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County HR presents workforce demographics and retirement risk; supervisors ask for succession planning
Summary
Interim HR director reported on 2023 workforce demographics, noting 517 separations and 280 retirements, generational shifts and that 64% of employees live in-county; supervisors asked for department-level succession plans and data on justice-involved hiring.
Alameda County’s interim human-resources director presented 2023 workforce demographics to the Board of Supervisors on Sept. 24, highlighting age cohorts, turnover, separations and retirement eligibility and urging department-level use of the data for succession planning.
Margarita Zamora reviewed occupational categories (professionals, protective services, administrative support, technicians, paraprofessionals, service/maintenance, skilled crafts, and officials/administrators) and demographic breakdowns by gender and ethnicity. She reported a countywide turnover rate of 6.3% (up from 5.2%), 517 separations and 280 retirements during the year, and noted that baby-boomer retirements drove an increase in retirements. Zamora said 64% of county employees live in Alameda County (29% of those in Oakland) and described differences by occupational category that will inform targeted succession and recruitment efforts.
Supervisors pressed for actionable next steps: using the data for department-level succession planning; tracking how many justice-involved individuals are hired under ‘ban the box’ efforts; and examining longevity metrics. Zamora said HR will present department-specific data and work with division leaders on training and recruitment strategies to address imminent retirements and separations.
Next steps: HR will meet department heads with tailored data to plan succession and training, and staff committed to returning with more granular longevity and justice-involved hiring information if available.
