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County receives statutorily required staffing report as deputies and unions press for higher pay
Summary
Human Resources presented the AB 2561 vacancy report and bargaining units made presentations about recruitment and retention challenges. Deputy district attorneys and public defenders urged pay increases to stop departures; the board received the report and voted to file it.
County Human Resources presented the statutorily required AB 2561 report May 13, detailing countywide vacancy data and recruitment efforts, and invited bargaining units to comment on recruitment and retention challenges.
HR staff said the board must hold a public hearing and identify recruitment and retention obstacles under AB 2561. Human Resources reported countywide vacancy data pulled on Feb. 9, 2025: an overall vacancy rate of 18.21%; the AFSCME bargaining unit at 19.81%; management/confidential at 12.4%; the Sheriff’s Office at about 10.5%; LEM at 0%; and the County Attorneys Association at 18.75% as of that snapshot date. HR cautioned the numbers are limited by existing HR systems and that February snapshots will be used in future annual reports.
Bargaining-unit representatives used their allotted time to describe acute staffing problems and to recommend remedies. The County Attorneys Association (district attorneys and public defenders) said its unit’s actual vacancy rate had increased since February and described recruiting and retention as a crisis. Deputy district attorneys reported the office’s current vacancy rate was approximately 39% and listed workloads including thousands of referrals and hundreds of active felony and misdemeanor cases. Speakers from the public defender’s office and other county departments described high caseloads, burnout and the difficulty of competing with other counties that offer higher starting salaries.
AFSCME representatives described recruitment obstacles for equipment mechanics and other trade positions where employees must supply large tool sets and uniforms; they asked the board to consider adjustments such as increased tool/uniform allowances. Public commenters and department speakers emphasized the county’s essential-service obligations during the COVID pandemic and noted many positions require specialized skills or licenses.
Supervisor Wilson moved to receive and file the AB 2561 report; the motion passed 5-0. Board members thanked participants and acknowledged the tension between staffing needs and the county’s constrained fiscal outlook. No wage changes were approved at the meeting; unions’ requests and HR’s report were filed for the record and will be part of budget discussions.
