A peer-benchmarked workforce scorecard for LA County, shaped by our delivery experience at King County, City of Detroit, and the State of Idaho. Takes ~3 minutes. Conservative estimates, not a pitch.
What we already know about County of Los Angeles
· Segment: county government
· Approx. workforce: 110,000
· Union posture: SEIU Local 721 + multiple department-specific CBAs
· 24/7 safety-critical operations
· Reference anchor: King County + City of Detroit
Six dimensions · ~3 minutes
01 · WFM platform consolidation
Are LA County departments on a shared WFM platform or fragmented?
02 · Time-card correction rate
Roughly what share of time cards require manual correction each pay cycle (county-wide)?
Correction rates compiled from public-sector payroll studies cluster in the 2–8% range; industry conservatively treats 5% as 'acceptable.'
03 · Overtime leakage risk
How confident are you that all paid county overtime is covered by explicit approval?
Overtime leakage in public-sector 24/7 operations commonly runs 1–3% of base payroll when time capture is not tightly controlled.
04 · Sheriff / Fire schedule integrity
Where are court time, callback, and shift trades tracked for sworn personnel today?
05 · CBA pay-rule maintenance lag
When a CBA change is ratified, how long until it is live in county production systems?
06 · FLSA / regulatory audit readiness
How ready are time records for an FLSA or state regulatory audit at county scale?
FLSA and internal audit findings are tracked at the posture level only — none of these estimates are legal guidance.