Score: +15
(18/34/3)
Contra Costa County Grand Jury
• 2024-2025
Children and Family Services: Challenges in Recruiting and Retaining Social Workers
Published: May 19, 2025
12 pages
⚠️ 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 and Recommendations 19 findings
F1
The Children and Family Services staff is dedicated to the important work they do.
No recommendations for this finding
F2
The social worker job is challenging and stressful, contributing to the difficulty in recruiting and retaining of staff.
No recommendations for this finding
F3
Children and Family Services faces challenges in both hiring and retaining social worker staff.
No recommendations for this finding
F4
Social workers have resigned and taken positions with competing agencies offering higher pay.
No recommendations for this finding
F5
As of January 2025, Children and Family Services has a current social worker vacancy rate of 19%, with 31 of 167 authorized positions unfilled.
No recommendations for this finding
F6
Understaffing increases the workload for existing staff.
No recommendations for this finding
F7
The absence of a full staff of social workers can result in a negative impact on services provided to children and families, including delays in service, requirements for re-interviews, and the related stress on children and families.
No recommendations for this finding
F8
The hiring process is lengthy, with 27 steps and taking on average 113 days, which can potentially discourage applicants from completing the process and receiving an offer of employment.
Related Recommendations (1)
R6
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to streamline the hiring process to reduce the time it takes to hire a social worker.
F9
Fewer college students in the western United States are enrolling in social work majors, reducing the pool of potential applicants.
Related Recommendations (1)
R1
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to recruit for social workers at universities and colleges outside of Contra Costa County, participate at recruiting/hiring fairs nationally, and host virtual job fairs, potentially using Measure X funds as a source of funding.
F10
Children and Family Services does not recruit for social workers at universities and colleges outside of the Bay Area or participate at recruiting/hiring fairs nationally.
No recommendations for this finding
F11
Children and Family Services has reduced the educational requirements from Master of Social Work to Bachelor of Science plus relevant experience, to increase the pool of potential applicants.
No recommendations for this finding
F12
Adding dedicated Human Resources staff to Employment and Human Services Department has aided hiring efforts.
No recommendations for this finding
F13
Children and Family Services does not reimburse new employees for relocation expenses.
Related Recommendations (2)
R4
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to create other incentive programs for new and existing staff, such as student loan forgiveness programs and housing assistance, potentially using Measure X funds as a source of funding.
R7
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop and implement a program to pay for moving expenses for newly hired social workers, potentially using Measure X funds as a source of funding.
F14
Children and Family Services does not reimburse interviewees for travel expenses.
Related Recommendations (2)
R4
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to create other incentive programs for new and existing staff, such as student loan forgiveness programs and housing assistance, potentially using Measure X funds as a source of funding.
R8
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop and implement a program to pay for travel expenses of employees when recruiting social workers, potentially using Measure X funds as a source of funding.
F15
Children and Family Services provides limited motivational, recognition, and wellness programs for social workers.
Related Recommendations (1)
R9
By 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.
F16
Children and Family Services does not have an employee referral program for social workers.
Related Recommendations (1)
R2
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop an employee referral program, potentially using Measure X funds as a source of funding.
F17
Children and Family Services does not have a hiring or retention bonus program for social workers.
Related Recommendations (1)
R3
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to implement a hiring and retention bonuses program, potentially using Measure X funds as a source of funding.
F18
Children and Family Services has university and employee internship programs. Since 2019, CFS hired eight of 28 university interns and promoted five of 23 employee interns into permanent social worker positions.
Related Recommendations (1)
R5
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to expand internship programs to generate increased interest in working with CFS in Contra Costa.
F19
Several of the challenges identified by the Grand Jury in 2019 (including a number of vacancies among social workers, a lengthy hiring process, heavy workloads, and a stressful work environment) still exist today.
No recommendations for this finding
Agency Responses 3
Government agencies' official responses to this report's findings and recommendations. Click on a response to see the structured breakdown.
▶
Board of Supervisors
June 02, 2025
•
4 pages
• 20 responses
•
Score: +10
(+11, 8, -1)
View Details ▾
20 responses to findings and recommendations
F1
The Children and Family Services staff is dedicated to the important work they do.
Response: Disagree Partially
Score: 0
Human Resources (HR) partially disagrees with this finding. For clarification, the document referenced regarding 27 steps to hire was designed to show the collaboration and shared responsibility between Central HR and the departments during a recruitment. Not all 27 steps are required for each recruitment, and many of the steps are happening simultaneously. F2: The hiring process is lengthy, with an average of 113 days to hire. Response: HR agrees with this finding. The average days to hire continues to decrease each year for the last five years and will be an ongoing priority. F3: The Employm...
R1
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to recruit for social workers at universities and colleges outside of Contra Costa County, participate at recruiting/hiring fairs nationally, and host virtual job fairs, potentially using Measure X funds as a source of funding.
Response: Requires Analysis
Score: 0
This recommendation requires further analysis. Human Resources (HR) will conduct a search to select a qualified consultant. Measure X funds are not available for this purpose. HR will work with County Administration to identify available funding. The goal is to hire the external consultant in January 2026. R2: By July 1, 2026, the BOS should consider directing HR to work with County departments to assess whether they could benefit from delegated authority or dedicated resources to enhance the hiring process. Response: This recommendation has been implemented. Human Resources continues to asses...
F2
The social worker job is challenging and stressful, contributing to the difficulty in recruiting and retaining of staff.
Response: Agree
Score: +1
HR agrees with this finding. The average days to hire continues to decrease each year for the last five years and will be an ongoing priority. F3: The Employment and Human Services Department (EHSD) has implemented dedicated resources that allocate funds for three individuals in the County Human Resources (HR) Department who are exclusively focused on recruitment and improving EHSD's hiring capabilities. Response: HR agrees with this finding. This program has been very successful for EHSD. F4: Contra Costa Health and Public Works departments utilize delegated authority for recruiting and hirin...
R2
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop an employee referral program, potentially using Measure X funds as a source of funding.
Response: Implemented
Score: 0
This recommendation has been implemented. Human Resources continues to assess the recruiting needs for each department and recommend tools and processes such as dedicated resources, delegated authority, or other options best suited to meet their goals. At this time, no additional changes are indicated. Overall vacancy rates continue to decrease as positions are filled due to increased hiring. R3: By July 1, 2026, the BOS should consider directing HR to initiate the process of consolidating existing job classifications across departments. Response: This recommendation has been implemented. HR i...
F3
Children and Family Services faces challenges in both hiring and retaining social worker staff.
Response: Agree
Score: +1
HR agrees with this finding. This program has been very successful for EHSD. F4: Contra Costa Health and Public Works departments utilize delegated authority for recruiting and hiring, under which they assume full responsibility for the hiring process for those classifications unique to their respective departments. Response: HR agrees with this finding. F5: Public Works has one in-house person managing HR recruiting and hiring without any backup. Response: HR and Public Works agree with this finding.
F6: Lean HR stading compels departments to prioritize job postings, which can lead to delays...
R3
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to implement a hiring and retention bonuses program, potentially using Measure X funds as a source of funding.
Response: Implemented
Score: 0
This recommendation has been implemented. HR initiated the process of consolidating existing classifications over the last two years across various departments. With more than 1200 job classifications, the county has many single incumbent classifications and duplicative classifications. This increases the diLiculty in finding appropriate matching classifications within our bay area comparator counties and can limit the candidate pool if the requirements are overly specific or restrictive. Review and analysis of job classifications appropriate for consolidation has been a slow process. As of Ju...
F4
Social workers have resigned and taken positions with competing agencies offering higher pay.
Response: Agree
Score: +1
HR agrees with this finding. F5: Public Works has one in-house person managing HR recruiting and hiring without any backup. Response: HR and Public Works agree with this finding.
F6: Lean HR stading compels departments to prioritize job postings, which can lead to delays in posting job openings. Response: HR agrees with this finding. Recent hiring of HR staL and process improvements have resulted in fewer delays and increased job posting volume. F7: Employees in Contra Costa County responsible for hiring often lack knowledge on how to fully utilize the capabilities of PeopleSoft. Response: HR...
R4
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to create other incentive programs for new and existing staff, such as student loan forgiveness programs and housing assistance, potentially using Measure X funds as a source of funding.
Response: Implemented
Score: 0
This recommendation has been implemented. Public Works added a Departmental Human Resources Supervisor to provide additional staL support and back up for completion of hiring responsibilities. R5: By January 1, 2026, the BOS should consider directing HR to implement a procedure to identify and track why candidates decline job oders. Response: This recommendation has been implemented. HR expanded the existing categories available in NeoGov, which is the applicant tracking system, to document reasons why a candidate declines a job oLer. Categories include options such as accepted another job oLe...
F5
As of January 2025, Children and Family Services has a current social worker vacancy rate of 19%, with 31 of 167 authorized positions unfilled.
Response: Agree
Score: +1
HR and Public Works agree with this finding.
F6: Lean HR stading compels departments to prioritize job postings, which can lead to delays in posting job openings. Response: HR agrees with this finding. Recent hiring of HR staL and process improvements have resulted in fewer delays and increased job posting volume. F7: Employees in Contra Costa County responsible for hiring often lack knowledge on how to fully utilize the capabilities of PeopleSoft. Response: HR disagrees with this finding. The individuals in each department responsible for hiring have adequate knowledge to utilize the capabil...
R5
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to expand internship programs to generate increased interest in working with CFS in Contra Costa.
Response: Implemented
Score: 0
This recommendation has been implemented. HR expanded the existing categories available in NeoGov, which is the applicant tracking system, to document reasons why a candidate declines a job oLer. Categories include options such as accepted another job oLer, undesirable work schedule, current employer made counteroLer, insuLicient salary, or location too far. Departments will be able to enter the reason stated by the candidate in NeoGov for reporting and planning purposes. R6: By January 1, 2026, the BOS should consider hiring additional HR analysts. Response: This recommendation has been imple...
F6
Understaffing increases the workload for existing staff.
Response: Agree
Score: +1
HR agrees with this finding. Recent hiring of HR staL and process improvements have resulted in fewer delays and increased job posting volume. F7: Employees in Contra Costa County responsible for hiring often lack knowledge on how to fully utilize the capabilities of PeopleSoft. Response: HR disagrees with this finding. The individuals in each department responsible for hiring have adequate knowledge to utilize the capabilities of PeopleSoft as it relates to their job function within the recruitment process. Viewing employee and position data are the most common tasks. Central HR employees res...
R6
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to streamline the hiring process to reduce the time it takes to hire a social worker.
Response: Implemented
Score: 0
This recommendation has been implemented. Two additional HR Analysts were authorized by BOS with the budget for Fiscal Year 25-26 and employees were hired in July 2025.
F7
The absence of a full staff of social workers can result in a negative impact on services provided to children and families, including delays in service, requirements for re-interviews, and the related stress on children and families.
Response: Disagree
Score: -1
HR disagrees with this finding. The individuals in each department responsible for hiring have adequate knowledge to utilize the capabilities of PeopleSoft as it relates to their job function within the recruitment process. Viewing employee and position data are the most common tasks. Central HR employees responsible for hiring activities are highly proficient utilizing PeopleSoft. The NeoGov applicant tracking system is the primary resource for employees involved in recruiting and hiring at the department level. F8: The County does not track the reasons candidates decline county jobs. Respons...
F8
The hiring process is lengthy, with 27 steps and taking on average 113 days, which can potentially discourage applicants from completing the process and receiving an offer of employment.
Response: Agree
Score: +1
HR agrees with this finding. F9: The time needed to maintain County job classifications grows as similar job specifications become more specialized. Response: HR agrees with this finding. F10: The County's specialized job classifications narrow the pool of potential applicants. Response: HR agrees with this finding. F11: EHSD contracted with an external consultant from July 1, 2024, to June 30, 2025, to evaluate its hiring processes and make recommendations for improvements. Response: HR agrees with this finding. F12: The County HR department does not currently contract with an external consul...
F9
Fewer college students in the western United States are enrolling in social work majors, reducing the pool of potential applicants.
Response: Agree
Score: +1
HR agrees with this finding. F10: The County's specialized job classifications narrow the pool of potential applicants. Response: HR agrees with this finding. F11: EHSD contracted with an external consultant from July 1, 2024, to June 30, 2025, to evaluate its hiring processes and make recommendations for improvements. Response: HR agrees with this finding. F12: The County HR department does not currently contract with an external consultant to review its hiring processes. Response: HR agrees with this finding.
F13: The HR stad-to-employee ratio in Contra Costa County suggests that the HR dep...
R9
By 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.
Response: Requires Analysis
Score: 0
Human Resources (HR) partially disagrees with this finding. For clarification, the document referenced regarding 27 steps to hire was designed to show the collaboration and shared responsibility between Central HR and the departments during a recruitment. Not all 27 steps are required for each recruitment, and many of the steps are happening simultaneously. F2: The hiring process is lengthy, with an average of 113 days to hire. Response: HR agrees with this finding. The average days to hire continues to decrease each year for the last five years and will be an ongoing priority. F3: The Employm...
F10
Children and Family Services does not recruit for social workers at universities and colleges outside of the Bay Area or participate at recruiting/hiring fairs nationally.
Response: Agree
Score: +1
HR agrees with this finding. F11: EHSD contracted with an external consultant from July 1, 2024, to June 30, 2025, to evaluate its hiring processes and make recommendations for improvements. Response: HR agrees with this finding. F12: The County HR department does not currently contract with an external consultant to review its hiring processes. Response: HR agrees with this finding.
F13: The HR stad-to-employee ratio in Contra Costa County suggests that the HR department is understaded compared to those in neighboring counties. Response: HR agrees with this finding. Recommendations Responses...
F11
Children and Family Services has reduced the educational requirements from Master of Social Work to Bachelor of Science plus relevant experience, to increase the pool of potential applicants.
Response: Agree
Score: +1
HR agrees with this finding. F12: The County HR department does not currently contract with an external consultant to review its hiring processes. Response: HR agrees with this finding.
F13: The HR stad-to-employee ratio in Contra Costa County suggests that the HR department is understaded compared to those in neighboring counties. Response: HR agrees with this finding. Recommendations Responses Updated December 9, 2025 RECOMMENDATIONS R1: By January 1, 2026, the Board of Supervisors (BOS) should consider using Measure X funds to hire an external consultant to assess hiring processes across t...
F12
Adding dedicated Human Resources staff to Employment and Human Services Department has aided hiring efforts.
Response: Agree
Score: +1
HR agrees with this finding.
F13: The HR stad-to-employee ratio in Contra Costa County suggests that the HR department is understaded compared to those in neighboring counties. Response: HR agrees with this finding. Recommendations Responses Updated December 9, 2025 RECOMMENDATIONS R1: By January 1, 2026, the Board of Supervisors (BOS) should consider using Measure X funds to hire an external consultant to assess hiring processes across the County. Response: This recommendation requires further analysis. Human Resources (HR) will conduct a search to select a qualified consultant. Measure X fu...
F13
Children and Family Services does not reimburse new employees for relocation expenses.
Response: Agree
Score: +1
HR agrees with this finding. Recommendations Responses Updated December 9, 2025 RECOMMENDATIONS R1: By January 1, 2026, the Board of Supervisors (BOS) should consider using Measure X funds to hire an external consultant to assess hiring processes across the County. Response: This recommendation requires further analysis. Human Resources (HR) will conduct a search to select a qualified consultant. Measure X funds are not available for this purpose. HR will work with County Administration to identify available funding. The goal is to hire the external consultant in January 2026. R2: By July 1, 2...
▶
Board of Supervisors
May 16, 2025
•
7 pages
• 28 responses
•
Score: +1
(+1, 22, 0)
View Details ▾
28 responses to findings and recommendations
F1
The Children and Family Services staff is dedicated to the important work they do.
Response: Disagree Partially
Score: 0
The Employment & Human Services Department (EHSD) agrees with and appreciates this finding.
F2:
The social worker job is challenging and stressful, contributing to the difficulty in recruiting and retaining of staff. Response: EHSD agrees with this finding.
F3:
Children and Family Services faces challenges in both hiring and retaining social worker staff. Response: EHSD agrees that this is a long-standing county, state, and national situation.
F4:
Social workers have resigned and taken positions with competing agencies offering higher pay. Response: EHSD partially disagrees. Social worke...
R1
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to recruit for social workers at universities and colleges outside of Contra Costa County, participate at recruiting/hiring fairs nationally, and host virtual job fairs, potentially using Measure X funds as a source of funding.
Response: Implemented
Due: January 1, 2026
Scheduled: within 1 year
Score: 0
The Children and Family Services staff is dedicated to the important work they do Response: The Employment & Human Services Department (EHSD) agrees with and appreciates this finding.
F2:
The social worker job is challenging and stressful, contributing to the difficulty in recruiting and retaining of staff. Response: EHSD agrees with this finding.
F3:
Children and Family Services faces challenges in both hiring and retaining social worker staff. Response: EHSD agrees that this is a long-standing county, state, and national situation.
F4:
Social workers have resigned and taken positions w...
F2
The social worker job is challenging and stressful, contributing to the difficulty in recruiting and retaining of staff.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding.
F3:
Children and Family Services faces challenges in both hiring and retaining social worker staff. Response: EHSD agrees that this is a long-standing county, state, and national situation.
F4:
Social workers have resigned and taken positions with competing agencies offering higher pay. Response: EHSD partially disagrees. Social workers do resign but EHSD does not have the data to support that a preponderance take positions with better pay. Employees who give notice of resignation are referred for exit interviews, which are optional. Of the 13 most recent exi...
R2
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop an employee referral program, potentially using Measure X funds as a source of funding.
Response: Unknown
Score: 0
EHSD, Human Resources, and the County Administrator's Office do not recommend an employee referral program at this time. An employee referral program would need to be assessed in light of the County workforce as a whole and by taking into consideration the market for similar referral incentives. Additionally, logistical hurdles include accurate validation of employee referrals.
R3:
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to implement a hiring and retention bonuses program, potentially ...
F3
Children and Family Services faces challenges in both hiring and retaining social worker staff.
Response: Disagree Partially
Score: 0
EHSD agrees that this is a long-standing county, state, and national situation.
F4:
Social workers have resigned and taken positions with competing agencies offering higher pay. Response: EHSD partially disagrees. Social workers do resign but EHSD does not have the data to support that a preponderance take positions with better pay. Employees who give notice of resignation are referred for exit interviews, which are optional. Of the 13 most recent exit interviews, most respondents checked multiple boxes for the reasons for resignation. Four indicated the reason for resignation was better pay...
R3
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to implement a hiring and retention bonuses program, potentially using Measure X funds as a source of funding.
Response: Unknown
Score: 0
EHSD, Human Resources, and the County Administrator's Office will work together to consider a time-limited hiring and retention bonus program for Children & Family Services Social Workers for BOS consideration and approval, and implementation by July 1, 2026. This aligns with the recent Board approved time-limited hiring and retention bonuses for Community Services Bureau teachers. It also alians with child welfare social worker hiring and retention bonus program in San Mateo County. Should they be implemented, these bonuses will be funded by EHSD allocations for CFS programs as salary and ben...
F4
Social workers have resigned and taken positions with competing agencies offering higher pay.
Response: Disagree Partially
Score: 0
EHSD partially disagrees. Social workers do resign but EHSD does not have the data to support that a preponderance take positions with better pay. Employees who give notice of resignation are referred for exit interviews, which are optional. Of the 13 most recent exit interviews, most respondents checked multiple boxes for the reasons for resignation. Four indicated the reason for resignation was better pay, eight noted personal reasons, four noted relocation or better commute, and 6 noted they were going to another government organization.
F5:
As of January 2025, Children and Family Service...
R4
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to create other incentive programs for new and existing staff, such as student loan forgiveness programs and housing assistance, potentially using Measure X funds as a source of funding.
Response: Unknown
Score: 0
EHSD, Human Resources, and the County Administrator's Office do not recommend implementing this recommendation. All county employees are already eligible for the federal Public Service Loan Forgiveness Program (PSLF) in which, per current rules, remaining student loan balances are forgiven after 120 qualifying payments and full-time employment in a qualifying government. President Donald Trump affirmed this program in a Presidential Action on March 7, 2025. Given that the cost of housing in the Bay Area impacts all county employees, a classification-specific housing assistance program would no...
F5
As of January 2025, Children and Family Services has a current social worker vacancy rate of 19%, with 31 of 167 authorized positions unfilled.
Response: Disagree Partially
Score: 0
EHSD agrees that the vacancy rate was 19% in January 2025. The rate is declining. On June 30, 2025 Children and Family Services has 165 authorized Social Worker II/III positions and a total of 24 vacancies which equates to a vacancy rate of 16%
F6:
Understaffing increases the workload for existing staff.
Response: EHSD agrees with this finding. To mitigate workload impacts for permanent ÷. social workers, EHSD utilizes staff reassignments to balance caseloads, paid over-time, and temporary and retiree social workers.
F7:
The absence of a full staff of social workers can result in a negati...
R5
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to expand internship programs to generate increased interest in working with CFS in Contra Costa.
Response: Unknown
Score: 0
EHSD does have the capacity to expand the number of hosted participants in the federally funded California Title IV-E Education Program for child welfare social workers. EHSD employs a part-time retiree who administers this program including recruitment of students and interactions with local participating universities (CSU East Bay, Sacramento State University, San Francisco State University, San Jose State University, University of California Berkeley). EHSD acknowledges the Grand Jury
F6
Understaffing increases the workload for existing staff.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding. To mitigate workload impacts for permanent ÷. social workers, EHSD utilizes staff reassignments to balance caseloads, paid over-time, and temporary and retiree social workers.
F7:
The absence of a full staff of social workers can result in a negative impact on services provided to children and families, including delays in service, requirements for reinterviews, and the related stress on children and families. Response: Budgeted and filled positions are not the best indicators of sufficient staffing. SB2030 helped provide guidance on caseload standards, but sta...
R6
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to streamline the hiring process to reduce the time it takes to hire a social worker.
Response: Implemented
Score: 0
The child welfare social work classifications (SW II and SW III) are already continuous recruitments. The factor limiting hiring is the necessity of an intensive, threemonth orientation and training for all new social workers, including those with experience in other counties as county practices differ. EHSD currently conducts three trainings per year, a schedule necessitated by the fact that much of the training is delivered by the Bay Area Academy (dedicated to child welfare training) concurrently for all Bay area counties. The number of new employees in each training is not limited but some...
F7
The absence of a full staff of social workers can result in a negative impact on services provided to children and families, including delays in service, requirements for re-interviews, and the related stress on children and families.
Response: Disagree Partially
Score: 0
Budgeted and filled positions are not the best indicators of sufficient staffing. SB2030 helped provide guidance on caseload standards, but standards and resource levels vary across California counties. Risk is always present, and varies case by case. Overall, Contra Costa performs well related to mandatory national standards. EHSD12 month EHSD April average (May Performance Measure (mandated level) 2025 2024-April 2025) 1. Immediate referrals with timely response 96% 97% (=>90%) 2. 10 day referrals with timely response 93% 95% (=>90%) 3. Timely monthly social worker visits 95% 96% (=>95%) 4. ...
R7
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop and implement a program to pay for moving expenses for newly hired social workers, potentially using Measure X funds as a source of funding.
Response: Unknown
Score: 0
Human Resources partially disagrees. The 113 days to hire is a countywide average and is consistent with other public sector agencies. This average is not specific to CFS or the Social Worker classifications, which are run as continuous recruitments throughout the year. In FY 24/25 we received 417 applications for the CFS Social Worker classifications which indicates a high level of interest. The average time to hire continues to decrease year over year and remains a high priority for ongoing improvement. The 27 steps to hire document outlines internal HR and departmental personnel staff tasks...
F8
The hiring process is lengthy, with 27 steps and taking on average 113 days, which can potentially discourage applicants from completing the process and receiving an offer of employment.
Response: Disagree Partially
Score: 0
Human Resources partially disagrees. The 113 days to hire is a countywide average and is consistent with other public sector agencies. This average is not specific to CFS or the Social Worker classifications, which are run as continuous recruitments throughout the year. In FY 24/25 we received 417 applications for the CFS Social Worker classifications which indicates a high level of interest. The average time to hire continues to decrease year over year and remains a high priority for ongoing improvement. The 27 steps to hire document outlines internal HR and departmental personnel staff tasks...
R8
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop and implement a program to pay for travel expenses of employees when recruiting social workers, potentially using Measure X funds as a source of funding.
Response: Implemented
Score: 0
EHSD, Human Resources, and the County Administrator's Office do not recommend implementing this recommendation as it would be inequitable if not applied to all county positions, and would be cost prohibitive if applied to all county positions. EHSD offers remote activities for all application, interview and hiring activities.
R9:
By 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 recruitme...
F9
Fewer college students in the western United States are enrolling in social work majors, reducing the pool of potential applicants.
Response: Agree
Score: +1
acknowledges the Grand Jury Finding 9 that fewer college students in the western United States are enrolling in social work majors, reducing the pool of potential applicants.
R9
By 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.
Response: Implemented
Score: 0
In addition to the motivational, recognition, and wellness programs for social workers already implemented by EHSD and listed in F15 above, CFS has retained two consultants for additional supports. In 2025, one consultant is delivering a series of Emotional Intelligence trainings to strengthen the leadership team so that they can better support staff through high stress situations. And in 2026, another consultant will train supervisors in Reflective Supervision to help staff process and manage burnout and secondary trauma which is common in child welfare work.
F10
Children and Family Services does not recruit for social workers at universities and colleges outside of the Bay Area or participate at recruiting/hiring fairs nationally.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding.
F11:
Children and Family Services has reduced the educational requirements from Master of Social Work to Bachelor of Science plus relevant experience, to increase the pool of potential applicants. Response: EHSD partially agrees with this finding. EHSD reduced the educational
requirement from Master of Social Work to Bachelor of Science plus relevant experience
prior to the year 2000, though the actual date is unknown. EHSD does not have records indicating the reason for this change.
F12:
Adding dedicated Human Resources staff to Employment and Human Servic...
F11
Children and Family Services has reduced the educational requirements from Master of Social Work to Bachelor of Science plus relevant experience, to increase the pool of potential applicants.
Response: Disagree Partially
Score: 0
EHSD partially agrees with this finding. EHSD reduced the educational
requirement from Master of Social Work to Bachelor of Science plus relevant experience
prior to the year 2000, though the actual date is unknown. EHSD does not have records indicating the reason for this change.
F12:
Adding dedicated Human Resources staff to Employment and Human Services Department has aided hiring efforts. Response: EHSD agrees with this finding.
F13:
Children and Family Services does not reimburse new employees for relocation expenses. Response: EHSD agrees with this finding. The County does not reim...
F12
Adding dedicated Human Resources staff to Employment and Human Services Department has aided hiring efforts.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding.
F13:
Children and Family Services does not reimburse new employees for relocation expenses. Response: EHSD agrees with this finding. The County does not reimburse new employees for relocation expenses. Children and Family Services does not reimburse interviewees for travel expenses.
F14:
Response: EHSD agrees with this finding. The County does not reimburse interviewees for travel expenses. EHSD does offer video interviews for all social work applicants for CFS positions, including out-of-town applicants.
F15:
Children and Family Services provides limited m...
F13
Children and Family Services does not reimburse new employees for relocation expenses.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding. The County does not reimburse new employees for relocation expenses. Children and Family Services does not reimburse interviewees for travel expenses.
F14:
Response: EHSD agrees with this finding. The County does not reimburse interviewees for travel expenses. EHSD does offer video interviews for all social work applicants for CFS positions, including out-of-town applicants.
F15:
Children and Family Services provides limited motivational, recognition, and wellness programs for social workers.
Response: EHSD disagrees with this finding. The Board of Superviso...
F14
Children and Family Services does not reimburse interviewees for travel expenses.
Response: Disagree Partially
Score: 0
EHSD disagrees with this finding. The Board of Supervisors, EHSD, and CFS celebrate and acknowledge social work staff annually during Social Work appreciation month. The various CFS Divisions coordinate and plan celebrations throughout the year. These include annual years of service recognition events, opportunities for social workers to be spotlighted for their work in the EHSD newsletter and during Board proclamation months. Employee Assistance Program services are available to all staff and CFS holds a critical incident debriefing to support staff involved in critical incidents. CFS offers ...
F15
Children and Family Services provides limited motivational, recognition, and wellness programs for social workers.
Response: Disagree Partially
Score: 0
EHSD disagrees with this finding. The Board of Supervisors, EHSD, and CFS celebrate and acknowledge social work staff annually during Social Work appreciation month. The various CFS Divisions coordinate and plan celebrations throughout the year. These include annual years of service recognition events, opportunities for social workers to be spotlighted for their work in the EHSD newsletter and during Board proclamation months. Employee Assistance Program services are available to all staff and CFS holds a critical incident debriefing to support staff involved in critical incidents. CFS offers ...
F16
Children and Family Services does not have an employee referral program for social workers.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding. To mitigate workload impacts for permanent ÷. social workers, EHSD utilizes staff reassignments to balance caseloads, paid over-time, and temporary and retiree social workers.
F7:
The absence of a full staff of social workers can result in a negative impact on services provided to children and families, including delays in service, requirements for reinterviews, and the related stress on children and families. Response: Budgeted and filled positions are not the best indicators of sufficient staffing. SB2030 helped provide guidance on caseload standards, but sta...
F17
Children and Family Services does not have a hiring or retention bonus program for social workers.
Response: Disagree Partially
Score: 0
EHSD agrees with this finding. The County does not have a hiring or retention bonus program for social workers.
F18:
Children and Family Services has university and employee internship programs. Since 2019, CFS hired eight of 28 university interns and promoted five of 23 employee interns into permanent social worker positions. Response: EHSD essentially agrees with this finding with a small correction to the exact numbers. Since 2019 CFS has hired 10 university interns promoted 6 employee interns into permanent social worker positions.
F19:
Several of the challenges identified by the Grand...
F18
Children and Family Services has university and employee internship programs. Since 2019, CFS hired eight of 28 university interns and promoted five of 23 employee interns into permanent social worker positions.
Response: Disagree Partially
Score: 0
EHSD essentially agrees with this finding with a small correction to the exact numbers. Since 2019 CFS has hired 10 university interns promoted 6 employee interns into permanent social worker positions.
F19:
Several of the challenges identified by the Grand Jury in 2019 (including a number of vacancies among social workers, a lengthy hiring process, heavy workloads, and a stressful work environment) still exist today. Response: EHSD partially agrees. Contra Costa County along with other child welfare agencies statewide have continued to grapple with social work vacancies since 2019. The natu...
F19
Several of the challenges identified by the Grand Jury in 2019 (including a number of vacancies among social workers, a lengthy hiring process, heavy workloads, and a stressful work environment) still exist today.
Response: Disagree Partially
Score: 0
EHSD agrees that the vacancy rate was 19% in January 2025. The rate is declining. On June 30, 2025 Children and Family Services has 165 authorized Social Worker II/III positions and a total of 24 vacancies which equates to a vacancy rate of 16%
F6:
Understaffing increases the workload for existing staff.
Response: EHSD agrees with this finding. To mitigate workload impacts for permanent ÷. social workers, EHSD utilizes staff reassignments to balance caseloads, paid over-time, and temporary and retiree social workers.
F7:
The absence of a full staff of social workers can result in a negati...
▶
Board of Supervisors
January 19, 2025
•
3 pages
• 12 responses
•
Score: +4
(+6, 4, -2)
View Details ▾
12 responses to findings and recommendations
F1
The Children and Family Services staff is dedicated to the important work they do.
Response: Disagree Partially
Score: 0
The respondent agrees with the finding. F2. As of January 19, 2025, eight percent (nine of 111) of County BCCs have no website or other online presence making it difficult for the public to obtain information about the existence, purpose, membership and progress of these BCCs. Response: The respondent disagrees with the finding. Of the one hundred and eleven (111) bodies listed in Appendix A, eight (8) are either subcommittees of a body that is already listed, duplicates, or inactive as they have been sunset through board action or were ad hoc (temporary) bodies that no longer meet. Thus, the ...
R1
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to recruit for social workers at universities and colleges outside of Contra Costa County, participate at recruiting/hiring fairs nationally, and host virtual job fairs, potentially using Measure X funds as a source of funding.
Response: Will Implement
Score: +1
The recommendation has already been implemented. R2. The Board of Supervisors should consider directing the appropriate staff to create, by January 1, 2026, an online master list of all County BCCs where each listing contains a link to the associated BCC website and a link to the master list is made available on the home page of the main County website and on the home page of Legistar. Response: The recommendation will be partially implemented. Staff will create and maintain a master list that combines the current advisory bodies listed in the Maddy Book, the bodies to which members of the Boa...
F2
The social worker job is challenging and stressful, contributing to the difficulty in recruiting and retaining of staff.
Response: Disagree Partially
Score: 0
The respondent disagrees with the finding. Of the one hundred and eleven (111) bodies listed in Appendix A, eight (8) are either subcommittees of a body that is already listed, duplicates, or inactive as they have been sunset through board action or were ad hoc (temporary) bodies that no longer meet. Thus, the total number of "County BCCs" should be 103. Of those, all either have their own webpage as part of the Boards and Commissions Database<sup>1</sup>, are listed on the Standing Committees webpage<sup>2</sup>, or have their own standalone website or webpage because they are an elected body...
R2
By January 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to develop an employee referral program, potentially using Measure X funds as a source of funding.
Response: Will Implement
Score: +1
The recommendation will be partially implemented. Staff will create and maintain a master list that combines the current advisory bodies listed in the Maddy Book, the bodies to which members of the Board of Supervisors are appointed, and the additional departmental bodies that don't fall into either category. This list will be housed on the Clerk of the Board website and will be complete by August 31, 2025. R3. The Board of Supervisors should consider directing each County BCC to post all meeting agendas and minutes in the appropriate section of Legistar on the central County website by Januar...
F3
Children and Family Services faces challenges in both hiring and retaining social worker staff.
Response: Disagree Partially
Score: 0
The respondent partially disagrees with the finding. The majority of bodies (88 of 103 or 85 percent) are listed in one of two locations: the master Boards & Commissions database (see footnote 1), which includes links to subpages with information on each body, or the Standing Committees webpage (see footnote 2). The remainder (15 of 103 or 15 percent) are spread across multiple department web pages which can make them difficult to find. F4. There is no master list of all County BCCs contained on the County main website. Response: The respondent partially disagrees with the finding. There is a ...
R3
By July 1, 2026, the Board of Supervisors should consider directing the Human Resources Department and the Employment and Human Services Department to implement a hiring and retention bonuses program, potentially using Measure X funds as a source of funding.
Response: Will Implement
Score: +1
The recommendation will be implemented by August 31, 2025.
F4
Social workers have resigned and taken positions with competing agencies offering higher pay.
Response: Disagree Partially
Score: 0
The respondent partially disagrees with the finding. There is a master list of all advisory bodies that are appointed by the Board of Supervisors, which is referred to as the Maddy Book. This can be accessed in both an interactive format that is regularly updated as changes occur, called the Boards & Commissions Database (see footnote 1), as well as in a PDF version that is updated at the end of every calendar year<sup>3</sup>. There is also a master <sup>1</sup> https://www.contracosta.ca.gov/6408/Boards-and-Commissions-Database <sup>2</sup> https://www.contracosta.ca.gov/8633/Board-of-Superv...
F5
As of January 2025, Children and Family Services has a current social worker vacancy rate of 19%, with 31 of 167 authorized positions unfilled.
Response: Disagree
Score: -1
The respondent disagrees with the finding. Not all of the bodies included on the list of "County BCCs" are administered by county staff and therefore cannot all be included directly on the Legistar website. In such cases where agendas are managed by an external agency, the agendas are accessible via a link located on the Legistar website<sup>5</sup> (see the External Meetings tab). Of the 103 "County BCCs", seventy-eight (78) were either posting agendas directly through Legistar or were linked from the Legistar website, and two (2) were inactive or recently sunset, meaning they had no agendas ...
F6
Understaffing increases the workload for existing staff.
Response: Agree
Score: +1
The respondent agrees with the finding, though notes that the total number of "County BCCs" should be 103, not 111. F7. As of January 19, 2025, of the 49 County BCCs that post their minutes in Legistar, 27 (55 percent) incorporate them into the agenda packets rather than in the Minutes column of Legistar, making it difficult to locate meeting minutes. Response: The respondent agrees with the finding. As of June 11, 2025, forty-two percent (44 of 103) bodies are either posting their meeting minutes to the Minutes column of Legistar or are an external body and are linked from the Legistar websit...
F7
The absence of a full staff of social workers can result in a negative impact on services provided to children and families, including delays in service, requirements for re-interviews, and the related stress on children and families.
Response: Agree
Score: +1
The respondent agrees with the finding. As of June 11, 2025, forty-two percent (44 of 103) bodies are either posting their meeting minutes to the Minutes column of Legistar or are an external body and are linked from the Legistar website. F8. Historic County agenda and minutes data are stored and accessed in two different applications, Legistar and AgendaCenter, which can make the information difficult to find. Response: The respondent disagrees with the finding. Agendas and minutes are publicly accessible through the Legistar website. The site includes tabs linking to both the AgendaCenter<su...
F8
The hiring process is lengthy, with 27 steps and taking on average 113 days, which can potentially discourage applicants from completing the process and receiving an offer of employment.
Response: Disagree
Score: -1
The respondent disagrees with the finding. Agendas and minutes are publicly accessible through the Legistar website. The site includes tabs linking to both the AgendaCenter<sup>6</sup> and to Laserfiche<sup>7</sup>, an online document repository that houses historical agendas and minutes. 4 https://www.contracosta.ca.gov/DocumentCenter/View/71622/BOS-Committee-Assignments---By-Type- <sup>5</sup> https://contra-costa.legistar.com/Calendar.aspx <sup>6</sup> https://www.contracosta.ca.gov/agendacenter <sup>7</sup> https://www.contracosta.ca.gov/6952/Clerk-of-the-Board-Document-Center
F9. Even th...
F9
Fewer college students in the western United States are enrolling in social work majors, reducing the pool of potential applicants.
Response: Agree
Score: +1
The respondent agrees with the finding. <b>RECOMMENDATIONS:</b> California Penal Code Section 933.05(b) requires a response to the designated recommendations of the Grand Jury. R1. The Board of Supervisors should consider requiring each County board, commission, and committee to create a basic internet presence by June 1, 2026, that includes, at minimum, links to their charter (if available), by-laws (if available), membership information, agendas, and minutes. Response: The recommendation has already been implemented. R2. The Board of Supervisors should consider directing the appropriate staf...