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COUNTY OF SAN MATEO
Inter-Departmental Correspondence
Board of Supervisors
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DATE:
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August 30, 2010
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BOARD MEETING DATE:
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September 14, 2010
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SPECIAL NOTICE/HEARING:
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None
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VOTE REQUIRED:
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Majority
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TO:
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Honorable Board of Supervisors
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FROM:
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Supervisor Rose Jacobs Gibson
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SUBJECT:
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Resolution in Support of Changing the County’s Employment Application to Reduce Barriers for Ex-Offenders
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RECOMMENDATION:
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Adopt a resolution in support of changing the County’s employment application to reduce barriers to employment for ex-offenders.
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BACKGROUND:
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Like most employers, San Mateo County requires that applicants disclose criminal convictions on their employment application. The applicant’s criminal conviction history is available to Human Resources staff involved in the examination process. The County is concerned that the present process discourages individuals with criminal convictions from applying for employment and can be an impediment to a rehabilitated individual from seeking productive employment which, in turn, can lead to recidivism. In an effort to reduce hiring barriers for those who were formally convicted and/or incarcerated, the Reentry Planning Committee, the Human Resources Department, the Human Services Agency, and other County entities have revised the existing employment application and the examination process.
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DISCUSSION:
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Over the past several months, the Human Resources Department has conducted an analysis of the wording of the conviction question and the process by which the County collects and reviews the conviction information. As part of that effort, in consultation with County Counsel, the County Manager, Executive Counsel and the County Reentry Committee, the Human Resources Department formed an internal working committee to research how best to ensure the existing conviction question aligns with California Labor Code and to review the best practices of other comparable agencies.
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As a result of these efforts, the Human Resources Department has recommended that applicants’ criminal conviction information be recorded on a document separate from the employment application and that such information be maintained separately and confidentially. Other than the Human Resources Department, only the applicable department heads will have access to applicants’ criminal conviction information. The County strongly believes that these revised processes will encourage qualified individuals, regardless of prior criminal convictions, to apply for employment with San Mateo County.
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County Counsel has reviewed and approved the Resolution as to form.
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FISCAL IMPACT:
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There is no fiscal impact.
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