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Charles Modica, Independent Budget Analyst
January 13, 2022
Office of Labor Standards & Enforcement
The City of San Diego’s reports shows high non-compliance with its minimum wage and living
wage ordinances. However, workers are afraid to come forward for fear of retaliation. A system
based on worker complaints without proactive investigations means thousands of workers are
left vulnerable to retaliation. In addition, many workers do not know their rights or how to
file a complaint with the city due to a lack of outreach. The City should fund the additional
staff needed for both outreach and monitoring.
Vacancies, Recruitment, Retention Strategic Human Capital Management
The City Auditor Office found in its April 2020 report on Strategic Human Capital Management
Report that City’s overall vacancy rate has increased almost every year in recent history.
Specifically, the rate grew swiftly from January 2011 to January 2012 and has continued to
grow. In January 2019, the budgeted vacancy rate was 8.2 percent, and the overall vacancy rate
was 14.3 percent. Additionally, the report found that widespread uncompetitive compensation
poses growing short- and long-term risks to the City’s ability to maintain and attract a high-
quality workforce for providing public services and has likely contributed to several negative
effects on the City workforce and public services. The City should address high vacancies issues
with recruitment and retention through the implementation of the recommendations from the
City Auditor Performance Audit of the City's Strategic Human Capital Management. Funding
should be allocated to assist in implementing the recommendations.
Human Relations Commission (HRC)
The HRC was established over 21 years ago with the direction to advise the Mayor and City
Council on methods to assure that all city residents have equal access to economic, political,
and educational opportunities and equal access to service protection and accommodation in
all businesses and public agencies. The HRC has been without a full-time Executive Director
for several years. The HRC’s request for sufficient funding for a full-time Executive Director
is based on the City’s Municipal Code which established this important position, ensured
funding for this position, and mandated specific duties for this position. The City should
allocate funding for an Executive Director for the HRC.
Office of the City Auditor (OCA)
Per City Charter Section 39.2, OCA is responsible for auditing and investigating City programs,
and it is critical that OCA has the resources to provide sufficient audit coverage of the City’s
diverse and growing range of operations. The City should allocate funds to include two
additional Performance Auditor positions and one additional administrative position and
include funds to adjust OCA staff salaries up by an average of 14 percent.
American with Disabilities ACT (ADA) backlog
The City has approximately $45 million of unfunded ADA Transition Plan projects. These
projects seek to address barriers to access for people with disabilities at existing City facilities
such as libraries, recreation centers, playgrounds, museums, and beach and bay comfort
stations. The City should allocate annual project funding be added/restored to the ADA work
unit in the Sustainability and Mobility Department. Additionally, the City should allocate
funds for the addition of 2 FTE positions to the Office of ADA Compliance and Accessibility
(Sustainability and Mobility Department) to support increasing demands on their staff. The
funding should be allocated specifically to address the highest priority projects on the
unfunded ADA Transition Plan list and the unfunded ADA Compliant list in accordance with
ADA law, to be determined by the Office of ADA compliance and Accessibility.