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Extracted from Consolidated Report

This investigation was originally published as part of a larger consolidated report containing multiple investigations. View the consolidated PDF for the complete document.

Santa Cruz County Grand Jury • 2023-2024

New Recruiting Ideas for the Personnel Department

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Findings 17 findings

F1 Page 378
Requiring candidates for difficult to fill positions coordinate with Personnel rather
F2 Page 378
The Personnel Department recruiter training does not provide recruiter skills to
F3 Page 378
Outdated personnel “candidate pool” rules and Civil Service recruiting policies
F4 Page 378
By not sending candidates for difficult to fill positions directly to hiring managers
F5 Page 378
Most county departments lack dedicated hiring managers leading to overloaded
F6 Page 378
The Personnel Department has not changed policies and procedures in the face
F7 Page 378
The Personnel Department’s website advertising continuous open positions
F8 Page 379
Continuous improvement for promoting existing employees in departments with
F9 Page 379
Promoting employees within departments with many difficult to fill positions can
F10 Page 379
The months-long hiring process is frustrating to candidates and jeopardizes the
F11 Page 379
The time required for complex paper processes steals time from creative
F12 Page 379
Despite the finding in F9, having leadership in Personnel Department positions
F13 Page 380
The 8-county salary comparison in place since 2002 is no longer a useful
F14 Page 380
To attract a wider pool of candidates for difficult to fill positions, pay needs to be
F15 Page 380
The County Personnel Department was consistently unable to provide
F16 Page 380
The Personnel Department expects the department units themselves to track
F17 Page 380
By not filling essential positions for months at a time, services for residents suffer

Recommendations 9