Address Workforce Challenges​

California counties are facing workforce challenges as they compete for qualified employees in a challenging labor market. Local government decision makers and public agency department heads recognize the impact that long-term vacancy rates have, both on current employees and those who receive services from those departments. Many specialty positions like nurses, licensed behavioral health professionals, social workers, probation officers, law enforcement, and planners are experiencing nationwide workforce shortages and a dwindling pipeline for new entrants, driven by both an expansion of services and an aging workforce. To further complicate recruitment, local governments are competing with both the private sector and other government agencies. While local governments have been implementing innovative ways to try to boost recruitment and retention (e.g., sign-on bonuses, housing stipends, etc.), they inevitably lack the financial resources and flexibility enjoyed by private sector employers. Despite these challenges, which were compounded by elimination of hundreds of millions for workforce pipeline programs in the state budget, counties had to advocate against needless legislation that would punish counties for vacancy challenges. CSAC will continue to advocate for policies that help counties rebuild the public service pipeline. CSAC will also push back against efforts to make contracting more challenging, as third-party contractors have long performed vital roles in providing public services and whose necessity is acutely felt when workforce challenges exist.