County Public Works Crews Making it Safe for Drivers

Snow plower Mt. Laguna

Plowing through Mt. Laguna.

For most of us, snow is such a novelty in San Diego County that everyone wants to pile into their cars and take a drive out to see the wintry wonderland. Well, that is just not possible without our Public Work crews who worked through the freezing temperatures overnight and early in the morning to clear the roads of snow, ice and falling trees or boulders for vehicles to drive through. Take a look out their “office” windshields in some cases. It’s frosty!

Sunrise Highway before the sunrise!

Sunrise Highway.

Two snow plowers work faster than one on Palomar Mountain.

snow plower on Palomar Mountain

Palomar Mountain roads being cleared of snow.

Hard at work on Mt. Laguna.


Annual Asbestos Notification

County of San Diego employees,

Each year, the County of San Diego (County) is legally required to notify all County employees about the existence of known asbestos in County facilities. This message provides that annual notification and provides information on asbestos-containing materials (ACMs) that have been identified in County facilities.

Before 1981, asbestos was commonly used as an ingredient in various manufactured building materials. Once in place, asbestos fibers are held in the building material matrix and do not pose a health hazard unless the fibers become airborne when the material is damaged or disturbed. This annual notification is given to remind all County staff of this potential problem and to enlist your help in ensuring that ACMs are not disturbed.

If you would like more information on this matter, you can review the County Asbestos Policy (0050-01-9), which establishes roles and responsibilities to protect County staff from activities that could disturb ACMs. This policy can be found in the Chief Administrative Office manual at http://insite.sdcounty.ca.gov/fg3/cao/Administrative%20Manual%20Policies/0050-01-09.pdf. In addition, ACM information for various County facilities can be accessed from the Department of Environmental Health and Quality (DEHQ), Occupational Health Program (OHP) Intranet site at https://sdcountycagov.sharepoint.com/sites/InSite/lueg/deh/ohp/Pages/Annual-Asbestos-Notification.aspx. This is only a list of materials that have tested positive for asbestos. This listing is not comprehensive and should not be used to determine if asbestos is present before a building material is disturbed. Since most of the data is based on inspections for remodel/renovation projects, asbestos information may be known for only a portion of the specific building. In addition, there are entire buildings which have no asbestos testing data. Before activities occur that could disturb suspect ACMs in facilities, suspect materials must be sampled and/or checked. Contact your Building Supervisor or OHP staff at 858-694-2888 for assistance. If you do not have access to the County’s InSite, you can contact your Department Asbestos Program Coordinator (DAPC) for a copy of the information you need. A list of the DAPCs is here.

Furthermore, OHP maintains and provides access to environmental monitoring and employee exposure records for all health hazard evaluations conducted by this program as required by California regulations which can be reviewed. Please contact OHP at 858-694-2888 for further information.

Sincerely,

Department of Environmental Health and Quality

Save the Date for the Economic Roundtable

The 38th Annual San Diego County Economic Roundtable will be held Jan. 13 from 9 to 11 a.m. Watch live.

Agenda

  • Impacts of COVID-19 on the Workplace – Jose Maria Barrero

  • Jobs without Borders Update – Alan Gin, University of San Diego

  • COVID-19’s Economic Impact on the Binational Economy – moderated by Daniel Enemark, chief economist with the Workforce Partnership. Panelists are:

    • San Diego Regional Chamber of Commerce - Kenia Zamarripa, executive director of international affairs

    • Tijuana EDC - Carlos Jaramillo, president

    • INDEX - Pedro Montejo, president

    • PolicyLink - Gustavo Lopez, senior associate

Important Year-End Tax Information for County Employees

It’s time to review and/or update your personal information in PeopleSoft. The County will be mailing your 2021 Form W-2 by Jan. 31, 2022. Unfortunately, many of those important tax forms get returned due to incorrect or outdated addresses.

Please review your address in PeopleSoft using Employee Self Service to confirm the correct mailing address is on file and contains your nine-digit ZIP code.

The deadline to review and update your information in Employee Self Service is Friday, Jan. 7, 2022.

Your Form W-2 will look a little different this year. To reduce the risk of identity theft, the County will now mask employee’s Social Security number on employee copies of these forms issued after Jan. 3, 2022 and on prior year forms available in PeopleSoft Employee Self-Service. The masked SSN will only display the last 4 digits. The format will be shown as XXX-XX-1234.

In addition, there are several tax changes taking place in 2022. Learn more by visiting the Auditor & Controller’s Central Payroll Administration on InSite.

Helpful Information

Q: What if I don’t have a County computer?

A: Please contact your Departmental Human Resources Officer to request an address update.

Q: How do I log into Employee Self Service?

A: When you use Employee Self Service, your login is your six-digit employee ID number. Be sure to include all six numbers, and don’t include the letter “E” (that’s for Kronos!). You must also enter your Self-Service password. If you don’t remember your password, Self Service Password Reset is now available in PeopleSoft or please contact the appropriate Help Desk.

Sheriff Department: 858-256-2100

District Attorney: 619-531-4104

All other County employees: 888-298-1222

Additional Information to Consider

While you’re logged into Employee Self Service, please review your Emergency Contact information. If this information is out-of-date or incomplete, it could delay notification in case of an emergency.

VALOR Volunteers at Wreath-Laying Ceremony

VALOR, the employee resource group supporting military service, volunteered Saturday as part of Wreaths Across America, in which wreath­-laying ceremonies were held across the United States, at sea and abroad. VALOR, family and friends helped lay thousands of wreaths on graves at Miramar National Cemetery.

The annual event is an opportunity to remember the fallen, honor those who serve and their families, and to teach future generations about the sacrifices made to preserve our freedom.

Learn more about VALOR on InSite.

Collaborating for Equity, Diversity & Inclusion

A screenshot from the D&I Executive Council’s Nov. 10 virtual Town Hall.

Welcome back to the Diversity and Inclusion Executive Council’s dive into equity, diversity, inclusion and belonging. This week’s article highlights partnerships and resources crafted over the past year that further opportunities for belonging.

A lot has taken place! We’ve divided the activities into four areas.

Save this page to your bookmarks and come back to take advantage of this information over the next few days, weeks and months.

Valuing Diverse Voices

We’ve been listening! Numerous D&I partners have hosted virtual listening sessions and town hall gatherings in the past few months. If you’ve missed them, you can watch most “on rewind.” And stay tuned for upcoming sessions in 2022.

  • D&I Executive Council Town Hall: The D&I Executive Council hosted a town hall on Nov. 15, 2021, to condemn hate-filled speech and create a place of belonging. Watch.

  • D&I Executive Council Listening Session: The D&I Executive Council hosted a listening session focused on creating a space of healing surrounding COVID-19 and social justice experiences on June 24, 2021. Watch.

  • D&I Showcase: Our Equity, Diversity & Inclusion Division hosted a D&I Showcase on May 25, 2021. The lunchtime event featured diversity and inclusion presentations from departments across the County including Clerk of the Board, Probation and Planning & Development. Watch.

  • ERG Listening Sessions: The Asian Pacific Alliance of County Employees (APACE) Employee Resource Group hosted “Amplifying AAPI Voices: Beyond the Surface” on May 20, 2021. Watch. And then partnered with the County of San Diego Filipino American Employees Association (CSDFEA) for “Amplify AAPI Voices Continued” on June 30, 2021. Watch.

  • ERG Listening Session: The Lesbian, Gay, Bisexual, Transgender, Queer & Allies (LBGTQ&A), Middle East Employee Resource Group (MEERG) and the San Diego County Latino Association Employee Resource Group (SDCLA) employee resource groups hosted a listening session on May 5, 2021 for Mental Health Awareness Month in May. Speakers voiced stories of trauma. (Warning: This video contains emotionally difficult topics.) Watch.

  • ERG Resource Council Listening Session: Employee Resource Group Council hosted three Social Justice, Equity and Identity listening sessions. Read about the July 8, 2020, session. Watch the Aug. 20, 2020, session. Watch the Sept. 10, 2020, session.

Creating Awareness and a Unified Language

BIPOC. Systemic racism. Targeted universalism. What do these terms mean? And how can knowing their meanings make a difference for the clients we serve and in the workplace? Several partners have come together to create awareness and a unified language to help us talk the talk and walk the walk.

  • 5-Day Challenge: Boost your knowledge with the 5-Day Challenge. Each session typically takes 10 to 30 minutes a day. They include articles, videos and self-reflection. The sessions are intended to provide a space to learn, reflect and grow in a self-paced environment on racial equity and social justice. These challenges seek to help us to discover how racial and social injustice impact our community and to identify ways to dismantle racism and other forms of discrimination. Take the challenge.

  • D&I Digests: The quarterly D&I Digest is an information bridge for sharing ideas and stories about our workplace and community. The online magazine for employees features videos, podcasts, webinars, articles and other resources. Read the latest digest. (The D&I Digest displays best in Chrome or Microsoft Edge.) Find previous digests on InSite.

  • Know the Code: The Office of Ethics and Compliance launched a new series focused on highlighting different sections of the County’s Code of Ethics. Watch the first four micro-learnings: Gifts and Gratuities, Fraud, Waste and Abuse, What Is PII? and Know the Code.

  • Living Glossary: The Office of Equity and Racial Justice is currently working to create a glossary of terms related to equity, belonging and racial justice. These terms and definitions derive from internal discussion and leading organizations committed to our work and implementing best practices through various mediums. The glossary will be released in early 2022.

  • Inclusive Conversation Toolkit: An Inclusive Conversation Toolkit training program was rolled out to County managers this year. This e-learning program contains steps to assist our leaders in creating the necessary environments to foster inclusive conversations that will help us progress our overall D&I goals. This training will be modified and offered to all County employees next year.

Working With Our ERGs

The County has 10 thriving employee resource groups (ERGs) that each play an important role in advancing our commitment to diversity and creating and sustaining an inclusive workplace. ERGs offer employees networking and professional development activities, support County initiatives and promote cultural awareness.

  • Pronoun Policy: In April, the Department of Human Resources implemented a new policy with the help of the LGBTQ&A Employee Resource Group on the use of pronouns. The policy, which fosters an environment of inclusiveness and belonging, supports employees who wish to be addressed by their expressed pronouns and name. The guidelines in the policy can help you navigate the use of pronouns. Learn more.

  • ERG Leadership Credit: ERG leadership worked with the Department of Human Resources on how to incorporate ERG board members experience into qualifying experience for County jobs.  As a result of those conversations, past, current and future County Employee Resource Group board leaders will now be able to credit up to  three months of leadership/management experience towards their employment applications.

Integrating Equity, Diversity & Inclusion into How We Do Business

There’s continuous and momentous work to be done to create the safe space that produces our desired outcomes: exceptional internal and external service, inclusivity for all, a motivated and engaged workforce, and increased organizational effectiveness and innovation. Here's some of the milestones accomplished this year:

  • Equity Impact Statements: Every agenda item that goes before the Board of Supervisors is now presented with an equity lens. In June, equity impact statements were added to all Board Letters. The goal of the tool is to ensure that the County is explicitly and intentionally working to eliminate disparities and improve outcomes for all in its actions and operations.

  • Budget Equity Assessment Tool: In April 2021, the Board of Supervisors directed the Chief Administrative Officer to establish a Budget Equity Assessment Tool to guide the annual budget process and advance equity in San Diego County. The tool will help work towards the elimination of disparities that have impacted our communities, especially our low-income and communities of color. The tool will be presented for the Board's review and approval on Jan. 11, 2022, so it can be used in the upcoming budget.

  • Changes in Rules of Procedures at Board of Supervisors Meetings: Following the rise in disruptive activity, changes were made to protect freedom of speech and promote equitable public meetings. On Nov. 10, 2021, the Board of Supervisors updated the Rules of Procedures surrounding participation from the public. Changes included restricting loud, threating, profane or abusive communications, and specific steps for the Chair to take when a speaker engages in discriminatory and harassing language. Watch this short 4-minute video to learn more.

  • County D&I Partnership Model: There are six partners helping the County move forward in a manner where everyone belongs. See the partners.

  • D&I Group Leads and Departmental Champions: Our champions play an important role in embracing ideas, promoting educational opportunities and building relationships to help meet our D&I Strategic Plan goals. Do you know who your D&I Champions are? See the list.

  • Targeted Universalism: The Office of Equity and Racial Justice (OERJ) in partnership with the Othering and Belonging Institute is in the beginning stages of introducing the concepts of targeted universalism as an approach to equity in County operations and policy. Targeted universalism means setting universal goals pursued by targeted processes to achieve those goals. Within a targeted universalism framework, an organization or system sets universal goals for all groups concerned. It is a platform for bridging programs that move all groups toward the universal goal of equity and belonging. Read and watch to learn more.

  • Partnering with Experts in the Field: In July 2021 the County joined 350+ jurisdictions in their membership to Government Alliance on Race & Equity (GARE), an organization at the forefront of local and regional government’s work to advance racial equity. The network enables government racial equity directors/leads and subject area experts to exchange information, collaborate to advance their practice and develop solutions to racial equity challenges. Some of our favorite GARE resources so far are the Racial Equity Toolkit, Racial Equity: Getting to Results Racial, Equity Core Teams and Racial Equity Action Plans.

This is the second article in a series from the D&I Executive Council. Share this post with your coworkers and stay tuned for the next installments to this series!

Also read: The D&I Executive Council Invites You to Join the Virtual Parade

CAO Message: Thank You and Happy Holidays!

Message from Helen Robbins-Meyer, Chief Administrative Officer

When 2020 came to a close, we were all ready to turn the page. I mean, 2021 had to be easier, right?

Well, here we are wrapping up a year that was in many ways just as challenging. It was also a time we made enormous strides.

County efforts helped drive San Diego to have one of the highest COVID vaccination rates in the nation. That’s a lifesaving accomplishment. Even with the recent indoor mask requirement, we’ve largely reopened to the public, and at the same time established telework as part of our ongoing operations.

We’ve moved quickly to put our new Board’s wide-ranging agenda into action. The ambitious Framework for the Future has pushed us hard in many new directions, and it’s exciting to see your creativity and energy turning that vision into reality. Then there’s also carrying out restructuring that we initiated ourselves. Everywhere you turn in our organization, tremendous change is underway.

Serving the public is demanding in the best of times. These have been some very difficult times, and I offer you my deepest appreciation for everything you’ve done and gone through. I wish you all peace in this season and hope you can enjoy joyful and safe celebrations with loved ones.

Happy holidays and see you in 2022!    

Employees Required to Wear Masks in County Offices

Starting Dec. 15, employees will be required to wear masks when working indoors at County facilities, regardless of their vaccination status.

The new face covering requirement follows the guidance from the California Department of Public Health (CDPH) issued Dec. 13. The County follows CDPH’s guidance. The indoor face covering mandate is scheduled to last at least through Jan. 15, 2022 and will be reevaluated.

Employees will be required to wear masks, except when eating or drinking, or if working alone in a private office.

Exceptions also apply in these circumstances:

  • People with a medical condition or disability that prevents wearing a mask.

  • People who are hearing impaired, or communicating with a person who is hearing impaired, where the ability to see the mouth is essential for communication.

  • People for whom wearing a mask would create a risk to the person related to their work, as determined by workplace safety guidelines.

CDPH issued the new requirements in response to the increase in cases and hospitalizations in the state and the detection of the new Omicron variant. Face coverings are also required for all visitors in County public offices.

According to CDPH Guidance, “a face covering includes a surgical mask, a medical procedure mask, a respirator worn voluntarily, or a tightly woven fabric or non-woven material of at least two layers that covers the nose and mouth. A face covering does not include a scarf, ski mask, balaclava, bandana, turtleneck collar, single layer of fabric or any mask that has an unfiltered one-way exhaust valve.”