County reports recruitment, retention challenges; 200 applications yielded 88 hires, staff outlines strategies

Lassen County personnel staff presented the statutorily required annual report on vacancies, recruitment and retention (pursuant to AB 2,561, effective Jan. 1, 2025). Regina Schapp, personnel analyst, summarized countywide staffing metrics and described efforts to recruit and retain workers in a tight labor market.

Metrics and findings: Schapp said the county recorded 200 applications and 88 hires across the reporting period; recent recruiting windows yielded 71 applications and 29 hires in a shorter span. Separations from 07/01 to 09/18 included 13 retirements and 66 resignations. Average time-to-hire for non-safety positions was listed at about 60 days; law-enforcement and professional positions can take six to nine months because of licensing and recruitment complexity.

Challenges and strategies: Departments reported typical rural-county recruitment constraints: limited local workforce, competition from larger employers (prisons, school districts, healthcare), and budget limits on pay and benefits. Strategies outlined by staff included job fairs, targeted professional boards, hiring incentives, sherifff—s recruitment bonuses tied to service commitments, and efforts to market the countyf—s quality-of-life benefits and flexible schedules where feasible.

Board comments: Supervisors noted the problem is common among rural California counties and suggested more use of programs such as RCRC-affiliated down-payment assistance and employee-housing strategies to attract applicants. The board received the report (no formal action beyond receipt).

Source: C1 presentation and Q&A recorded during the Lassen County Board meeting; AB 2,561 was cited by staff as the statutory basis for the presentation.