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Anaheim, CA 92805
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www.anaheim.net
CITY COUNCIL AGENDA REPORT
City of Anaheim
HUMAN RESOURCES DEPARTMENT
DATE: JUNE 9, 2026
FROM: HUMAN RESOURCES DEPARTMENT
SUBJECT: STATUS OF VACANCIES, RECRUITMENT, AND RETENTION EFFORTS (AB 2561)
ATTACHMENT (Y/N): NO ITEM # 28
GOVERNMENT CODE § 84308 APPLIES: NO
RECOMMENDATION:
That the City Council, by Motion, receive and file the report on the status of City vacancies and recruitment and retention efforts, pursuant to Assembly Bill 2561 (Government Code §3502.3).
DISCUSSION:
Assembly Bill 2561 (AB 2561) amended the Meyers-Milias-Brown Act (MMBA) by adding section 3502.3 to the Government Code. Fiscal year 2025/26 served as the first year of compliance. The MMBA requires public agencies to report at a public hearing the status of vacancies, recruitment and retention efforts, and identify any necessary policies, procedures, and recruitment efforts that may lead to obstacles in hiring. In addition, if vacancies within any bargaining unit meet or exceed 20% of its total authorized full-time positions, the law requires additional related information be provided upon request of the bargaining unit. This includes information about job vacancies, applicant numbers, average time to complete the hiring process, and opportunities to improve compensation and working conditions.
Bargaining units are entitled to make a presentation during the public hearing regarding vacancies, recruitment, and retention. The Human Resources Department provided advanced notice of the public hearing to each recognized bargaining unit, and a public hearing notice was published in the Anaheim Bulletin on May 28, 2026.
The purpose of the legislation is to underscore the importance of ensuring that public agency operations are appropriately staffed and that high vacancy rates do not lead to burnout and increased turnover which can exacerbate staffing challenges.
Status of Vacancies
No bargaining unit exceeds the 20% vacancy threshold and as such, no related information has been requested by bargaining units.
AB 2561 Vacancies, Recruitment, and Retention Efforts
June 9, 2026
As of May 11, 2026, the City's overall vacancy rate is 7.15%, representing 149 vacancies out of 2,082 represented full-time positions. The table below summarizes full-time vacancies by bargaining unit for Fiscal Year 2025/26.
Bargaining Unit # of Vacancies # of Budgeted FTEs % of Vacancies AFA – Anaheim Fire Association 9 239 3.77%
AFSCME - Confidential 3 62 4.84%AFSCME - General 19 201 9.45%AFSCME – Professional & Technical 20 241 8.30% AMEA – Anaheim Municipal Employees Association - Clerical 24 202 11.88%AMEA – Anaheim Municipal Employees Association - General 41 404 10.15% APA – Anaheim Police Association 17 427 3.98%APMA – Anaheim Police Management Association 0 22 0.00% IBEW – International Brotherhood of Electrical Workers 8 203 3.94%IBEW – International Brotherhood of Electrical Workers - Management 8 81 9.88% Fiscal Year 2025/26 (as of 5/11/2026)
Recruitment Efforts
The City currently has 2,176 authorized full-time positions and 1,349 part-time positions. During FY 2025/26, Human Resources conducted 278 full-time recruitments. Approximately 33,000 applications were received resulting in 59 promotions (21%), and 219 external hires (79%). With the inclusion of part-time positions, as of May 11, 2026, the City completed 702 full-time and part-time job placements.
The City continues to prioritize internal promotions to support employee development, succession planning, retention, and continuity of operations, all consistent with City Council Strategic Plan Goal D – Foster a High-Organization.
To improve hiring efficiency and reduce time-to-hire, Human Resources streamlined and automated the onboarding process, including pre-employment documents, benefits enrollment, and mandatory training. A flexible one-way virtual interview platform was also implemented to enhance the initial screening process by allowing candidates to complete preliminary interviews remotely and within flexible timeframes, helping reduce scheduling barriers, expand candidate access, and improve recruitment outreach. This tool allows hiring managers to efficiently review, screen and evaluate a large volume of applicants. The average hiring timeline is approximately 60-90 days from job posting to job placement, while Police and Fire recruitments average approximately eight (8) months, due to extensive background and screening requirements.
To support public safety hiring, Human Resources conducted requests for proposals resulting in the addition of background investigation consultants and two POST- certified psychology consultants to expedite the required pre-employment process.
AB 2561 Vacancies, Recruitment, and Retention Efforts
June 9, 2026
Recruitment also implemented CritiCall, a specialized pre-employment testing software that simulates real-world emergency dispatch environments and measures a candidate’s multitasking, typing, decision-making, and memory skills in high-stress emergency environments. This has reduced the testing and recruitment timeline of dispatchers by approximately four weeks.
Outreach efforts were expanded through professional association job boards, career fairs, college outreach, and social media platforms resulting in a 22% increase of followers.
To further support recruitment efforts and attract qualified applicants, the City highlights key employee benefits and incentives in all job postings. These include competitive compensation, comprehensive medical and wellness benefits paid leave, tuition reimbursement, flexible work schedules, and scheduled salary increases.
Police and Fire continue to conduct targeted recruitment outreach through participation in college and career fairs, local high schools, City events, and public safety expos throughout the year.
Retention Efforts
As of May 11, 2026, the retention rate was 94.78%, reflecting a strong and stable workforce. The turnover rate for full-time positions is 6.91%, indicating strong employee retention supported by professional development, competitive compensation, and employee engagement initiatives.
Employee well-being and organizational culture remain priorities for the City. Recent key retention efforts include:
Employee learning and development programs. Providing career advancement opportunities and fostering a culture of growth. This includes formal leadership training such as the Management Academy, Anaheim Way Forward (Supervisor Academy), Management Prep Program, and Employee Relations Academy.
Coaching and Mentoring Opportunities. The City offers a 9-month mentorship program that pairs employees with experienced City leaders, of their choice, for personalized guidance and support. The program helps prepare future leaders and supports long-term workforce planning. Market Adjustments and Longevity Pay: Maintaining market competitiveness remains essential in retaining qualified employees. The City implemented Phase 1 of the classification and compensation study, resulting in addressing compensation below the minimum of the 75th percentile of the labor market and making salary compression and compaction adjustments. Additional market equity and longevity compensation were implemented through labor negotiations. Additional phases related to the classification and compensation study are forthcoming.
Employee Well-Being: Human Resources also hosts workshops and on-site programs including biometric screening, vision care pop-ups, annual Health AB 2561 Vacancies, Recruitment, and Retention Efforts
June 9, 2026
Fair, and employee engagement activities. These efforts support employees’ physical, mental, financial, and social well-being.
Employee Recognition Programs. Human Resources supports employee recognition and engagement through events such as Service Awards, annual Employee Appreciation picnic, and employee engagement events (Fall Decorating Contest, Ornament Exchange, Ready-Set-Connect, and Lunch-and Learns).
The City remains committed to evaluating workforce needs, continuing initiatives, and developing and/or revising any policies or procedures that will reduce vacancy rates, maintain competitive hiring practices, and continue to develop a skilled, diverse, and engaged workforce that proudly serves our community.
IMPACT ON BUDGET:
There is no budgetary impact associated with this report.
Respectfully submitted,
Linda N. Andal
Human Resources Director