NORCOR
Resume the correct hiring process

The facts are unrolling quickly around NORCOR’s suspect process of hiring a new jail administrator.
Not to pull a short rug out from underneath anyone, but there are strong reasons the Northern Oregon Regional Correctional Facilities board should go back to square one with regard to hiring an administrator.

As RaeLynn Ricarte reports on page A1, some members of the NORCOR board met in an illegal executive session and took illegal action as a result.

The basics of Oregon public meetings law are simple regarding closed-to-public executive sessions: boards can discuss personnel, real estate, labor negotiations, and exempt public records.

They can talk about issues, but not take action. That is apparently what the convening members of the board did, rather than follow the law and go back into publicized open session.

All public hirings must follow the letter, and spirit, of the law. One reason for open meetings law is to protect the rights of citizens – so they know what decisions are made and how their tax money is spent.

NORCOR’s leaders serve residents of four counties. They need to set aside politics and personalities, accept all consequences of conducting business illegally, and put the public interest first.

Although the board needs an open and transparent process for conducting meetings, NORCOR’s problems aren’t limited to those infractions. Hood River County Chairman Ron Rivers, a NORCOR board member, has protested the hiring process that promoted Capt. Larry Lindhorst to jail administrator. Rivers is correct in having the full board thoroughly review all 10 applicants for the position.

Essentially at stake here is the leadership of the jail — how’s that for a public safety issue?

NORCOR needs to overcome the stigma of a hostile work environment. Recent allegations have been made that a “good ol’ boy system” is in place at the jail. Those allegations include: discrimination against older employees; rewarding younger female employees for engaging in flirtatious behavior; and allowing male employees to abuse inmates.

Changes need to come from the top down of the organization. The administrator needs to lead by example. He or she needs to promote teamwork, hold people accountable to follow the rules and strive to clean up NORCOR’s image.