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California State Office of Economic Opportunity - Response to Federal Evaluation 04/29/1971, Vol. I (3 of 7)
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California State Office of Economic Opportunity - Response to Federal Evaluation 04/29/1971, Vol. I (3 of 7)
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Ronald Reagan's Governor's Papers of the Press Unit
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Ronald Reagan Presidential Library
Digital Library Collections
This is a PDF of a folder from our textual collections.
Collection: Reagan, Ronald: Gubernatorial Papers,
1966-74: Press Unit
Folder Title: California State Office of Economic Opportunity
- Response to Federal Evaluation 04/29/1971,
Vol. I (3 of 7)
Box: P27
To see more digitized collections visit:
https://reaganlibrary.gov/archives/digital-library
To see all Ronald Reagan Presidential Library inventories visit:
https://reaganlibrary.gov/document-collection
Contact a reference archivist at: [email protected]
Citation Guidelines: https://reaganlibrary.gov/citing
National Archives Catalogue: https://catalog.archives.gov/
RESUME OF QUALIFICATIONS
KAREN SORLIE RUSSO
1500 7th Street, #12-M
Sacramento, CA 95814
Phone: 446-2037
Education:
Graduate
UNIVERSITY OF NORTH DAKOTA
1964
Degree: B.A.
Major: Political Science
Minor: Economics
Attended
UNIVERSITY OF NORTH DAKOTA LAW SCHOOL for two years
Graduated
UNIVERSITY OF SAN FRANCISCO (law school) J.D.
1968
Activities: (University of North Dakota)
Intramural Debate Squad - won several State and Regional Awards;
named "Debater of the Year" - 1963
Alpha Phi Social Sorority
Mademoiselle's Magazine College Editor
Member, State
Executive Committee of the North Dakota Republican Party State
Central Committee
Secretary of Law Class, 1963-65
Student
Bar Chairman of the Pre-Law Clubs
"Grey Gowns" - Scholastic
Honorary.
Activities: (University of San Francisco)
Worked with Federal Public Defenders Office as part of USF Student
Defender program.
Organizations:
California Bar Association, 1968 to present.
North Dakota Bar Association, 1968 to present.
American Bar Association, 1968 to present.
American Trial Lawyers Association, 1968 to present.
Experience:
April 1968 to September 1968 Research Director, Republican State
Central Committee of California
September 1968 to present
Administrative Assistant to State
Senator George Deukmejian
Personal:
Age: 26
Height: 5'7"
Weight: 105 lbs.
Married, 1 Child
References will be furnished upon request.
1
PERSONAL DATA:
Bernard M. Schur
301 Blade Way, Walnut Creek, California 94595 (415) 934-2982
Married, 2 children, height: 5'-11", weight: 190 lbs., Brown hair,
Hazel eyes,
Age 33 - Date of Birth: May 7, 1937
Social Security No. : 395 32 5349
Current Employment: Director, Job Development and Training,
Contra Costa County Department of Education, 75 Santa Barbara Road,
Pleasant Hill, California 94520 (415) 228-3000, Ext. 230
EDUCATIONAL BACKGROUND:
B.S. Degree, University of Wisconsin-Madison 1961 - Areas of study:
1. Communications-Speech
2. Public Administration-Political Science
Master OE Public Administration (NPA), Golden Gate College, San Francisc
1967 - Graduate Suma Cum Laude
Master of Business Administration (MBA), Golden Gate College, San Franci
1969 - Graduate Suma Cum Laude
University of California, Berkeley - 1969 to Present
California Community College Teaching Credential - Life
Administrative Credential - Pending
Vocational Educational Credential - Part-time Life
Pupil Personnel Credential - Pending
Licensed Marriage, Family and Child Counselor 1970.
WORK EXPERIENCE:
1969
Contra Costa County Department of Education, Pleasant Hill
Director, Job Development and Training Project-Program
Administrator, Counselor
1966 - 1969 Contra Costa County OEO, Martinez, California -
EOP-Spec.-II-Progran Development Supervisor-Create,
Design, write, budget and implement new programs for poor.
1964 - 1965 Multnoman County Food Stamp Program, Portland, Oregon -
Recorder-Assistant Supervisor, - Record and report cash
and stamp disbursements.
1962 - 1964 Campus Development Co., Portland, Oregon --
President and General Manager OE College Business
Development Company.
U.S. my, Ft. Lewis, Washington
Public Information Spec. - Radio, TV, Press and Instructor
Feb. Sept.
1961 -- 1961 Madison Inn Hotel, Madison, Wisconsin -
Assistant Manager, Promotions, Sales, Desk Clerk
Supervision
May
Sept.
1960 - 1960 Hawthorne Youth Camp, Hawthorne, California -
Resident Director of Summer Youth Camp
1955 - 1961 Various employment while in College
OTHER ACTIVITIES:
College Teaching:
Professor - School of Business and Public Administration,
Golden Gate College, Courses in Budgeting, Finance
and Administration - Graduate School.
Napa College - Designed and administered curriculum in Manag ment
and Supervision, taught all courses in curriculum.
Contra College Community College District (DVC and ccc)
Instructor in Community Development and Public Services Administration.
President County Homeowners Association
Various community projects.
Citizens for Jobs Committee. .
"Y" IL. LOWIS, Washington
Public Information Spec. - Radio, TV, Press and Instructor
Feb. Sept.
1961 - 1961 Madison Inn Hotel, Madison, Wisconsin -
Assistant Manager, Promotions, Sales, Desk Clerk
Supervision
May Sept.
1960 - 1960 Hawthorne Youth Camp, Hawthorne, California --
Resident Director of Summer Youth Camp
1955 - 1961 Various employment while in College
OTHER ACTIVITIES:
College Teaching:
Professor - School of Business and Public Administration,
Golden Gate College, Courses in Budgeting, Finance
and Administration - Graduate School.
Napa College - Designed and administered curriculum in Manag ment
and Supervision, taught all courses. in curriculum.
Contra College Community College District (DVC and ccc)
Instructor in Community Development and Public Services Administration.
President County Homeowners Association
Various community projects.
Citizens for Jobs Committee.
BRICE UNION TAYLOR
RESUME
BIRTHPLACE: Born in Seattle, Washington, on July 4, 1902
EDUCATION: Colman Grade School - Seattle Wash.
Franklin High School - Seattle, Wash.
University of Southern California - Education B.S. & M.S.
Guadalupe College, Seguia, Texas' D.D.
EXPERIENCE: 1968 - 1970, Project Director, Kedren Community Health Center,
Project Head Start
1945 - 1968, Los Angeles Board of Education, Served at Jefferson High
School in the following capacities - Coach of Football, Basketball,
Tennis, Baseball & Gymnastics, Assistant to the Vice Principal, Coordi-
nator of Youth Services, Continuation Education Teacher, School-Community
Coordinator & Corrective Physical Education Teacher.
1942 - 1945, Director of Physical Education, Booker T. Washington High
School, New Orleans, La.
1941 - 1942, Director of Information for Service Men, New Orleans, La.
1939 - 1941, President of Guadalupe College, Seguin, Texas
1936 - 1939, Director of Athletics & Teacher at Samuel Houston College,
Austin, Texas.
1933 - 1936, Director of Athletics & Teacher, Bishop College, Dallas, Texas
1928 - 1932, Southern University, Baton Rouge, La. Director of
Athletics & Teacher.
1927 - 1928, Director of Athletics & Teacher, Claflin University,
Orangeburg, S.C.
OUTSTANDING
ACHIEVEMENTS:
U.S.C.'S FIRST ALL AMERICAN FOOTBALL PLAYER, 1925. Member of Committee
of 3 to write guidelines for Community Coordinator for Los Angeles City
Schools. Set up first program of Corrective Physical Education for
Negroes in New Orleans High Schools, with emphasis on the physically
handicaped child. Organized the Gulf Coast Intercollegiate and Inter-
scholastic Association composed of 40 schools.
Played a key roll in formulating the Los Angeles Youth Services Program.
Advisor to Los Angeles Teaching Guide for Corrective Physical Education.
Formerly the Assistant Minister at Lincoln Congregational Church.
Presently Associate Minister at First African Methodist Episcopal
Church of Los Angeles.
U.S.C. Alumni Service Award, 1970
Vice Chairman of SAVE OUR SPORTS of Los Angeles/Hollywood
1968 Recipient of Golden Apple Award for Teacher-of-the-Year in
Los Angeles, California.
FAMILY:
Married to Dora J. Taylor, They have 3 children - Henry J., son -
Dora Ada, Daughter & Rev. Cyrus J. Taylor, son.
ORGANIZATIONS:
Omega Phi Psi - Phi Delta Kappa - Phi Tau Omega - Commissioner,
Boy Scouts -- N.A.A.C.P. - URBAN LEAGUE, Member Board of Directors
28th Street Y.M.C.A. N.C.A.A. - Metropolitan Branch Y.M.C.A.
BRICE UNION TAYLOR
RESUME
BIRTHPLACE: Born in Seattle, Washington, on July 4, 1902
EDUCATION: Colman Grade School - Seattle Wash.
Franklin High School Seattle, Wash.
University of Southern California - Education B.S. & M.S.
Guadalupe College, Seguia, Texas - D.D.
EXPERIENCE: 1968 - 1970, Project Director, Kedren Community Health Center,
Project Head Start
1945 1968, Los Angeles Board of Education, Served at Jefferson High
School in the following capacities - Coach of Football, Basketball,
Tennis, Baseball & Gymnastics, Assistant to the Vice Principal, Coordi-
nator of Youth Services, Continuation Education Teacher, School-Community
Coordinator & Corrective Physical Education Teacher.
1942 1945, Director of Physical Education, Booker T. Washington High
School, New Orleans, La.
1941 - 1942, Director of Information for Service Men, New Orleans, La.
1939 1941, President of Guadalupe College, Seguin, Texas
1936 1939, Director of Athletics & Teacher at Samuel Houston College,
Austin, Texas.
1933 1936, Director of Athletics & Teacher, Bishop College, Dallas, Texas
1928 1932, Southern University, Baton Rouge, La. Director of
Athletics & Teacher.
1927 - 1928, Director of Athletics & Teacher, Claflin University,
Orangeburg, S.C.
OUTSTANDING
ACHIEVEMENTS:
U.S.C.'S FIRST ALL AMERICAN FOOTBALL PLAYER, 1925. Member of Committee
of 3 to write guidelines for Community Coordinator for Los Angeles City
Schools. Set up first program of Corrective Physical Education for
Negroes in New Orleans High Schools, with emphasis on the physically
handicaped child. Organized the Gulf Coast Intercollegiate and Inter-
scholastic Association composed of 40 schools.
Played a key roll in formulating the Los Angeles Youth Services Program.
Advisor to Los Angeles Teaching Guide for Corrective Physical Education.
Formerly the Assistant Minister at Lincoln Congregational Church.
Presently Associate Minister at First African Methodist Episcopal
Church of Los Angeles.
U.S.C. Alumni Service Award, 1970
Vice Chairman of SAVE OUR SPORTS of Los Angeles/Hollywood
1968 Recipient of Golden Apple Award for Teacher-of-the-Year in
Los Angeles, California.
FAMILY:
Married to Dora J. Taylor, They have 3 children Henry J., son -
Dora Ada, Daughter & Rev. Cyrus J. Taylor, son.
ORGANIZATIONS:
Omega Phi Psi - Phi Delta Kappa - Phi Tau Omega - Commissioner,
Boy Scouts N.A.A.C.P. URBAN LEAGUE, Member Board of Directors
28th Street Y.M.C.A. N.C.A.A. - Metropolitan Branch Y.M.C.A.
-- 2 --
ORGANIZATIONS: (Cont)
Interracial Committee S.P.A.A.A.U. - Metropolitan Branch of Basic
Assumption Comm. - L.A. Coaches Assoc. & International Gymnastic
Federation Trojan Club - Trojan Spikers - U.S.C. Alumni Association
Mayor's Advisory Committee - Advisory Comm. Special Ed. - District
Attorney's "Cool Head" Program Committee, International Federation
Gymnastic Coaches & Officials - Avalon-Carver Board of Directors,
Interdenominational Alliance - Teen Post Advisory Council.
REFERENCES:
Dr. William Johnston, 450 North Grand Ave., Los Angeles, California
Assistant Supt. Adult Education
Mr. Isaac McClelland, 450 North Grand Ave., Los Angeles, California
Associate Supt. L. A. Schools.
Councilman Gilbert Lindsay, 4264 South Central Ave., Los Angeles,
California. Councilman
Mrs. Grace Kyle, 1823 Michigan Ave:, Santa Monica, California
Head Start
Mr. Kenneth Hawkins, 2204 Crenshaw Blvd., Los Angeles, California
Teacher
Mr. Norman, Hodges, 628 Corlett Ave., Compton, California 90220
President of Green Power
Mr. Henri O'Bryant, 2730 Westshire Drive, Hollywood, California
Fire Commissioner
RESUME - RICHARD W. THIES
PERSONAL
13326 Cheltenham Drive
Age, 32 - Height, 6'2" - Weight, 190
Sherman Oaks, California 91403
Married, two children
(213) 789-2669
Health - Excellent
EXPERIENCE
Executive
February '68 to present:
VIVA (Voices in Vital America); 1211 Westwood Boulevard,
Los Angeles, California 90024; (213) 477-7962
Currently Executive Director of VIVA an educational and charitable students organization estab-
lished in 1967 as a non-partisan, non-political tax exempt corporation. VIVA's objective is to
involve students in constructive activities thereby strengthening an awareness of their responsi-
bilities in a free society.
Being responsible for virtually the full scope of the organizations activity, I report directly to
the Board of Directors.
With a staff of two and between 3 to 30 volunteers, I directed the development of VIVA from an
idea to the national organization it is today.
Along with routine administrative duties, I
- provided leadership training and development to the several hundred student contacts
established on campuses nationwide, resulting in the formation of over 75 active chapters;
designed a comprehensive organization kit which enables students to organize chapters
quickly and efficiently. The kit contains specific organizational guidelines, a member-
ship drive packet, a press relations packet, a debate kit and a variety of recruitment aids;
-
conceived and wrote a variety of on-campus campaigns such as "Operation Ombudsman"
and "Educational Imperatives" in furtherance of VIVA's objective. These campaigns were
packaged in kit form for easy implementation by chapters;
- handled virtually all press arrangements for the national office which generated national
television, radio and wire service coverage complimented by similar local and regional
coverage for innumerable VIVA sponsored campus events;
-
put together a speakers bureau consisting of articulate student leaders versed on the subject
of student unrest. Secured hundreds of engagements resulting in broad exposure for the
organization;
Richard W. Thies, Resume
Page Two
generated partial funding for the organization through personal contacts, fund raising
luncheons and presentations to business and professional groups.
Administrative Assistant
Sept., '67 to Jan., '68:
Grant Oil Tool Co.: 1901 Avenue of the Stars, Suite 1130,
Los Angeles, California 90067; (213) 277-3444
Served as Administrative Assistant to Henry Salvatori, President. While handling much routine
correspondence, I reviewed and evaluated requests for financial aid from various educational and
activists organizations. Further, I represented him at events and meetings which he was unable
to attend and served as liaison to several of his philanthropic activities. I also read documents,
reports, speeches and journals relating to his scope of interest and submitted verbal or writtenbriefs.
Sales Management
Nov., '61 to Aug., '67:
Mobilcolor Productions, Inc.: 1005 Second Ave., New York,
New York 10022; (212) TE 8-0087
Was Western Sales Director for this New York based electronic display firm. The Company design-
ed, manufactured and marketed electronically controlled patterned lighting devices used in a wide
variety of fields from retail promotions and television spectaculars to industrial show production
and World Fair pavilion lighting.
I was involved in virtually all phases of corporate activity, specifically responsible for market
research, sales promotion and direct sales: reported directly to the president, Bernard Block.
Called on clients throughout the Western states making initial presentations, coordinating pre-
liminary design, negotiating final contracts and acting as maintenance contact. The job demanded
strict attention to detail and timing as well as requiring constant public relations.
Sales
Nov., '60 to Nov., '61:
Grant Webb & Co: 509 Madison Avenue, New York, New York
10022; (212) MU 8-7550
Served as Account Executive for this medium sized radio representation firm, preparing sales pre-
sentations for some 75 local radio stations throughout the U.S. Called on time buyers, account
executives and account groups in most of the major N.Y. advertising agencies on behalf of these
stations.
EDUCATION
1959 graduate of U.C.L.A. with a BS degree in Business Administration: specialization - Industrial
Relations. Completed Lumbleau Real Estate School, 1964: completed Evelyn Wood Reading Dy-
namics Course, 1966. I have continued my education with night school courses coupled with an
intensive home reading program.
SPECIAL TALENTS
Public speaking and debating - fields of interest are student unrest, Capitalism and Southeast Asia.
Richard W. Thies, Resume
Page Two
-
generated partial funding for the organization through personal contacts, fund raising
luncheons and presentations to business and professional groups.
Administrative Assistant
Sept., '67 to Jan., '68:
Grant Oil Tool Co.: 1901 Avenue of the Stars, Suite 1130,
Los Angeles, California 90067; (213) 277-3444
Served as Administrative Assistant to Henry Salvatori, President. While handling much routine
correspondence, I reviewed and evaluated requests for financial aid from various educational and
activists organizations. Further, I represented him at events and meetings which he was unable
to attend and served as liaison to several of his philanthropic activities. I also read documents,
reports, speeches and journals relating to his scope of interest and submitted verbal or writtenbriefs.
Sales Management
Nov., '61 to Aug., '67:
Mobilcolor Productions, Inc.: 1005 Second Ave., New York,
New York 10022; (212) TE 8-0087
Was Western Sales Director for this New York based electronic display firm. The Company design-
ed, manufactured and marketed electronically controlled patterned lighting devices used in a wide
variety of fields from retail promotions and television spectaculars to industrial show production
and World Fair pavilion lighting.
I was involved in virtually all phases of corporate activity, specifically responsible for market
research, sales promotion and direct sales: reported directly to the president, Bernard Block.
Called on clients throughout the Western states making initial presentations, coordinating pre-
liminary design, negotiating final contracts and acting as maintenance contact. The job demanded
strict attention to detail and timing as well as requiring constant public relations.
Sales
Nov., '60 to Nov., '61:
Grant Webb & Co: 509 Madison Avenue, New York, New York
10022; (212) MU 8-7550
Served as Account Executive for this medium sized radio representation firm, preparing sales pre-
sentations for some 75 local radio stations throughout the U.S. Called on time buyers, account
executives and account groups in most of the major N.Y. advertising agencies on behalf of these
stations.
EDUCATION
1959 graduate of U.C.L.A. with a BS degree in Business Administration: specialization Industrial
Relations. Completed Lumbleau Real Estate School, 1964: completed Evelyn Wood Reading Dy-
namics Course, 1966. I have continued my education with night school courses coupled with an
intensive home reading program.
SPECIAL TALENTS
Public speaking and debating - fields of interest are student unrest, Capitalism and Southeast Asia.
1.
NAME:
Kenneth M. Trigger
ADDRESS:
430 Ross Way
Sacramento, California, 95825
Telephone: 483-8041
EDUCATION:
High School, College, Law School (2
years - McGeorge College of Law)
EXPERIENCE:
11-66 to present
Employer:
Legal Aid Society of Sacramento
(Yolo) County
3287 5th Avenue
Sacramento, California
Position:
Chief Investigator
Duties:
Investigate civil and criminal matters
as dictated by the needs of a large
law office operation. Conduct back-
ground and factual investigation as
required by each case; locate witnesses;
obtain written and/or sworn statements
as required; prepare evidentiary and
exhibit material for trial purposes
(photographs, diagrams, models, etc.) ;
testify as to direct evidence; make
jury checks, etc.; audit accounts
when necessary.
Duties also encompass supervising the
investigative staff and serving 12
attorneys.
2.
EXPERIENCE:
6-63 to 10-66
Employer:
Allstate Insurance Company
2829 Watt Avenue
Sacramento, California
Position:
Senior adjuster and negotiator
Duties:
Investigate liability claims and make
determination as to legal liability of
clients. This includes ingestigation
as to the background and movements of
the people involved, personal habits, past
histories, etc., to determine liability
under tort, and quite often under con-
tractual aspects. Assist in the preparation
of material for trial defense and/or negotiate
with plaintiff's counsel if case is to be
settled. Evaluate damages. Review pre-
liminary investigation and outline and
complete further investigation, when necess-
ary. Train junior adjusters.
10-56 to 6-63
Self-employed as independent insurance
adjuster in Grass Valley, Marysville,
and Sacramento.
Duties:
Investigated and negotiated settlement of
claims (fire, inland marine, aviation,
marine, and casualty), for various insur-
ance companies, as an independent contractor.
Made determination as to legal liability of
clients, when necessary. Assisted in pre-
paration of material for trial defense, or
Re? Kenneth M. Trigger
3.
EXPERIENCE: (Continued)
nogotiatedsettlement with plaintiff's counsel
if case was to be settled. Trained assistant
adjusters and supervised office staff.
1-53 to 9-56
Employer:
Toplis & Harding
3440 Wilshire Boulevard
Los Angeles, California
Position:
Senior adjuster and negotiator
Duties:
Performed same duties as outlined above, in
addition to training and supervising junior
adjusters.
6-51 to 1-53
Employers:
W. E. Severance & Co.
3440 Wilshire Boulevard
Los Angeles, California
Position:
Senior adjuster and assistant manager.
Duties:
Performed virtually same duties as outlined
above, in addition to acting as assistant to
president and as corporate secretary. Super-
vised entire staff in absence of president.
3-50 to 5-51
Employer:
Phoenix Assurance Co. of London
Los Angeles, California
Re: Kenneth M. Trigger
4.
EXPERIENCE: (Continued)
Position:
Fire and Marine Claims Manager
Duties:
Supervised all of the fire, inland marine
and special risk claims department.
9-47 to 3-50
Employer:
Nelson Gary, Insurance Adjuster
Los Angeles, California
Position:
Staff Adjuster
Duties:
Investigated fire, inland marine, aviation,
marine and casualty claims, made determination
of liability, evaluated damages and negotiated
settlements.
1946-1947
Employer:
Western Adjustment & Inspection Co.
Michigan City, Indiana
Dosition:
Resident adjuster
Duties:
Performed duties as outlined above, in
addition to managing office and supervising
staff.
GLENN R. WHITELEY
10138 LA ALEGRIA DRIVE, RANCHO CORDOVA
BIRTH DATE: 10-9-31
FAMILY: Wife-Eleanor, 4 sons-ages 9 to 14.
EDUCATION: N.B.H.S., New Bedford, Mass.
SERVICE: USN- 1949 to 1953; helicopter crewman-maintained
electronic systems.
EMPLOYMENT RECORD
1954 - 1960 F.L. Moseley Co., Pasadena, Calif.
Started as technician. Advanced to design
engineer.
1960 - 1962
Auto Data Co., San Diego, Calif.
One man electro-mechanical design dept.
1962 - 1963 American Astrophysics, Monrovia, Calif.
Design engineer.
1963 - 1965 Hewlett/Packard, Moseley Div., Pasadena, Calif.
Engineering aide.
1965 - 1967 Servo Products Company, 540 W. Woodbury Rd.
Altadena, Calif.
Design Engineer.
1967 - 1968 Kennedy Co., 540 W. Woodbury Rd., Altadena,
Calif.
Designer
1968 - 1970
Raytheon, Wayland, Mass.
Designer
GENERAL
Employed in electronics/instrumentation field for 15 years
in various design engineering positions with responsibility
for conception and design of laboratory instrumentation.
Additional duties have included sales prometion (trade shows,
liason with and support of sales reps) and publications
(writing of ad copy, sales brochures, operating manuals)
while with Servo Products, Auto Data and F.L. Moseley Co.
NOTE: For F.L. MOSELEY CO., Hew/Pac, Servo Products Co.,
contact Francis L. Moseley, owner of Servo andmember of the
board of H/P. Can be contacted at the Servo address in
Altadena.
G.R. Whiteley cont'd
ACTIVITIES: Flying, soaring. Commercial Aiplane license (SEL)
and Glider rating. International Silver C Soaring
Certificate. Member of Experimental Aircraft Assoc.
Former member Soaring Society of America.
APPLICANT is a life-long Republican who has been increasingly
dissatisfied with the limited opportunities available in
engineering to make what seems to him a meaningful
contribution to the solution of society's problems and
feels that government in general and the Republican Party
in particular offer the best hope for more satisfying
work.
subjects necessarily tends to make them ineffective during the first
several months, even under ideal conditions of proper motivation,
good instruction, etc. Given the actual situation and SEOO philo-
sophy which places so much emphasis on the evaluation aspects of
field work, it is doubtful whether the Community Program Analysts
can ever be as helpful to the grantees as OEO Instruction 7501-1
envisions.
C. Recommendation: More emphasis should be placed on the hiring
of professionals based on actual experience and personal involvement
in OEO-related activities. The special conditions pertaining to
accessions, e.g., approval of candidate by selection panels on which
regional and national OEO are represented (as specified, for example,
in the STAP grants) should be scrupulously observed.
5. PERSONNEL MANAGEMENT:
a. Recruitment, Selection, and Hiring:
(1) Facts:
(a) Clerical personnel fall under State Civil Service
requirements. Positions must be advertised, and applicants are
selected from those adjudged best qualified by the State Personnel
Board.
(b) Professional personnel are, upon selection by SEOO,
appointed officially by the DHRD Personnel Section (Management Ser-
vices Division).
(2) Recommendation: None.
b. Pay, Fringe Benefits, Leave, Career Development and Civil
Rights:
(1) Facts: Clerical personnel, being under State Civil Ser-
vice, enjoy automatic benefits and protection. The same provisions
are applied to the exempt Civil Service professionals except job
protection. A quasi-career development or career ladder is provided
by the opportunity to advance if a vacancy occurs from Community
Program Analyst to Technical Assistance Specialist or supervisor, or
transfer into a STAP slot.
(2) Recommendation: The possibility of a career ladder plan
for professionals should be considered.
C. Training:
(1) Facts: Both Sawicki and Hawkins acknowledged the need
for additional training, particularly for field personnel, and
15
Page 15 -- Paragraph 2 FINDINGS (Charge)
Given the actual situation and SEOO philosophy which
places so much emphasis on the evaluation aspects of field
work, it is doubtful whether the Community Program Analysts
can ever be as helpful to the grantees as OEO Instruction
7501-1 envisions.
RESPONSE:
SEOO does put emphasis on field work because you have to know
the problem before you can solve it. Consequently, much of
the preliminary work done by SEOO has been to determine what
the problems are. During the course of field visits by SEOO
representatives CAA personnel had expressed great concern over
some of the problems confronting them. At this point SEOO
representatives attempt to find out why the programs are not
working, what the problems are and in conjunction with CAA
personnel work to rectify the situation. (See attachments)
STATE OF CALIFORNIA
RONALD REAGAN, Governor
DEPARTMENT OF HUMAN RESOURCES DEVELOPMENT
CE OF ECONOMIC OPPORTUNITY
APITOL MALL
MENTO, CALIFORNIA 95814
Southern California Office of Economic Opportunity
1314 Cravens Avenue
Torrance, California 90501
October 9, 1970
Mrs. Lois Richard
Project Director
Pasadena Area Head Start
C
1367 North Fairoaks Avenue
Pasadena, California
Dear Lois:
The review form which came down from the State Director of
OEO requires some information which I failed to ascertain
during our last visit. Please send me as soon as possible
your home address, the name and home address of the
Deputy Project Director, your Fiscal Officer, and other
key staff personnel. Also the names and adresses of your
advisory board chairman and the names only of your other
P
board directors.
Also please include the date your Head Start program was
formed and your budget history; that is the sources of
your funds, i.e., OEO, HEW, State, etc. I also need the
number of professionals involved in your program and the
Y
number of non professionals. Finally, the answer to the
following question: "Have any political subdivisions elected
to opt out of past programs?" (Green Amendment). Thanks
in advance for sending this information at your earliest
convenience.
Most sincerely,
Richard Thies
Page 15 Para.2
Bob Hawkins
March 31, 1971
PCHNO
Gil Archuletta
On Tuesday, March 30, Herb Brown, Dick Thies, and I met with
Regional OEO Representatives Cal Williams and Joan Lenihan to
discuss the Pasadena CAP.
Miss Lenihan told us that PCHNO's letter of credit had been re-
stored on a month-to-month basis in the maximum amount of $42,000
per month. She indicated that the CAP had satisfactorily answered
all of the 14 charges Regional had brought against them. She fur-
ther stated that most of the 14 points were the result of defec-
tive internal systems. She said that PCHNO would be in good shape
if they retain their new systems. At one point, she told us that
some of the points were a result of imprudent actions on the part
of the Executive Director and that he is now acting more cautiously.
Regional has presented PCHNO with a special condition for Program
Year E, which requires them to reduce their board membership from
40 to 21. They must submit their plan for reduction by June 1,
1971.
We indicated to Miss Lenihan and Mr. Williams that we wished to
aid the CAP in many ways, but were hampered by their refusal to
cooperate with our CPA. They agreed it was a bad situation, and
in turn, have set up a meeting with SEOO, WROEO, the Executive
Director of PCHNO, and Board Chairman of PCHNO, for Monday,
April 5. At this meeting we hope to gain full access to the
CAP, its personnel and records.
We will make an indepth evaluation of PCHNO, and either clean
it up or shut it down.
GA:js
Page 15 15
Paragraph 2
Page 15
Charge:
"b. Findings:
(2)
Given the actual situation and SEOO
philosophy which places so much emphasis on the evaluation
aspects of field work, it is doubtful whether the Community
Program Analysts can ever be as helpful to the grantees
as OEO Instruction 7501-1 envisions."
Response:
Comments concerning the SEOO philosophy and the lack
of effectiveness of Community Program Analysts in the
long term, here again we are faced with the closed-
mindedness of our federal evaluators. First, the
federal evaluators failed to specify just what the
SEOO philosophy is. In a nut shell, our philosophy
is that OEO monies should go toward producing inde-
pendent behavior on the part of those individuals
receiving monies from OEO. It is obvious to date
that this has not transpired; and our evaluations
attempt to demonstrate how these programs have failed
to help the truly needy in our society. The under-
lying federal assumption here is that there is some
efficacy in throwing good money down a worn out
philosophical hole.
Page 15--c. Recommendation (Charge)
"The special conditions pertaining to accessions, e.g. approval
of candidate by selection panels on which regional and national
OEO are represented (as specified, for example, in the STAP
grants) should be scrupulously observed."
Response:
California SEOO admits that it did not adhere to the
selection panel choosing STAP personnel; however, it should be
emphasized that, even with a STAP panel, cases of nepotism and
favoritism have shown up. An example is that the Management
Specialist chosen by the panel happened to be a personal friend
of one of the panel members and did not possess a degree in
management. Furthermore, the gathering of a panel and the process
of recruitment, selection, and hiring is extremely time-consuming
and expensive; again, it is possible that the work program may
suffer as a result of this long process.
Page 15--5 b. Pay, Fringe Benefits, etc. (Charge)
"The possibility of a career ladder plan for professionals
should be considered."
Response:
The recommendation calls for the establishment of a
career ladder plan. A glance at the present and proposed table
of organization shows that there are methods by which people
can be promoted as vacancies occur, and, in fact, this has
already taken place. Another management observation is that,
with the small staff of professionals that we have, vacancies
do not occur frequently. Funding guidelines further restrict
career ladders that have numerical compensation commensurate
with added responsibility and authority.
stated interest in participating in Federal training conferences,
seminars, etc.
(2) Recommendation: The Region should provide the SEOO with
a schedule of training activities and encourage SEOO participation.
The SECO should take fullest possible advantage of Federal and other
training opportunities.
d. Supervision and Evaluation:
(1) Facts: Clerical personnel in the office work under
direct supervision. State Civil Service annual evaluation require-
ments appear to be fulfilled. Field personnel have definite assign-
ments (see Attachments). An itinerary of field trips is filed with
the supervisor for one month in advance (this procedure was initiated
in February, 1971). Trip reports are on a new form (since January)
made for each trip; however, they are held by the Community Program
Analyst or the Technical Assistance Specialist until the end of the
month when an activity report is prepared (see Attachments). Field
personnel are on the "honor" system; two work out of their homes.
There is no formal evaluation of professionals. They are judged by
the results of their labor.
(2) Findings: The SEOO has made an effort to provide better
and clearer instructions to field personnel by designing check lists
for evaluation (see attachments) of Legal Services and CAA compliance.
They have also designed a form entitled "Information Package Review"
which the Community Program Analysts are responsible for completing
and updating. This form is kept in the grant folder (see Attach-
ments) Some monthly reports of field personnel for January were
made available to the evaluation team. Some field reports were con-
sidered CONFIDENTIAL in order to protect information sources and were
not, therefore, made available to the evaluation team. Due to high
workloads during December and January, reports for this period have
not yet been prepared. A single report, covering December, January,
and February is now under preparation.
(3) Recommendation: Field personnel should be required to
file trip reports with their supervisors immediately upon returning
from a field trip rather than at the end of the month. These re-
ports should indicate the actual time spent and the exact subjects
discussed with each grantee or person visited.
6. CIVIL RIGHTS:
a. Facts:
(1) Of the professional staff (those exempt from Civil Ser-
vice) 23 are listed as Caucasian, one as Eurasian, two as Mexican-
American, and three as Negro. Of the staff covered by Civil Service
16
Page 16 -- Paragraph 5 d. (2) FINDINGS (Charge)
Some monthly reports of field personnel for January were
made available to the evaluation team.
Due to high
workloads during December and January, reports for this period
have not yet been prepared. A single report, covering December,
January, and February is now under preparation.
RESPONSE:
Southern California Administrative Assistant requires a weekly
report of activity from all field personnel. In additon, regular
weekly staff meetings are held so that all field personnel is
aware of the activities of the entire staff and can work in
concert to solve any problems. The results of these staff
meetings and weekly reports are then relayed to Sacramento on
a regular basis. Field representatives generally concern them-
selves more with on-site assistance rather than the formality
of preparing reports.
Page 16
Charge:
"d. Supervision and Evaluation (1) facts:
Field per-
sonnel are on the "honor" system; two work out of their
homes. There is no formal evaluation of professionals.
They are judged by the results of their labor."
Response:
The federal field representatives are stating that
we should not trust our professionals because of an
honor system. I fail to understand the complaint.
Furthermore, just because there is no formal, static,
bureaucratic checklist on which we evaluate our pro-
fessionals, this does not mean that our professionals
are not evaluated. Our professionals are constantly
being evaluated by their supervisors as to the quality
of their work. It is the feeling of the State Office
of Economic Opportunity that the personal interaction
of supervisor and professional brings about the best
results in the long run. Personnel policies, based
upon personal knowledge and experience are much better
than the formalistic and static requirements of some
so-called "objective" evaluation dreamed up by
bureaucrats and administered to other bureaucrats.
Again the idiocy of our federal evaluators is demon-
strated when they state, concerning professionals
"they are judged by the results of their labor;" our
only response to this state is, how else does one
judge a person, except by the results of their labor?
Charge:
"d. Supervision and evaluation (2) findings
Some monthly
reports of field personnel for January were made available
to the evaluation team
Due to high workloads during
December and January, reports for this period have not yet
been prepared. A single report, covering December, January,
and February is now under preparation."
Response:
The report for December, January, and February is now
completed.
Page 16 Charge:
"d. Supervision and evaluation (3) recommendation: Field
personnel should be required to file trip reports with their
supervisors immediately upon returning from a field trip
rather than at the end of the month. These reports should
indicate the actual time spent and the exact subjects
discussed with each grantee or person visited. "
Response:
It is impractical, given the size of our office to
assume that our field people should be required to
file reports after each trip. Again the bureaucratic
mind is at work, degrading the competence of the pro-
fessional.
13 are listed as Caucasian, and one as Negro. Therefore, the total
staff breakdown is:
Caucasians
36
Negroes
4
Mexican-American
2
Eurasian
1
(2) No affirmative action plan as required by CAP Form 11
has been implemented.
b. Recommendation: An affirmative action plan in accordance
with CAP Form 11 should be implemented. Attention should be given
to whether the minority composition of the staff fairly reflects
the proportions of minority persons in the State of California and,
particularly, among the poverty population of the State.
7. ACCOUNTING AND FINANCE:
a. Facts: These activities are handled by the Fiscal Section
of the Management Services Division. They prepare the monthly CAP
15s for Mr. Uhler's signature.
b. Findings: Internal controls have been set up. Leonard
Downs keeps tabs on expenditures and Miss Pearson checks travel
vouchers, mileage claims, etc., against the activity reports of the
individual concerned. Downs checks CAP 15s as prepared by DHRD
against his records, and initials them before sending them to the
SEOO Director for signature. Downs is also preparing the budget
for the next year. In absence of a funding guidance he is using
the present budget as a starting point.
C. Recommendation: None.
8. FILES:
a. Facts: Files inherited from the previous SEOO staff (pre-
July 1, 1970) were very inadequate. Subject headings were used for
filing, and there was no cross-referencing. Downs requested help
from General Services, who trained his file clerk to set up a
duo-decimal system. Most of the files have been integrated into
the new system. There is a chronological reading file maintained
by the SEOO's secretary for all correspondence emanating from the
entire office. There is a complete set of OEO instructions and
CAP directives which was recently received from OEO Headquarters.
There is a library of publications, which is in a state of disarray.
b. Recommendation: Memoranda for record should be added to cor-
respondence in the chronological reading file to explain the nature of
correspondence. The library should be inventoried, obsolete material
discarded, and obsolete files retired or destroyed.
17
Page 17--6 a. CIVIL RIGHTS--Facts (Charge)
"No affirmative action plan as required by CAP Form 11 has been
implemented."
Response:
It was stated to the evaluators emphatically that the grant,
although earmarked for SEOO, is made directly to the State of
California and that, while the earmarking exists, funds are inter-
mingled with the General Fund of the entire State. It is assumed
that an affirmative action plan is being followed by all of the
employees of the entire State of California, and it is almost
an impossibility to divorce a small section, such as the SEOO,
from the rest of the plan in force throughout the State of Calif-
ornia.
Page 17--6 b. CIVIL RIGHTS--Recommendation (Charge)
"An affirmative action plan in accordance with CAP Form 11
should be implemented. Attention should be given to whether
the minority composition of the staff fairly reflects the
proportions of minority persons in the State of California and,
particularly, among the poverty population of the State."
Response:
The ethnic breakdown of the SEOO does not show a wide
variation from the proportion of minority persons within the
State, and this was reiterated to the evaluators. For example,
out of 43 positions, 4 persons are from the Black community,
representing roughly 10 percent--almost equal to the Black
population in the State.
Page 17--8. a. FILES--Facts (Charge)
" There is a complete set of OEO instructions and CAP
directives which was recently received from OEO Headquarters.
There is a library of publications, which is in a state of
disarray."
RESPONSE:
One of the file clerk's first duties after beginning employ-
ment with SEOO in November 1970, was to assemble, from various
sources (other than OEO Headquarters) a set of CAP memos and OEO
instructions which include SFR instructions, staff notices, etc.
We are not aware of a complete set of instructions received from
OEO Headquarters. These books are maintained on a current basis
by the file clerk. The implication that there was no work in-
volved in securing the above-mentioned directives is demoralizing,
to say the least.
The publications for distribution are labelled and were
displayed in an orderly fashion in the library at the time of
the evaluation, having been labelled and shelved the first
week of December, 1970, by the secretary to the Staff Assistant
for Planning.
Page 17--8.b. FILES--Recommendations (Charge)
"Memoranda for record should be added to correspondence in the
chronological reading file to explain the nature of correspondence.
The library should be inventoried, obsolete material discarded,
and obsolete files retired or destroyed."
RESPONSE:
The library is in the process of being inventoried and should
be completed by the middle of May. Our library is used as reference
material, therefore the old material will not be discarded. Sug-
gestions for organizing the library have been taken from the publi-
cation, "Technical Libraries, Their Organization and Management",
issued by Special Libraries Association in New York.
Obsolete files have been packed and are in the process of
being sent to the State Records Center. This involves working
week-ends due to other duties required during regular working
hours.
9. OTHER FILES:
a. Personnel Folders:
(1) Facts:
(a) The SEOO maintains a convenience file of Personnel
Folders; the official files are kept by the DHRD Personnel Section
and State Personnel Board (computerized file of all State employees).
(b) The convenience files are not uniform in content;
some contain job applications or resumes; most hold transcripts of
driving records and social security information on previous employ-
ment (used to check salary statements). Regarding driving records,
the SEOO has requested pertinent State offices (State Police and
Motor Vehicle Bureau) to notify the office of all driving violations
committed by SEOO personnel. None of the six files chosen at random
contained a position description.
(2) Recommendation: All personnel files should contain
resumes of qualifications as well as position description for which
employee is hired. Folders should also contain name, address, and
telephone number of persons to be notified in case of emergency,
and home telephone numbers should be prominently displayed for emer-
gency contact of employee. Further, CAP Memo 23A requires that
biographies of key personnel be submitted to the Regional Office
within seven days after appointment.
b. Telephone Message File:
(1) Facts: Telephone message pads are provided with carbon,
SO that messages are automatically made out in duplicate, the orig-
inal going to the addressee and the copy remaining with the secretary.
(2) Recommendation: None.
C. Newspaper Clipping File:
(1) Facts: A contract is let through State procurement
channels for a newspaper clipping service. Clippings are received
daily; office personnel fasten them to letter-sized backings, and
file them in a Pendaflex-type hanging file. The file is used for
background information on individual grantees or subjects of OEO
concern and to keep SEOO personnel advised of latest developments.
Cost of clipping service varies with volume, but averages $250.00
per month according to the Budget Officer. In an attempt to lower
costs, requirements for Headstart information were eliminated last
December; increased publicity on CRLA and Oakland during the last
few months have kept costs at relatively the same levels despite
dropping the Headstart requirement. Downs hopes, however, that now
18