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Appeals board reports net loss in support staff this fiscal year; officials cite recruitment activity and succession work
Summary
Chief Administrative Services reported 63 recruitments this fiscal year but a net loss of nine support staff and 18 administrative law judge separations; agency is auditing bilingual pay and documenting institutional knowledge for succession.
The California Unemployment Insurance Appeals Board reported a net loss of support staff for the 2024–25 fiscal year even as the agency conducted dozens of recruitments and internal promotions, Chief Administrative Services Robert Silva told the board on May 21.
Silva said the agency completed 63 recruitments during the fiscal year, noting that 30 resulted in tenure changes or extensions of limited‑term appointments, 11 were internal promotions and 3 were internal transfers. Four recruitments were canceled and 15 resulted in new hires; during the same period the agency recorded 24 support‑staff separations, leaving a net loss of nine support staff positions. Silva also reported 18 separations among administrative law judges in the fiscal year.
Silva told the board that four of the agency’s 11 field offices were not actively recruiting support staff at the time of the report and that two recruitments were near job offers. He said overall incoming workload for UI time‑lapse appeals remains steady but is being outpaced by dispositions.
Silva also described the agency’s biannual bilingual‑pay audit. In May roughly 43 employees (about 10% of the workforce, Silva said) completed assessments to verify bilingual skills that qualify them for pay differentials; the May results will be averaged with November data to determine eligible employees. Silva said a Spanish‑bilingual position in the Inland Office is near finalization as a backfill for a departing bilingual employee.
Board members asked about succession planning and institutional memory. Judge Koutre and other staff described efforts to document responsibilities held by long‑tenured employees and to broaden subject‑matter expertise across a wider group. Silva gave the example of three San Diego subject‑matter experts who collectively held more than 100 years of agency experience; staff said they are working to distribute that knowledge ahead of anticipated retirements.
Vice Chair Laura Kent Monning and other members asked for exit‑interview summaries; Silva said exit interviews are voluntary, that he receives a subset (roughly 5%–10%) and that he will provide a categorical summary of themes to the board.
No hiring motions were taken at the meeting; the report was received for the record.
