Esta investigación fue publicada originalmente como parte de un informe consolidado más amplio que contiene múltiples investigaciones. Consulte el PDF consolidado para ver el documento completo.
Staffing Challenges Facing the Richmond 2503
⚠️ Aviso de traducción: Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings 36 findings
Recommendations 10
-
R1Page 34By March 31, 2025, the Board of Supervisors should develop Implemented a plan to modify the CWS so that it automatically registers all available contact data for all County residents and businesses into its system and provides a mechanism for residents and businesses to opt out of the automatic registration process.
-
R2Page 34By December 31, 2025, the Board of Supervisors should Implemented complete the plan to modify the CWS so that it automatically registers all available contact data for all County residents and businesses into its system and provides a mechanism for residents and businesses to opt out of the automatic registration process.
-
R3Page 34By December 31, 2024, the Board of Supervisors should Further analysis commission a sound study by an independent, third party to determine the feasibility of deploying LRADs in any areas of the County.
-
R4Page 34By June 30, 2025, the Office of the Sheriff should train Further analysis employees in the Sheriff's dispatch center to operate the CWS.
-
R5Page 34By March 31, 2025, the Office of the Sheriff should implement Implemented a plan to conduct testing of the CWS to determine the causes of the failure of CWS alerts to reach all the intended recipients of test alerts within 10-20 minutes of the time the alert is sent.
-
R6Page 34By June 30, 2025, the Board of Supervisors should execute a Further analysis contract with a third-party consulting firm to conduct a comprehensive risk analysis of the CWS, including its processes, procedures, contracts, hardware, and software. Page A5 of 14 Compliance and Continuity Report
-
R7Page 35By March 31, 2025, the Board of Supervisors should direct the Not County's Chief Administrative Officer to establish a CWS advisory implemented subcommittee of the Emergency Services Policy Board.
-
R8Page 35By June 30, 2025, the Office of the Sheriff should implement a Further analysis process to ensure that first responders in County agencies who take the CWS training certify they have reviewed and understood the training materials. Table 3 Page A6 of 14 Compliance and Continuity Report Report 2403 Construction-Related Accessibility Standards and the Department of Conservation and Development
-
R9Page 121By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to provide additional motivational, recognition, and wellness programs for social workers as an incentive in recruitment and retention, potentially using Measure X funds as a source of funding.
-
R60-90Page 151Days 7 90-180 Days 6 180-365 Days 7 365+ Days 8 Grand Total 46 Contra Costa County HR has 55 authorized positions, supporting a current employee base of 9,932. This represents a ratio of one HR staff member for every 181 County employees. In contrast, surrounding counties operate with one HR staff member per 122 employees on average, as highlighted in the table below. Contra Costa’s HR supports 50 percent more employees per HR staff member than the five-county average. To address this issue, in 2024, HR requested the Board of Supervisors (BOS) approve funding for five additional full-time employees; however, that request was denied. HR will petition the BOS again in 2025.
No Responses Found 1
Government entities assigned to respond to this report. No response documents have been linked in our database.