Report 2021-105 Recommendation 19 Responses
Report 2021-105: Law Enforcement Departments Have Not Adequately Guarded Against Biased Conduct (Release Date: April 2022)
Recommendation #19 To: Los Angeles County Sheriff's Department
To improve its ability to recruit qualified applicants who reflect the diversity of its communities, by October 2022, Los Angeles Sheriff should have a process for regularly monitoring data on the diversity of its current personnel, its new hires, and to the extent possible, its applicant pool. It should use these data to evaluate the success of its recruitment efforts and identify needed areas of improvement.
Annual Follow-Up Agency Response From October 2023
Personnel Administration Bureau (PAB) regularly monitors diversity data. We prepare a monthly demographics report that illustrates the gender and ethnicity breakdown (in raw numbers and percentages) of current LASD employees, new hires, and promotions. The report is distributed to Personnel Command staff, PAB Operations, and personnel at Bureau of Labor Relations and Compliance (BOLRAC).
- Completion Date: October 2023
California State Auditor's Assessment of Annual Follow-Up Status: Fully Implemented
LA Sheriff provided its recruitment strategy document, as well as its demographics report that analyzes the demographics of applicants and current staff. The documentation showed that LASD tracks applicant demographics against the demographics of the county as a whole.
1-Year Agency Response
The recruiting process has remained the same since the last update in October of 2022. In the near future the Los Angeles County Sheriff's Department will be contracting with a consulting firm to assist in reaching applicants with diverse backgrounds through social media and other marketing strategies.
- Estimated Completion Date: None at this time
- Response Date: May 2023
California State Auditor's Assessment of 1-Year Status: Pending
6-Month Agency Response
To improve recruiting qualified applicants to reflect the diversity of the community we have our recruitment team attending multiple community events such as National night out, holiday events, multicultural events, and job fairs throughout LA county. In addition, we have a heavy social media presence which when we post ads they are done geographically and showcase a diverse law enforcement community.
Sworn Exams unit monitors the applicant demographics. Backgrounds uses a program (E-hire) to monitor and record data of the current personnel and new hires. Recruitment monitors the diversity of potential new applicants.
We are additionally in discussions with the County to add to our limited marketing budget along with initiating the procurement process to hire a marketing firm to attract a diversity of applicants.
- Estimated Completion Date: Unknown
- Response Date: October 2022
California State Auditor's Assessment of 6-Month Status: Pending
60-Day Agency Response
We have a tracking mechanism in place which seeks to maintain the hiring of applicants reflective of the diversity Los Angeles County. We are making strides to seek input from elected officials and non-profit organizations, such as the NAACP and the California Legislative Black Caucus. We will also continue to seek input from other ethnicity focus groups and incorporate their valued suggestions into upcoming revisions our marketing plan in cooperation with the County CEO's Office.
- Estimated Completion Date: TBD
- Response Date: June 2022
California State Auditor's Assessment of 60-Day Status: Pending
Agency responses received are posted verbatim.