Arroyo Grande City Council
April 22, 2025

Workforce Vacancies, Recruitment
and Retention Trends (AB 2561)
City of Arroyo Grande
April 22, 2025
Recommendation
2 1. Conduct a public hearing regarding and receive and file the City of Arroyo Grande Workforce Vacancies, Recruitment, and Retention Trends presentation for the year ending
December 31, 2024, to comply with Assembly Bill 2561
Agenda
3 City-wide
Workforce
Information
Vacancy
Information
Recruitment
Information
Hiring Issues Retention
Information
City-wide
Workforce
86 Total Budgeted/Authorized full-time equivalent
Positions provide the following services to the
public:
• Community Development
• Recreation Services
• Police Services
• Public Works
• City Administration
• Administrative Services
• Human Resources
• Legislative & Information Services
4 2024 Calendar Year Vacancies
5 Calendar Year 2024 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec # of Vacancies Created 2 1 0 2 3 2 3 1 0 1 3 2
# of Vacancies Filled 0 0 0 0 2 2 1 1 3 1 3 1
# of Remaining Vacancies 2 3 3 5 6 6 8 8 5 5 5 6
# of Budgeted FTEs 85 85 85 85 85 85 86 86 86 86 86 86
% of Vacancies 2.4% 3.5% 3.5% 5.9% 7.1% 7.1% 9.3% 9.3% 5.8% 5.8% 5.8% 7.0% • Average % of Vacancies at the End of Each Month: 6%
• Highest % of Vacancies at the End of a Month: 9.3%
• Lowest % of Vacancies at the End of a Month: 2.4%
Vacancies by
Unit
6 City of Arroyo Grande Bargaining Group Number of
Vacancies
Budgeted
FTEs
Vacancy
Rate
Service Employees International Union (SEIU) 2 29 6.9%
Police Officers’ Association (POA) 1 27 3.7%
Unrepresented Management Group 3 24 12.5%
Unrepresented Part-time Employees 0 6 0.0%
Citywide Total 6 86 7.0%
Vacancy Rates by Bargaining Group as of December 31, 2024 Recruitment
Statistics
7 Recruitment Type Number of
Vacancies
Average
Time to Fill
New Internal/External Recruitment 11 117 days
Internal Promotional Recruitment 3 76 days
Citywide Total 14
Calendar Year 2024 Vacancies Filled
Hiring
Issues
• The City identified the following potential obstacles leading to a limited applicant pool:
• Rising demand for talent in certain sectors
(Engineering, Law Enforcement)
• High Cost of Living in SLO County
• Geographical distance from a major
metropolitan center
• To address these obstacles, the City will:
• Continue to highlight the Lateral Police Officer
Hiring Incentive Program
• Promote jobs available through targeted outreach
8 Retention
Statistics
Annual Staffing Turnover Rate: 12%
9 Reasons for Vacancies Created Number of
Vacancies
Newly Budgeted Positions/Staffing Growth 3
(2 FTE)
Internal Promotional Opportunity 4
Retirement 1
Involuntary Separation 2
Voluntary Separation 10
Citywide Total 20
2024 Vacancy Reasons
SEIU Presentation
10 ?
Questions & DIscussiOn
11 Recommendation
12 1. Conduct a public hearing regarding and receive and file the City of Arroyo Grande Workforce Vacancies, Recruitment, and Retention Trends presentation for the year ending
December 31, 2024, to comply with Assembly Bill 2561