Plumas County still has about 74 full-time jobs unfilled out of 417 total positions.
The vacancy rate stands at 17.7%, down from 21% last August, according to Deputy County Counsel Sara James. Board Chair Mimi Hall said the rate remains too high.
James shared details for each of the county’s 13 bargaining units. The general unit has 42 vacancies, a 25.4% rate. Mid-management has nearly 11 vacancies, a 20.4% rate.
James suggested focusing recruitment efforts on departments with vacancy rates above 20%. This covers many areas except probation, public works, and the sheriff’s office.
The county held a public hearing to meet state rules requiring annual reports on vacancies and hiring efforts before approving budgets. James expects to provide more historical data in future years to track what works.
Hall urged supervisors to rethink pay raises. She wants targeted wage increases for positions needing special education or licenses.
Social service, behavioral health, and public health departments have the highest vacancy rates. Behavioral health faces nearly 50% vacancies with seven of nine therapist jobs open. Manager and peer support roles in behavioral health also have many vacancies.
Public health nurses and licensed social workers face significant gaps. Hall noted many of these jobs receive funding from outside the county and can bring in reimbursements. Filling behavioral health roles can ease demands on the sheriff’s office, Supervisor Tom McGowan said.
James highlighted wages, cost of living, health insurance, burnout, housing, and department stability as recruitment challenges. The county has used $10,000 hiring bonuses for social service and behavioral health workers. A similar bonus helped reduce vacancies in the sheriff’s mid-management unit.
Over the past year, the county received 420 applications and hired 106 people. Most found jobs through the county website or online searches. Human Resources Director Josh Mizrahi said his team expanded recruitment by attending job fairs at local colleges and plans to reach more campuses.
What can the county do next to attract talent for these critical roles? Adjusting pay and benefits could improve recruitment and retention. Expanding outreach beyond traditional methods might reach candidates who haven’t considered county jobs before.
