TO: Board of Supervisors
FROM: Oscar Ortiz, Sheriff-Coroner
REPORT BY: Erin Corry, Staff Services Analyst II
SUBJECT: Agreement with All-Star Talent for Recruitment Staffing Services
RECOMMENDATION
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Approve and authorize Agreement No. 260167B with All-Star Talent for recruitment staffing services. (Fiscal Impact: $136,250; Expense; General Fund; Budgeted; Discretionary)
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BACKGROUND
The Sheriff’s Office is responsible for providing law enforcement and emergency services to the County of Napa. For the past several years, the Sheriff’s Office has been experiencing a critical challenge that law enforcement agencies nationwide are also facing: the recruitment of qualified law enforcement candidates. Due to this recruitment challenge, the Sheriff’s Office has not been able to fill its vacant deputy sheriff positions. This has resulted in an increase in overtime expenses to ensure adequate patrol services, putting financial strain on the general fund. More importantly, research has shown that too much overtime results in reduced officer performance and burnout. Multiple factors contribute to the current difficulties in law enforcement recruitment.
Today, the role of peace officer is not only about traditional policing skills, but also requires significant emotional intelligence, community engagement, and an understanding of complex social dynamics. These expectations have made the job more demanding, narrowing the pool of individuals both interested in and qualified for the profession. In addition, law enforcement agencies across the state and the country are competing for the same candidates, while also competing with the private sector. Traditional recruitment methods are failing to attract a diverse and qualified pool of peace officer candidates. Potential candidates are not finding out about career opportunities from print advertising or radio commercials. While the Sheriff’s Office has had some success with word-of-mouth references and through social media, today’s candidate market is becoming increasingly competitive.
The Sheriff’s Office has been able to almost double the rate of applications from 2022 to 2024 through aggressive but “organic” efforts, from approximately 20 applications a month to approximately 40. While this improvement helped identify and hire several new deputies, it has not kept pace with natural attrition and growth. One of the challenges in bringing a law enforcement agency to full staffing is the length of time it takes to identify, hire, and train a new peace officer that can staff a shift. The hiring process lasts between three to six months, followed by a six-month police academy program and an additional six months for the Field Training Program. In the 15 to 18 months it takes to bring on a fully trained deputy, the agency is likely to see one or two retirements or additional growth as our service area population and missions expand.
It is important to find solutions that can increase the number of initial applicants. A larger number of applicants at the beginning of the process will help identify a larger and more diverse population of applicants to process and eventually hire for assignment to an area police academy. The Sheriff’s Office would like to invest in recruitment efforts to double the current rate of applications through digital marketing by using a recruitment agency that specializes in this field, similar to what other law enforcement agencies are finding success with.
The Sheriff’s Office evaluated several recruitment agencies that specialize in law enforcement recruitment. After a thorough review of each agency’s recruitment proposals and associated costs, All-Star Talent emerged as the most qualified to meet the needs of the Sheriff’s Office and was found to be the most cost effective. Having recruiting experience with federal, state, and local law enforcement agencies, All-Star Talent provides insights into effective recruiting strategies and identifies opportunities for innovation to help the Sheriff’s Office achieve its recruiting goals.
All-Star Talent proposes a hiring initiative that focuses on three key factors. First, develop recruitment strategies centered around the Sheriff’s Office mission, its commitment to community, and public service values. Second, implement candidate sourcing methods, outreach, and screening processes driven by current hiring trends and proven best practices with the public safety sector. Finally, deliver clear and measurable outcomes through candidate pipeline development, targeted recruiting events, and applicant engagement strategies tailored to meet the Sheriff’s Office hiring needs.
Requested Action:
Approve and authorize the Chair to sign Agreement No. 260167B with All-Star Talent in the amount of $136,250 for the term of October 7, 2025, through October 6, 2026, for recruitment staffing services.
FISCAL IMPACT
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Is there a Fiscal Impact? |
Yes |
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Is it currently budgeted? |
Yes |
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Where is it budgeted? |
Sheriff’s Operation Budget - 1360000 |
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Is it Mandatory or Discretionary? |
Discretionary |
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Discretionary Justification: |
Traditional recruitment methods are not as effective in an era dominated by digital platforms and social media, so a recruitment agency that specializes in developing recruitment strategies is needed to help meet the Sheriff’s Office recruitment goals. All-Star Talent has proposed a recruitment initiative that focuses on current hiring trends and proven best practices for the public safety sector. |
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Is the general fund affected? |
Yes |
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Future fiscal impact: |
Appropriations will be budgeted appropriately in future fiscal years. |
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Consequences if not approved: |
If not approved, the Sheriff’s Office would continue to have difficulties recruiting qualified applicants to fill vacant sworn positions, which would result in continued overtime costs. In addition, research has shown that too much overtime can lead to reduced officer performance and burnout. |
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ENVIRONMENTAL IMPACT
ENVIRONMENTAL DETERMINATION: The proposed action is not a project as defined by 14 California Code of Regulations 15378 (State CEQA Guidelines) and therefore CEQA is not applicable.