General Discussion

The Los Angeles County Department of Human Resources is conducting a brief, time-sensitive information-gathering effort regarding pre-employment/post-offer medical screening practices for probation officers and would appreciate your assistance.

If possible, could you please share the following for your agency:

• Your current class specification documents for all Probation Officer positions (or equivalent job descriptions), and essential function job analyses, if any. 

• Whether your probation officers are subject to P.O.S.T. standards or are not covered by P.O.S.T.

• A brief description of your pre-employment post-offer occupational health/medical screening process for your probation officers, including:

  • A copy of the clinical protocol or medical examination guidelines used by your occupational health provider to conduct the post-offer physical examination.

I am hearing that CalPERS is making its way around the California Counties circuit doing audits. Has anyone had one yet? What are they looking for? How did it go? Anything you can tell us would be appreciated.

Hi all- A recent recruitment for an executive recruitment has produced a candidate that holds another executive level role at a much smaller special district and who presented a proposal to hold both jobs at a .75 (both are CalPERS agencies). I have vetted with CalPERS and that portion is covered, but I am curious as to whether any my colleagues have ever drafted a similar agreement for a shared employee.