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County reports 13% overall vacancy rate; five bargaining units exceed 20% during AB 2561 hearing
Summary
At a statutorily required AB 2561 hearing, Tulare County human resources reported an overall vacancy rate of 13% (about 600 vacant positions) and five bargaining units with vacancy rates above 20%; union representatives testified that shortages are affecting juvenile hall, probation supervision and physician staffing.
Tulare County held a public hearing on Sept. 9 required by Assembly Bill 2561 to report on job vacancy rates, recruitment and retention efforts. County human resources director Lupi Garza presented workforce metrics and recruitment activity for the period July 1, 2024, through June 30, 2025 (vacancy data reported as of July 31, 2025).
Garza reported the county’s overall vacancy rate was 13% (about 600 vacant positions of 5,157 allocated). Five bargaining units exceeded the 20% threshold identified in state law: the Professional Association of Tulare County Physicians (57%), Tulare County Probation Association (31%), Government Lawyers (24%), Unrepresented bargaining unit (23%), and SEIU (21%). Garza said 245 full‑time employees separated during the period and the county hired 580 new full‑time employees; 201 employees were promoted internally. The county received nearly 15,000 job applications, conducted 55 written exams, 692 live scans and 109 bilingual exams. Garza corrected an earlier metric to state the average time‑to‑fill for a vacancy is 101 days (from department request to filled vacancy); the 28‑day figure cited elsewhere reflects the time to supply a hiring department with a certified list after posting.
Garza summarized recruitment and retention strategies: expanded learning and development programs, targeted marketing materials for difficult-to-fill classes, attending over 15 job fairs, implementation of a career incentive pay schedule, improvements to health benefits and a homebuyers down-payment assistance program for county employees.
Representatives of employee organizations described operational impacts. Lino Khan, speaking for the Probation Association (bargaining unit 12), said severe staffing shortages are causing frequent mandates to cover juvenile‑hall shifts, forcing probation officers off community caseloads and creating mandatory overtime that disrupts supervision and rehabilitation programming; Khan said juvenile hall staff turnover is high and up to 80% of juvenile hall staff have under two years’ experience. A speaker identifying as “Dr. C,” representing the county physicians’ association, warned physician staffing has dropped to three members in the bargaining unit and said county physician salaries are ‘‘about 25% below the average,’’ creating recruiting difficulties for replacements.
No formal collective bargaining action occurred during the hearing; the AB 2561 presentation was informational and will be used as part of the county’s annual budget and workforce planning processes. Supervisors and the CAO acknowledged the persistent staffing challenges and pointed to recent measures — including the career incentive pay — aimed at improving retention.
No formal vote was reported as part of the AB 2561 presentation; the hearing fulfilled the statutory requirement to report on vacancies and recruitment efforts.
