Discipline Monitoring Report Jan-June 2021 Fact Sheet

Roy W. Wesley OIG OFFICE of the Inspector General INSPECTOR GENERAL Bryan B. Beyer Chief Deputy Inspector General Fact Sheet Independent December 14, 2021 Prison Oversight Monitoring Internal Investigations and the Employee Disciplinary Process of the California Department of Corrections and Rehabilitation, January – June 2021 Overall Ratings for the January Through June 2021 Reporting Period he Office of the Inspector General (the OIG) T is mandated by the California Penal Code Results & Percentages OOvveerraallll RRaattiinngg:: PPoooorr to provide oversight of internal investigations Superior Satisfactory Poor OOvveerraallll WWeeiigghhtteedd AAvveerraaggee:: 6633%% and employee discipline cases of the California 100% – 80% 79% – 70% 69% – 50% Department of Corrections and Rehabilitation (the Indicator 1 – Hiring Authorities 71% department), and to advise the public regarding Indicator 2 – Office of Internal Affairs 72% the adequacy of each investigation and whether Indicator 3 – Office of Internal Affairs 72% employee discipline is warranted. Since 2005, the OIG has fulfilled its mission to bring transparency Indicator 4 – Hiring Authorities 60% to investigations and employee discipline through Indicator 5 – Department Attorneys 72% diligent and trustworthy monitoring, reporting, and Indicator 6 – Department Attorneys 63% recommending improvements to the department. Source: The Office of the Inspector General. The Six Indicators Used to Assess the Department’s Performance Hiring Authorities’ Performance in Discovering and Referring Employee The Office of Internal Affairs’ Department Attorneys’ Misconduct Cases to the Office of Performance in Conducting Performance in Providing Internal Affairs Investigations Legal Advice Indicator 2 Indicator 4 Indicator 6 Indicator 1 Indicator 3 Indicator 5 The Office of Internal Affairs’ Hiring Authorities’ Performance Department Attorneys’ Performance in Processing the in Making Findings on the Performance in Representing Hiring Authorities’ Referrals Allegations, Identifying the the Department During Appropriate Penalty, and Service Litigation of the Disciplinary Action The OIG’s Recommendations Nº 1. The OIG recommends the Office of Internal Affairs open full departmental rules and require the discharge cases to the Office of Internal administrative investigations in all cases inclusion of no-rehire clauses in any Affairs for analysis and review. In involving alleged domestic violence settlement that allows a dismissed addition, the OIG recommends the when initially deciding on a course of employee to resign in lieu of dismissal. department assess all the locations action during the central intake process. If the State Personnel Board rejects the where weapons are stored and handled settlement, the OIG recommends the to ensure proper safety measures are Nº 2. The OIG recommends that the department seek judicial review of the taken to safeguard life and prevent Office of Internal Affairs classify all decision and obtain clarity from the unnecessary injury. allegations of domestic violence as courts regarding the applicability of Domestic Violence, regardless of the the California Code of Civil Procedure, Nº 5. The OIG recommends the extent of the injuries or presence of section 1002.5, to settlements involving department categorize all cases corroborating evidence. appeals from dismissals. involving the unintended discharge of a firearm consistently and in a Nº 3. The OIG recommends the Nº 4. The OIG recommends that hiring manner that the department can department comply with its own authorities refer all unintentional accurately track. 10111 Old Placerville Road, Suite 110, Sacramento, California 95827 5 Telephone: (916) 255-1102 5 www.oig.ca.gov