COMMUNITY DEVELOPMENT COMMISSION OF THE COUNTY OF LOS ANGELES

2 Coral Circle, Monterey Park, CA 91755 (323) 890-7001 www.lacdc.org

Background - Los Angeles Urban County

Largest Urban County Program at $29.6M

Staffing – Currently at 42 staff for program administration down from a high of 60 in 2003-04.

Function like a state program with 42 small cities and 5 Supervisor’s Districts

Subrecipient management is our main thrust

“All’s Fair in Love, War and Recruitment”

Recruit “happy people” to avoid the PITA

People will be people so depersonalize it

A “happy” with CDBG/HOME experience is the ultimate!

Next best is someone with other federal or state grant experience – Section 8, CSBG.

Where to Hunt?

Poach from thy neighbor! Network through trainings, meetings,

etc. Maintain contacts with previous staff Even HUD is fair game! Maximize your advertising buck and use

the technology

What’s in Your Bait Box?

Can you out-bid your competitors with salary and benefits?

If not, focus on flexible work schedules, part-time work, 9/80 or 4/10 plans, casual dress, free parking etc.

Potluck Quotient – sell your culture and try to emulate that in the interview.

Keeper or Throw Back?

Maximize info collection – at least 2 interviews, supplemental questionnaire, reference checks, writing exercise

“Happy” Factors – good eye contact, sense of humor, comfort level, good communication skills

Beyond minimum qualification thresholds

“Uh-ohs” will be amplified on the job

Training- It’s an investment!

Start with a strong performance plan ID essential job functions and weights Include measureable objectives Review with new employee, quarterly for first

year Strong and knowledgeable supervisor – if they

need training get it! Current unit procedures manuals – ease your

training.

Training (cont’d) Peer to peer with several if possible

To acquire different perspectives Strengthen the peer trainer Cross train with in-house specialists in labor

compliance, relocation, financial Use staff meetings for case studies from

field External training – NCDA’s CDBG Basics

course, HUD, Nat’l Development Council, for profit training, online courses.

Retention – more than just about the money But sometimes it is…

Keep salaries/benefits current through regular compensation reviews

Have clear jobs classifications and associated salary levels

Defined levels of responsibility within classification

Regular staff evaluations with goal setting for advancement

Retention (cont’d) Effective discipline = morale

maintenance Safety net – support within team

and at relevant levels of management…”open door

Practice employee recognition At staff meetings Employee achievement

award/certificate Team recognition Thank you lunches

Retention (cont’) Provide opportunities for

creativity/learning Objective oriented management – give

parameters and let staff solve the problem

Create ownership through committee participation, strategic planning

Provide cross training and special assignments

Happy Happy Hunting!.....Hunting!.....Questions?Questions?

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