Division of Juvenile Justice (DJJ) Realignment / Closure Key Dates
Please note that these timeframes are subject to change based on negotiations with Labor Organizations and pending the approval of the California Department of Human Resources.
The DROA process is a mitigation effort that affords staff in impacted DJJ specific classifications hiring preference when seeking employment via the civil service merit process.
| Employees in DJJ specific classifications are provided DROA status to identified classifications and shall receive hiring preference when seeking employment through the civil service merit process at a CDCR Adult Institution or within the Division of Adult Parole Operations. | July 1, 2022 – March 1, 2023 |
| Seniority Score Verification and Discrepancy Notifications will be issued to the DJJ staff informing them of their Seniority Score. Staff have 30 calendar days to respond as to whether they agree with the score or wish to appeal. | September 15, 2022 |
| Human Resources (HR) staff hosted Virtual Information Sessions to discuss how Seniority Scores are calculated, how they are used through the various processes, and how staff may appeal their seniority score during the “Challenge Period.” | September 22, 27, & 28, 2022 |
| Preliminary seniority scores posted corresponding with related transfer processes as outlined below. | October‐November 2022 |
The DLT is a mitigation opportunity for DJJ Youth Correctional Officers and Youth Correctional Counselors to avoid layoff by voluntarily transferring to another work location.
| The DLT process was previously conducted for Youth Correctional Officers and Youth Correctional Counselors and provided the opportunity to voluntarily transfer to identified CDCR institutions. | June 2021 and February 2022 |
The VTP is a mitigation opportunity for staff to avoid layoff by voluntarily transferring to another work location outside the county of layoff.
| VTP Election Worksheets will be issued to staff to indicate and prioritize the specific locations they would be willing to voluntarily transfer to outside of the impacted county. Transfers will be awarded based on the number of overages, staff seniority, staff elections, and availability of viable positions where staff expressed interest. Note: DJJ specific classifications have been afforded separate processes. | April 2022 and October 31, 2022 – December 2022 |
| HR staff will be available onsite to discuss VTP and related transfer processes. | November 2022 |
| Staff will be notified of the results of the VTP. Staff successful in attaining a transfer through this process will secure a future permanent position outside of the impacted county and be removed from the remaining processes. | November – December 2022 |
| HR and OLR staff will work with local leadership to determine physical report dates for staff at the new work location based on operational need and labor agreements. Staff will be provided a minimum of 30‐day notice for physical report dates to the new job location. Staff who were unsuccessful in being placed through the VTP, or who elected not to participate, will be provided information regarding next steps. | December 2022 – January 2023 |
This transfer process is a mitigation opportunity for DJJ Parole Agent, Sergeants and Lieutenant classifications to avoid layoff by voluntarily transferring to another work location.
| This process provided employees in DJJ Parole Agent, Sergeant, and Lieutenant classifications the opportunity to select available work locations outside of the impacted county in the identified comparable classification. Transfers were awarded based on the number of overages, staff seniority, staff selection, and availability of viable positions where staff expressed interest. | Parole Agents August – September 2022 Sergeants and Lieutenants June 2022 |
| Staff who received a transfer award via the CTP walk up bid will secure a future permanent position outside of their impacted classification and will be removed from the remaining processes. Staff who were unsuccessful in receiving a transfer through this process, or who elected not to participate, will be provided information regarding next steps. | September – October 2022 |
| SROA/Surplus Notices will be issued to staff and Preliminary Seniority Scores will be posted (including Military and Exempt Service Credit). | February 2023 |
| Remaining impacted staff will be provided information regarding the SROA/Surplus process, “bumping” based on seniority within the county of layoff via the Options Worksheet, potential layoff, and reemployment rights. | February 2023 |
| SROA/Surplus Effective Date – HR staff will be available onsite to discuss the next steps in the process regarding Employee Options Worksheets. | March 2, 2023 |
| Employee Options Worksheets issued to impacted staff. | May 2023 |
| HR staff will be available onsite to answer questions related to Employee Options Worksheets. | May 2023 |
| The Seniority Score Listing finalized and posted to include Military and Exempt Service credit. | May 2023 |
| Impacted staff notified of the results of the Employee Options process. | May 2023 |
| Impacted staff layoff effective date for remaining staff unsuccessful in the Employee Options process. | June 30, 2023 |
June 30, 2023
Onsite Visits – In an effort to provide information and support, HR will host onsite sessions as well as Virtual Information Sessions throughout the release of various processes. During these onsite sessions, members of the Office of Labor Relations, Office of Employee Wellness, and respective program management will also be available.
Permanent Redirections – At any time, staff may be permanently redirected to achieve full class mitigation. Mitigation means, employees in a classification can be placed in viable positions without the risk of further being impacted by closure processes (i.e., if there are enough vacancies for all in the classification and no potential for “bumping”).
Frequently Asked Questions – FAQs will be posted to the intranet soon and updated regularly throughout this process to assist employees. In addition, questions may be addressed to the following:
- Please email CDCRHRSSROHelpDesk@cdcr.ca.gov or call (833) 545‐2061. SSRO staff are available during core hours Monday through Friday, 8 a.m. to 5 p.m.; voicemails may be left 24 hours a day/7 days a week. Please allow 48 hours for a response.