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
MARRIOT COURTYARD MARRIOT
5555 Shellmound Street
Emeryville, CA 94608
9 AM to 2 PM