Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Workforce topic
No spam. Unsubscribe anytime.
County presents AB 2561 annual staffing‑vacancies report as unions warn of burnout
Summary
Acting HR manager presented the county’s annual AB 2561 staffing-vacancies report (units below 20% vacancy this year). SEIU and MEG told supervisors vacancies and a hiring freeze are straining staff and urged market adjustments and recruitment metrics; the board asked for more data and training options.
San Benito County’s acting HR manager presented the county’s annual report required by Assembly Bill 2561 on May 26, outlining vacancy rates by bargaining unit and initiatives to recruit and retain staff.
"AB2561 requires local public agencies to publicly discuss staffing vacancies at least once each year before adopting their budget," said Alvia Barrosio, interim HR manager, who reported unit vacancy rates (SEIU 14.78%, MEG 10.47%, GSA 19.23%, IIIA 7.89%). Barrosio said the county has seen resignations in the sheriff’s office and has scaled some recruitment activities to align with a hiring freeze while maintaining visibility of critical job postings.
Union leaders said the staffing picture remains acute in practice. "The risk of our current staff experiencing a burnout is an all-time high, especially with the ongoing hiring freeze," said Christina Cardinus, SEU520s chapter president, representing 345 general‑funded positions and reporting 51 persistent vacancies in the union’s bargaining units.
MEG President Enrique Areola thanked staff for the presentation and recommended additional metrics — turnover rates, average days to hire, identification of hard‑to‑recruit positions, and data on use of extra‑help, overtime, or consultants — so the public and board can better assess operational impacts.
Supervisors asked about internal promotion pathways, on‑the‑job training, market‑based pay adjustments for hard‑to‑fill jobs, and use of AI to reduce staff burnout. HR said it is piloting more targeted outreach, LinkedIn postings, internal promotional notices, and an annual "Mornings with Purpose" training series that averages about 30–35 attendees.
What’s next: Board members requested additional vacancy trend data and applicant metrics, and signaled intent to address recruitment/retention as budget hearings approach.
