Alameda County reports slight drop in vacancy rate, supervisors press for targets and monthly tracking

Alameda County's Human Resource Services reported modest progress in filling budgeted full-time positions during a June 16 board meeting, saying recent recruitment work and marketing lifted the county's vacancy rate from 20% to 19% as of May 1, 2026.

"As of 05/01/2026, we have a total of 7,205 full time positions," HRS Director Margarita Zamora told the board during a public hearing on the state's AB 2561 vacancy-reporting requirement. "We went from 20% to 19%. We're working hard to fill those critical positions." Zamora said HRS has implemented 47 recruitment changes over three years, including reengineering selection processes, a referral incentive and expanded marketing.

The presentation highlighted both countywide gains and persistent hot spots. Zamora said vacancy rates vary widely by bargaining unit: some units are at or near 0% while others, including several sheriff and public-works units, show vacancy rates as high as the upper 20s or 30s. For example, HRS noted a 26% vacancy for a district attorney inspectors unit and a 29% vacancy for a sheriff's non-sworn unit.

Supervisors pressed HRS for clearer metrics and a policy goal. "Are we trying to get vacancies under or at 20% or lower?" Supervisor Miley asked, noting the statute's 20% threshold is a trigger for employer-organization requests but not itself a county target. Zamora responded the 20% figure is a legislative trigger and that setting a local goal would be a board policy decision.

Board members requested deeper, unit-level reporting and time-in-vacancy data. Several supervisors asked staff to return with a look-back on positions exceeding 20% vacancy to show how long posts have been open and what targeted strategies are in place. President Halbert asked whether monthly vacancy summaries could be provided for the most impacted departments.

Labor representatives who spoke supported the county's recruitment push but said retention and workload remain problems. Peter Serrano, president of the Deputy Sheriffs Association, said recruitment outreach has improved but deputies still shoulder "a tremendous amount of overtime" and that the department is operating below operational needs. "I think I saw on the report it indicated 27% shortage, for our deputies," Serrano said, urging incentives such as tuition reimbursement and benefit enhancements.

Zamora and board members pointed to recent results: more than 21,900 applications in 2025 (a 28% increase over 2024), 262 exams completed in 2025, more job-fair participation and a shortened average time from application deadline to eligibility list creation (about 53 days, down from 56). Zamora said HRS redesigned the county website and increased targeted social-media outreach to make postings easier to navigate.

The board closed the public hearing on the AB 2561 report by roll call vote with no further action required; supervisors said they expect follow-ups with more granular vacancy-duration data and periodic reporting for heavily impacted departments.

What's next: Supervisors asked staff to provide monthly or committee-level updates for the most affected departments and to return with unit-level vacancy histories and targeted recruitment plans.