Title
Community Assistance Program Hiring and Recruitment Report
Description
This report provides an update to the Public Safety and Justice Subcommittee on the Community Assistance Program’s hiring and recruitment efforts.
THIS ITEM IS FOR INFORMATION ONLY.
Report
Summary
As requested during the Feb. 21, 2023, Public Safety and Justice Subcommittee meeting, this report serves as a summary of the work completed by the Community Assistance Program (CAP), Human Resources (HR), Public Works, and Fire Department to support hiring and recruitment of CAP staff.
Key progress areas include the following:
Hiring Event
CAP held several hiring events in March 2023. Job offers made at the hiring events were contingent on successful completion of background checks and acceptance of final job offer (shift, pay, etc.). There were 103 offers extended during the March hiring events (several candidates were offered both a Caseworker II and Caseworker III position based on the interview process). A total of 78 Caseworker II candidates were extended a conditional position and 25 Caseworker III candidates were extended a conditional position.
CAP is collaborating with HR to ensure the background check process is complete and final offers for positions are extended. The total number of successful candidates may decrease through this vetting process to meeting minimum standards.
Additional Hiring
The application period for CAP Curriculum/Training Coordinator and East District Casework Services Coordinator positions is closed. The CAP team will continue to work with HR to review applications and move the hiring process forward.
On-boarding Caseworkers
The table below provides an overview of the on-boarding period and anticipated number of employees in each process.
|
Dates for On-boarding |
Number of anticipated new employees |
|
May 1 through May 26, 2023 |
6 |
|
May 15 through June 9, 2023 |
13 |
|
May 30 through June 25, 2023 |
17 |
|
June 12 through July 7, 2023 |
16 |
|
Total |
52 |
The on-boarding process is extensive and necessary to ensure responders have the knowledge and skills to respond safely to calls and assist those in need. The process includes two full weeks of in-class trainings (80 hours), on-line trainings, 40 hours of observation rides with current staff, and 40 hours of practical rides with staff.
• Examples of course work include:
o City New Employee Orientation
o CAP Professional Standards and Procedures
o City Administrative Regulations
o Driver’s training (Use of City vehicles)
o Use of radios and mobile computer system
o Documentation - electronic records system
o Community Resources
o Active shooter training
o Assisting individuals experiencing:
§ Mental Health Crisis
§ Unexpected death
§ House fire
§ Substance Use Disorder
§ Mandatory reporting of child and vulnerable adult abuse/neglect
Anticipated outcome
CAP staff anticipate this hiring will result in the staffing of up to six Crisis Response Units and five Behavioral Health units. With these units, CAP will be able to provide 24/7 citywide coverage.
In addition, CAP staff anticipate having a Behavioral Health Dispatcher available 24/7 at the completion of the training process during the summer 2023.
In conclusion, the March 2023 CAP's hiring efforts were very successful in assisting the program to gain prospective candidates and fill the key roles of Caseworker II and Caseworker III positions. CAP will continue to work in partnership with the Human Resources and Fire departments to on-board new employees efficiently as well as continue recruitment efforts until all positions are filled.
Department
Responsible Department
This item is submitted by Deputy City Manager Ginger Spencer and the Fire Department.