Board of Supervisors’ Response Recommendations Responses Updated December 9, 2025

Published: June 02, 2025 4 pages

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Findings and Recommendations 13 findings

The hiring process is a complex, multi-step process involving 27 steps. Response: 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.

Related Recommendations (1)

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.

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.

Related Recommendations (1)

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 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.

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.

Related Recommendations (1)

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 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 June 2025, HR entered into a service contract with an organization called Civic Calling Corporation (dba Holly) which provides a technology solution that collects classification and compensation data and oLers tools that support data analysis. The service also has functionality to compare existing classifications, analyze components such as Minimum Qualifications, Knowledge/Skills/Abilities and Typical Tasks to identify classifications appropriate for consolidation and develop templates for the new combined classifications. This service will allow HR to more eLiciently and eLectively progress in the consolidation process.

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.

Related Recommendations (1)

By January 1, 2026, the BOS should consider directing the Public Works department to ensure there is a backup for the internal HR stad member responsible for performing delegated-authority tasks. Response: 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.

Public Works has one in-house person managing HR recruiting and hiring without any backup. Response: HR and Public Works agree with this finding.

Related Recommendations (1)

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 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.

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.

Related Recommendations (1)

By January 1, 2026, the BOS should consider hiring additional HR analysts. Response: 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.

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 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.