AB 2561
Status of the City of Alameda
Vacancies and
Recruitment and Retention Efforts
City Council
May 20, 2025
ITEM 7-A
AB 2561 BACKGROUND
2 • AB 2651 added Government Code section 3502.3 to the Meyers-Milias Brown Act (MMBA) effective January 1, 2025,
• AB 2561 requires local government agencies to present information on the following during a public hearing before the governing board:
1. Status of vacancies
2. Recruitment and retention efforts; and
3. Any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process
• Entitles recognized employee units to make a presentation during public hearing • If the vacancy rate is at least 20% in a bargaining unit, additional obligations may apply, including:
1. The total number of job vacancies within the unit
2. The total number of applicants for vacant positions within the unit
3. The average number of days to complete the hiring process from when the position is posted
4. Opportunities to improve compensation and other working conditions
WORKFORCE INFORMATION
3 • Total Budgeted/Authorized Full-Time Positions
• January 1, 2024: 595
• December 31, 2024: 601
• Services Rendered to Public by Budgeted/Authorized Workforce:
• City Attorney
• City Clerk
• City Manager’s Office
• Base Reuse & Economic
Development
• Electric Utility
• Finance
• Fire
• Human Resources
• Information Technology
• Library
• Planning, Building, & Transportation
• Police
• Public Affairs &Communications
• Public Works
• Recreation & Park
CITYWIDE VACANCY INFORMATION
4 2024 Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec # of Vacancies Beginning
of Month 70 62 59 60 61 63 63 67 62 59 57 54
# of Separations 2 3 6 6 10 7 8 8 4 7 3 10
# of New Hires 10 8 3 6 10 6 9 7 11 7 6 7
# of Promotions 3 1 5 1 1 5 2 4 4 0 5 0
# of Budgeted Positions 595 596 597 597 597 597 598 601 601 601 601 601 % of Vacancies 11.8% 10.2% 9.8% 10.1% 10.2% 10.6% 10.5% 11.2% 10.3% 9.8% 9.5% 9.0% • Average % of Vacancies at the End of Each Month: 10.3% • Highest % of Vacancies at the End of the Month: 11.8% • Lowest % of Vacancies at the End of the Month: 9.0%
VACANCY INFORMATION BY LABOR GROUP
5 LABOR GROUP PERCENTAGE
Alameda City Employee Association/OE3 (ACEA) 9.5%
Alameda Fire Chiefs Association (AFCA) 2.8%
Alameda Police Management Association (APMA) 0%
Alameda Police Officers Association (APOA) 24.4%
Alameda Police Officers Association Non-Sworn (PANS) 4.6% Electric Utility Professionals of Alameda (EUPA) 11.3%
International Association of Fire Freighters, Local 689 (IAFF) 3.4% International Brotherhood of Electrical Workers, Local 1245 (IBEW) 12.1% Management & Confidential Employees Association (MCEA) 9.9% Represented Employees: 2024 Annual Average Vacancy Rate
VACANCY INFORMATION BY LABOR GROUP
6 UNREPRESENTED GROUP PERCENTAGE
Alameda Municipal Unrepresented Employees (AMPU) 14.6%
Executive Management Employees (EXME) 7.8%
Police Auditor 0%
Rent Program Director 0%
Unrepresented Employees: 2024 Annual Average Vacancy Rate
RECRUITMENT PROCESS
7 RECRUITMENT INFORMATION
8 • Recruitment Statistics for 2024:
• Total # of Vacancies Filled: 122
• Average Number of Calendar Days to Fill Vacancies:
• From Requisition to Eligible List: 84
• From Eligible List to Conditional Offer: 28
• Number of Vacancies Filled By:
• Existing Eligible Lists: 43
• Reinstatement: 2
• New Recruitments Opened: 46
• Promotional Only Recruitments: 31
HIRING ISSUES
9 • The City reviewed applicable policies, procedures, and recruitment activities to identify:
• Potential Obstacles to Hiring
• Opportunities for Improvement
2024 RETENTION STATISTICS
10 Total # of Vacancies Created During 2024: 98
• # of Vacancies created by Newly Budgeted Position (July 1, 2024): 3 • % of Vacancies Resulting from Staffing Growth: 0.03%
• # Of Vacancies Created by Internal Promotions: 19
• # Of Vacancies Created by Internal Transfers: 2
• % of Vacancies Resulting from Internal Opportunity: 22.8% 2024 RETENTION STATISTICS
11 Total # of Vacancies Created During 2024: 98
• # Of Vacancies Created by Retirement: 23
• # Of Vacancies Created by Involuntary Separation: 9
• % of Vacancies Resulting from Attrition: 32.7%
• # Of Vacancies Created by Voluntary Separation: 42
• % of Vacancies Resulting from Turnover: 42.9%
• Annual staffing Turnover Rate: 12.3%
ALAMEDA POLICE OFFICERS
ASSOCIATION (APOA)
12 APOA vacancy rate meets AB 2561 vacancy threshold of 20% • # Of Vacancies in Unit: 22
• # Of Applicants for Vacant Positions:
• 2024: 695
– Recruits: 565; Graduates: 90; Laterals: 40
• 2025: 160
– Recruits: 125; Graduates: 24; Laterals: 11
• Avg # Of Calendar Days to Hire:
• 2024: 147 Days
• 2025: 125 Days
• Opportunities for Improvement in Compensation & Working Conditions • Retention
• Labor Negotiations
Questions
13