Trenches of Democracy

(Rob Winner photo)
At a time of record fuel prices, where 20% of the price is already taxes in Chicago, Illinois Congressman Foster and Senator Durbin have a unique solution. More taxes.

Do something help energy costs and regular citizens? No, they said raise taxes. Raise taxes on the bad guys. Declare congressional attack on the oil companies. Investigate, tax, and regulate oil companies into submission.

Rather then revise backwards oil industry regulations or liberate our domestic oil reserves, Durbin and Foster want more taxes. Rather then make good energy policy, these Illinois politicians seem to think they can extort oil executives with endless investigations and threats of taxation.

(crossposted from the Kane County Chronicle)

ELGIN – As the price of fuel remains at all-time highs, the area’s federal legislators believe the time has arrived for the federal government to grab the attention of oil companies.

Thursday, U.S. Sen. Dick Durbin, D-Ill., stopped in Elgin and Aurora to pitch a series of proposals he believes could bring some relief to motorists and business owners throughout the country…

But investigations are just one step in the process, Durbin and Foster said.

They also suggested levying taxes on oil companies’ “windfall profits.”

While critics charge such taxes will do little to bring down prices, Foster said the taxes could be used to spur oil companies to develop alternative energy sources.

“I’d like to see a higher fraction of their profits go into alternative sources of energy, instead of just handing out dividend checks,” Foster said.

Tags: Durbin, Elgin, Foster, fuel prices, gas, Illinois, Kane County Chronicle, oil

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

IX. CONCLUSION

In the first twelve months of the CA’s tenure she has studied the County’s processes extensively and submitted a draft of a New Human Resources Plan. The creation and implementation of the Human Resources Plan that incorporates the principles set out in the Human Resources Section of this report will decrease the potential for unlawful practices in the County.

The selection of a highly credentialed and politically autonomous Chief of the Bureau of Human Resources is essential for the effective implementation of the plan and to establish the County’s substantial compliance with the consent decree and the SRO.

If the County wishes to meet the deadline of December 31, 2008 for compliance, it will have to move more quickly than it has thus far.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

VII. NEED FOR SRO DEDICATED LIAISON

Discharging the duties of the CA under the SRO is a n1ulti-faceted task. It requires work and cooperation from the County at many levels. There are a multitude of issues that arise on a daily basis including document retrieval issues, policy decision issues, scheduling issues, legal issues, issues related to the adjudication process an1 other issues. It is self-evident that the CA could achieve greater efficiency in reaching her goals if there were just one person to whom the CA could look to coordinate these matters.

For this employee to be effective, s/he would have to have access and accountability to the President. This employee would also have to have sufficient time to deal with all the various matters that arise, on a daily basis. Lastly, this employee would also have the appropriate qualifications and required knowledge to resolve these issues. Such a person would benefit both the CA and the County.

Accordingly, the CA recommends that designate an appropriately qualified and knowledge person to be dedicated to the work required be the SRO. The CA looks forward to discussing this idea with the County.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

VI. NEED FOR COUNTY INITIATIVES

Since the inception of the SRO, the CA has hoped that the County would institute its own plan to determine the nature and extent of unlawful patronage existing in the County. At the time of the CA’s “First Semi-Annual Report,” it appeared that the Board of Commissioners was going to be successful in implementing a desk audit of all high level County employees. In that report, the CA commended the County on this course of action. Unquestionably, this action was a good start on determining whether patronage practices still existed. Unfortunately, the Board later determined that the project was too costly.

It has now been over one year since the entry of the SRO. Thus, this administration has accumulated one year’s time to study and review its current employment practices. It has also had the opportunity during its review to make a determination as to whether unlawful patronage practices still exist. It is the CA’s opinion that the County is in the best position to identify unlawful patronage practices due to its inherent powers and institutional knowledge. Significantly, the County is also in a position to take corrective action, if necessary.

While the County-wide upper level desk audit was scrapped, it is the CA’s opinion that useful information could be gleaned from a less comprehensive project. For example, the Board could authorize a targeted desk audit of one department. Findings made pursuant to a limited audit could be the basis for further study. Additionally, the CA anticipates completing the adjudication phase of her duties shortly. Her final findings will be available to the County. Again, hopefully these findings could be the basis for further study. Accordingly, it is also the CA’s recommendation that the County take initiative in this project.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

D. Human Resources Bureau Chief

A key development since the CA’s last report to the Court has been the resignation of the HR Bureau Chief, the naming of an interim HR Bureau Chief and the search for a permanent HR Bureau Chief.

In December of 2008 or sometime thereafter the County will, under the SRO move to terminate the 1994 Consent Decree on the ground that it is in substantial compliance with the consent decree and the law prohibiting political discrimination.

The indicia of substantial compliance set forth in the SRO include the requirement that,

“the County implement procedures that will effect long-term prevention of the use of impermissible political consideration in connection with employment with the County”

and that:

“the County has implemented the New Plan, including procedures to ensure compliance with the New Plan and identify instances of noncompliance.”

Except for the President, it is the CA’s opinion that no individual in the County will be more instrumental to ensuring the County’s substantial compliance than the HR Bureau Chief. For this reason, the CA has requested the opportunity to monitor the selection of the new HR Bureau Chief.

The CA acknowledges that her request is extraordinary in that this position is a Shakman-exempt position and therefore one in which it is lawful for the President/to take into account political considerations in selecting the individual who is to fill the position. The CA further acknowledges that and commends the President has opened the selection process by posting the position on Monster. com and on the online job board of the Society of Human Resources Professionals (SHRP). The CA has been advised thaithe President plans to appoint a committee to review the resumes received, to interview the candidates and to recommend a candidate to the President. The CA has been advised that the committee will be comprised ofindividuals from the community as well as at least one person from the President’s staff.

While the CA has been invited to address the committee once it is formed, her request to review the materials submitted by all applicants has been refused as has been her request to observe the committees interviews of the applicants. Because of the HR Bureau Chiefs role in the County’s achieving substantial compliance with the SRO and because of the CA’s ultimate responsibility to evaluate the County’s compliance she requests the opportunity to observe and monitor the selection process of the new HR Bureau Chief.

The CA emphasizes that she is making this request for this position only for and for this appointment only. The CA notes that several Commissioners have introduced a resolution recommending that the President accede to the CA’s request.

v. MONITORING

Monitoring the County’s employment practices continues to be the Compliance Administrator’s chief day-to-day activity. The CA continues to monitor the HR activities that occur in the Bureau of HR office located on the eighth floor of the County building. These include all of the activities enumerated in the CA’s “First Semi-Annual Restart” from the posting of open positions to the preparation of the eligibility list, which is sent to the pertinent department.

In addition, the CA monitors all interviews for new hires or promotions and also monitors the impression conference at which the interviewers discuss the candidates and make their recommendations known to the department head.

As of the writing of the “First Semi-Annual Report” the CA had monitored 41 positions. Since then, the CA has monitored 174 positions. The CA has monitored a total of 215 positions (Appendix C). The majority of these postings has not yet resulted in a hire and are still pending at various stages of the hiring process.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

8. Apply Hiring Plan Recommendations to Transfers, Promotions and Reclassifications

Although this document has focused on the hiring process, the CA’ s role under Section I.A. of the SRO includes studying “the County’s existing employment practices, policies and procedures for nonpolitical hiring, promotion, transfer, discipline and discharge.” In that regard, the CA feels that the County should include promotions and transfers as part of the New Plan, and that the procedures and recommendations listed above should apply to those employment activities as well. In fact, the CA feels t at the issue of non-politically motivated promotions is so critical, that steps should be taken immediately to align this type of activity with the hiring process. In this way, the County can assure that the full range of its human resources practices complies with its obligations under the SRO and CCPC. To assist in this initiative, the CA requests that the Bureau of HR provide her with a detailed description of current promotion procedures.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

5. Establish a Separate, Independent Human Resources Function for the Bureau of Public Health

The CA is aware that there have been recent changes related to the human resources function of the Bureau of Health and there appears to be a transitioning of those functions back to the Bureau of Health and away from the Bureau of HR. The CA and her staff have spent time discussing the current significant difficulties encountered by the Bureau of Health in the areas of recruiting and hiring, and it is her opinion that it would be more efficient and effective for the Bureau of Health to establish an independent hiring process, one that is specifically designed to meet its specialized employment needs. Nevertheless, the Bureau of Health’s hiring practices and policies are covered under the SRO and the CCPC, and the CA would intend to work closely with the bureau of Health in such a project. Furthermore, although the Bureau of Health has special needs, the majority, if not all, of the recommendations contained in this document would apply to it as well as other entities covered by the SRO and the CCPC. The CA recommends further in depth study of the unique and complex issues confronting the Bureau of Health, but she expects that many of the recommendations contained in this document will also apply to it.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

4. Conduct training of hiring department management on appropriate human resources skills.

Part of the CA’s mission under Section LO. of the SRO is to assist the County “in establishing a ‘train the trainer’ program empowering supervisors to educate and train employees on appropriate politics-free hiring practices.” The CA recommends that this training include specific courses on how the Bureau of HR works, the appropriate criteria for requesting that a position be filled, the appropriate method for conducting interviews of applicants, etc. The CA and her staff are available and eager to begin this project once the New Plan is finalized, and procedures are revised and documented.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

3. Conduct training of Bureau of HR staff on specific and critical human resources skills.

Preliminary findings from the desk audit suggest that a significant number of Bureau of HR staff lack human resources experience and credentials, and some a e performing critical functions such as applicant screening even though they have no previous experience or education in human resources. Many have been employed at the Bureau of HR for significant period of time and are self-trained. A number of staff members, however, have been employed in the Bureau of HR for a short period of time and, therefore, have limited on-the-job training in I-IR practices.

The CA recommends that all Bureau of HR staff who are performing critic duties such as drafting of job descriptions and position evaluation, applicant screening, compensation analysis and employee training, regardless of tenure, be required t? undergo formal training to ensure they are able to perform these critical function.

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger

Excerpts from the second semi-annual report by Shakman Compliance Administrator (CA) Julia M. Nowicki:

ix. Standardize document and publicize Bureau of HR hiring processes. As stated previously, there are reports of confusion and lack of communication regarding the Bureau of HR’s activities, procedures and requirements. In order to address th s problem, the CA recommends that the Bureau of HR revise its policies and proceed res guide to incorporate all elements of the final New Plan, and post them on its website as well as provide them to County managers. This will increase transparency and serve to educate the public as well as County staff about the workings of the Bureau of HR

To be continued…

You can read the full Shakman report here.

Tags: Cook County, Nowicki, Patronage, Shakman, Stroger