief that management is not giving consideration for true discussions on new work/policy.  There is a survey going out to the pilot program locations for agents to complete.  It is a voluntary survey.

The Physical Fitness Incentive Pay form needs to be submitted by June 30, 2010 if you have not already done so.  Make sure you submit your doctor’s signature on the appropriate form CDCR 3025 to continue receiving that pay.

The next Parole Agent Academy is scheduled for next month.  There does not seem to be a quick enough hiring process in some areas to get relief to the most impacted units.  It is unsettling that Region III has 350 points in one unit and 140 in another. 

Special Agents can pay dues and be a member of CCPOA.  They are assigned to the PAAC chapter.  They are eligible for legal representation and CCPOA Benefit Trust programs.  Our chapter currently has approximately 2.500 members of which include PSAs, parole agents, special agents, correctional counselors and a few correctional officers. 

The California Department of Corrections and Rehabilitation (CDCR), Corrections Standards Authority (CSA) is beginning a job analysis of the Parole Agent I classification.  CSA will be observing parole agents in the field performing the day-to-day job functions.  There is also an extensive survey/questionnaire, which appears to be very time consuming.  It is completely VOLUNTARY.  If you are required to do this survey, please let me know.  You should be compensated for this extra work if you are unable to complete it within the normal course of your day without adequate time to do routine/required work.

Internal affairs investigations continue unabated.  Workload deficiencies, ROS discrepancies, and off duty misconduct are just some of the issues.  There are reports of surveillance being conducted on agents.  Make sure you only document what you can confirm.  We all get behind occasionally, so remember it is better to have missed a contact than to guess when it was done and be wrong.  Dishonesty is the most common term we see these days and it is selectively enforced.

I have received numerous requests for my job steward training.  I will check with CCPOA to see when the next scheduled trainings will occur.  If none are scheduled I will request the training in the north and south areas.

Assembly Bill 2384 was opposed by CCPOA at the public safety committee of the legislature and subsequently did not get out of committee.  I represented PAAC and supported the bill.  I have tried to get a mailing list of PAAC members to do a survey on 830.2 PC and other pending issues affecting parole agents and PSAs.  CCPOA indicated they would not provide your mailing addresses to the PAAC Corporation, so I am unable to solicit everyone’s input on these crucial issues.  The PAAC board of directors are talking to their members and trying to represent what they believe the majority of the membership wants.  We will continue to try to get a mailing list compiled in the future to correspond directly to all of the PAAC dues paying members. 

We have two agents that received Gold Star Awards at the Medal of Valor ceremony on April 30th.  Parole Agents Jenaro Carrasco and Anthony Maes were acknowledged for rescuing a woman trapped in her vehicle following a serious automobile accident.

I have invited Mike Jimenez and Chuck Alexander to the next PAAC General Membership meeting.  I hope one or both will be able to attend to update us on furloughs and the political direction of CCPOA for the coming elections. 

 May 15, 2010
5555 Shellmound Street
Emeryville, CA  94608
9 AM to 2 PM

The most significant issue for the last month has been implementation of the new GPS policy.  It was implemented without notice to CCPOA/PAAC and NO NEGOTIATIONS have occurred.  The policy appears to be politically driven by the Garrido and Gardner cases that continue to have extensive press coverage.  Unfortunately, the work associated with this policy appears to be unmanageable without extensive extra work.  This means the agent will essentially always be required to work OT, not complete their duties, or work for free.  It is important that you not work off your schedule to run tracks unless you are getting paid.  The department needs a real view of what can be done in a 41-hour workweek.  Ask for necessary overtime. If you do not receive what is needed, send an email to your supervisor and/or parole administrator indicating what work you will not be able to complete.  That will protect you from reviews that reflect the work that is not being done.  Notify me immediately if you are not getting necessary overtime to do the requisite zones and track requirements and added workload contact specs or other duties.  We will continue to address these workload issues and request a return to 20-1 caseloads if the department wants this current workload.  I have been told that the union should be noticed soon to negotiate this policy.  The department will be running reports to determine when agents are viewing tracks.  It is important for us to be able to show that these caseloads are not manageable with the new policy, so please do not work without compensation.  DAPO should have to compensate agents if they determine that work has been done without pay, pursuant to FLSA.  I have received numerous phone calls from agents that no longer want GPS caseloads based on the current policy.  Agents are unwilling to volunteer for these caseloads, resulting in use of inverse seniority or just directing agents into these positions.  This does not seem to be a good process for very volatile caseloads.  All suggestions should be emailed to me so we can continue to propose positive solutions to GPS/Sex Offender caseload management.

Non-Revocable Parole (NRP) continues to be implemented slowly.  The number of parolees being removed from supervision is significantly lower than everyone originally believed, therefore, the predicted savings to the state will be less. 

Electronic In-Home Detention (EID) was negotiated this month.  Negotiation team members were: Tifani LaDuke (Region IV), Ed Stinnet (Region II), Bill Heaton (Region III) and me.  You can contact any of us if you have questions.  It was difficult to negotiate, because we currently still have points assigned to caseloads and it is anticipated that we will transfer to 48-1.  EID cases get one point added to rosters for the extra work under the old policy.  There is an increase in work associated with the new EID process.  The department is not willing to acknowledge the additional work.  Four (4) hours of new training is associated with this process.  If you have excess caseload points or have a specialized caseload, you should ask for overtime to make up casework that you are not able to accomplish due to the 4 hours of required training.

The rollout of the California Parolee Apprehension Team (CPAT) appears to be incomplete at this time.  The first academy for these teams will occur in April.   I continue to ask for additional negotiations. There have been significant changes since we originally negotiated this policy.  There has been no response to date.

The status of parole reform is unknown.  It seems to be on hold since the cancellation of the academies has stopped the department’s ability to fill vacancies and allow the units to be able to reduce caseloads to 48-1.  We have received no notification and it is unknown when these changes might occur.  It is my understanding that the department continues to prepare for the pilot locations to implement reduction of caseloads to 48.  Agents in the proposed pilot locations should be supervising parolees at current workload specs.  The document written to describe work associated with the parole reform 48-1 caseloads is approximately 175 pages.  Parole supervision will continue to get more complicated, based on extensive parole polices being distributed often and many revisions following.

The next Parole Agent Academy will reportedly occur in June. I have been told that we will be resuming Employee Opportunity Transfers (EOT) prior to that academy.  This is in response to repeated efforts to get this option back to agents before new hires are again placed in prime areas while senior agents try to transfer to those locations.

The lack of appropriate vehicles for agents continues to be problematic.  If you have a very high mileage vehicle, document any mechanical issues and consider this a safety issue.  Notify your local reps so we can try to get a fix to this problem.  Also, there should be a cage vehicle in each complex.  Let your reps know if you do not have access to a cage vehicle.  Budget problems are serious, however, agents should be driving safe, dependable vehicles.

Assembly Bill 2384 was written to change the status of parole agent classification from 830.5 PC to 830.2 PC.  You can read the bill in its entirety to see what changes are proposed.  This bill will expand peace officer authority, allowing us to use our skills and knowledge to the fullest.  The PAAC Board of Directors is supporting this legislation, as it is viewed as improving the professionalism of our classification.

The next PAAC General Membership meeting will be:

 May 15, 2010
5555 Shellmound Street
Emeryville, CA  94608
9 AM to 2 PM

Placements and settlement hearings for the displaced DARS/OSATS agents continue pursuant to Program 800.  Agents should be reporting to their new assignments on March 2, 2010.  We are still trying to resolve appeals informally. Some appeals will move forward to a formal DPA hearing. 

OSATS has negotiated the work and duties associated with the new Parole Agent I positions (transportation for ICDTP).  There will be 11 transportation agent positions and 8 PSAs.  There are teachers that were laid off that are filling some of these PSA positions in OSATS.

Non-Revocable Parole (NRP) is being implemented.  The process is going to be slow. If you need overtime to accomplish additional work associated with any new work related to NRP, you must request it in writing to your supervisor pursuant to Policy 08-08.

We have received a notice for negotiations on the new electronic monitoring policy.  While the process may not be significantly different from the existing policy, there are 4 hours of new training required for this program.  With NRP, block training, Valdivia, etc., this is new/additional training.  If you are over 154 points and need OT to complete your work load due to this extra training, you must ask for the overtime in writing pursuant to Policy 08-08.  I have been told that overtime will be authorized if needed following this new/extra training.

The PAL teams have been coming on board and the field units should see HC PALS shifting to these agents in the near future.  We are still waiting to get back to the negotiation table on this subject because of significant changes since we initially negotiated.  It is still unknown what size caseloads these agents and PSA’s will maintain.  There are parole agents assigned to region’s HQ and field PAL agents.

Field Training Officer (FTO) positions are still being created.  There are several concepts pending and the policy is being written now.  It is unknown when this will begin.  Agents that graduate from the academy would come out to the field and work with an FTO for several months before they acquire a caseload.

Parole reform with reduced caseloads is still being established. The pilot programs have not yet begun.  It does not appear that a policy has been completed regarding work load specs since CCPOA/PAAC has not yet be noticed for negotiations.  While caseloads will be 48-1, EOP caseloads will still remain at 40-1.

We have received numerous calls from units in Region IV where they were being required to provide more information on their caseload rosters than was required in the past. Also, there were reports that case reviews were being done on “bootlegged” forms with more information than would normally be done. Field book reviews were also being required.  During a time when NRP is driving additional work and parolees may be taken off agent’s caseloads, the timing to create significant additional work seemed inappropriate.  It appears that management has supported us and that extra work should have stopped for now.  If this is happening in your area, contact your PAAC representative.

We continue to have new hires entering the parole agent academy. The second academy of the year is scheduled to start March 1st.   The direction seems to be that new agents are being hired off the list, rather than just lateral transfers.  If someone is coming from an outside agency and they are taking a pay reduction, they can apply for a Hiring Above Minimum (HAM) to come in at a higher pay scale.  It must be done before they accept employment.

EOT moves are an issue that we continue to pursue with Robert Ambroselli.  We are not making any progress. New hires are being placed in prime locations where agents with seniority are trying to move.  In the event the EOT process opens up again, make sure your EOTs are current.

Newspapers are reporting about the current status of furloughs.  There does not appear to be an imminent resolution. Appeals continue to be filed by both sides.

Despite continued attempts to get DAPO to finalize a GPS policy, we have not yet received a notice to negotiate.  Numerous phone calls to me indicate that different areas are supervising GPS/sex offenders differently throughout the state.

We have an individual grievance moving forward regarding the credits given towards apprenticeship time and the time needed to complete the program.  For years agents were allowed to complete the program in less than two years, if they received credit for previous experience.  That changed when it was reported that the apprenticeship must be two years in duration.  There appears to be disparate interpretations of the policy from Division of Industrial Relations, CCPOA and CDCR.  The significance is noteworthy to many, since you must complete the apprenticeship program before you can receive the journey level pay increase.  We are waiting to get a determination and I have been attempting to get an answer from the Division of Industrial Relations.

DAPO is continuing to moving forward with the conversion of field PA II Specialists to PA II Supervisors, however, I have no new information at this time.

The next PAAC General Membership meeting will be:

 March 20, 2010
168 South Los Robles Avenue
Pasadena, CA  91101
9 AM to 2 PM

Job Steward Training is scheduled in Rancho Cucamonga:

March 16, 2010
8:30 AM – 5 PM
Central Park

(Corner of Base Line Road and Milliken Avenue)
11200 Base Line Road
Rancho Cucamonga, CA  91701

Contact CCPOA at 800-221-7397 to sign up.