Management Policies
Judge Dolores Carr

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This document is intended primarily for the current members of the Santa Clara County District Attorney’s Office. It outlines the principles and policies I intend to follow in managing the Office if elected.

1. We are all professionals who will earn the respect and appreciation of the court, opposing counsel and the public for serving the interests of justice and community safety.

2. Managers in the Office will create conditions that allow professionals to do their best work and achieve the best results. This means that:

a. We will listen to you. If a system or procedure is inefficient, we will try to fix it. We will welcome information, including bad news. After all, we cannot fix a problem until we know it exists.

b. I will create a committee of deputies and managers to advise us on workplace issues. Membership will be voluntary. Once you see how this collaboration makes our Office a better place to work, we hope that you will want to volunteer.

c. I will be visible and approachable. I will read your e-mail and respond to it.

3. Assigning lawyers will require us to balance:

a. The needs of the Office.

b. Our interest in rewarding outstanding performance.

c. Our need to give attorneys a rest from grueling assignments and accommodate the temporarily or permanently disabled.

d. The advantages of retaining attorneys who have climbed the steep learning curve required in certain assignments.

e. Our need to provide opportunity for newer lawyers.

There is no perfect way to do this, but I will strive to be fair, reasonable and above all, impartial.

4. We will align our incentives with our goals. This means that we will support:

a. Your discretion to make offers. You cannot develop good judgment unless you get to make judgment calls. Managers will encourage attorneys to use their judgment in making offers. This does not mean free and unfettered discretion. It means that we recognize that attorneys develop good judgment over time, by making decisions and learning from them.

b. Your freedom to take risks. Lawyers who are afraid to lose cases will hesitate to take tough cases out to trial. A few may even feel pushed to test ethical boundaries in an effort to “win at all costs.” We will maintain a trial culture without making your won-lost record the sole measure of your achievement.

c. Your time is an important resource. This means that:

* Our managers will avoid micro-managing your time and your work, and instead create conditions which help you perform at your peak level. Our managers will spend less time monitoring and more time mentoring.

* We will not waste your time on training you do not need, and we will find training which is worth your time.

5. We will strive for transparent management.

6. Criteria for promotion will be circulated and adhered to.

7. Office policy and goals will be simple, understandable, and enforced evenhandedly.

8. Our managers will be accountable. This means that:

a. Our managers will admit mistakes.

b. Our managers will be promoted based on performance.

c. My chief assistant will be approachable and supportive in the tradition of Clay Haupert (ask one of our more experienced lawyers about Clay).

9. Our non-lawyers will be essential to our mission.

No major league law firm can perform at the highest level without a major league staff. I will support fair contracts for our paralegals, investigators, and clerical employees. We will devote resources to give them the tools they need to develop their skills.

10. I will appreciate your staying with us instead of leaving for the greener pastures of the private sector. Our managers will treat you accordingly.

11. Labor issues will always be with us, but as a past president of GAA I will welcome its involvement to improve our Office.

12. I will support your efforts to obtain a fair contract with the County reflecting the fact that we have the highest cost of living in the United States.