Open recommendations
We have made these recommendations, but have not yet assessed their status.
| Recommendation | When we will assess it |
|---|---|
| All department HR units should conduct 360 reviews for managers annually. | Spring 2026 |
| All 360 reviews should be saved in Workday. | Spring 2026 |
| All department HR units should give every employee leaving the county the opportunity to fill out an anonymous exit survey about their experience. | Spring 2026 |
| The equity analyst for each department should aggregate information from the 360 reviews and exit surveys annually to identify patterns. The department director, department HR, and the equity manager should develop and implement plans to address issues. | Spring 2026 |
| Central and department HR should ensure that prior to terminating an employee, HR managers consult with an equity manager or a representative from the ODE. | Spring 2026 |
| Central HR and department HR should enforce Personnel Rule 3-42 (Gender Identity and Gender Expression Harassment and Discrimination Free Workplace). | Spring 2026 |
| Central and department HR should create disability KSAs that require staff to have expertise in all of the following: the Americans with Disabilities Act, reasonable accommodations, disability justice, and the impacts of ableism. | Spring 2026 |
| Central HR should ensure that all staff working in the soon-to-be-created centralized accommodations unit should be required to have a disability KSA. | Spring 2026 |
| Expand the central pool of money available for the College to County internship program. | Spring 2026 |
| Give equity data analysts access to the Workday report “MCR Flex worker report for researchers” that has more detailed demographic data. | Spring 2026 |
| Modify personnel rule 3-65 to allow employees to telework internationally for a limited duration while caring for a family member. If the request is denied, the employee should be provided the rationale in writing. | Spring 2026 |
| Ensure that countywide contracting processes include equity, including: plain language procurement documents, technical assistance for vendors, diverse evaluation panels, and interviewing culturally specific providers who have not been selected for county contracts to determine the barriers that they faced. | Spring 2026 |