Item No. 9
Town of Atherton
CITY COUNCIL STAFF REPORT – PUBLIC HEARING
TO: HONORABLE MAYOR AND CITY COUNCIL
GEORGE RODERICKS, CITY MANAGER
FROM: ANTHONY SUBER, DEPUTY CITY MANAGER/ CITY CLERK
DATE: JUNE 18, 2025
SUBJECT: PUBLIC HEARING PURSUANT TO GOVERNMENT CODE
SECTION 3502.3 TO RECEIVE A REPORT ON THE TOWN OF
ATHERTON VACANCIES, AND RECRUITMENT AND
RETENTION EFFORTS
RECOMMENDATION
It is recommended that the Council receive and file the informational report on the Town of Atherton vacancies, and recruitment and retention efforts pursuant to Government Code Section 3502.3.
BACKGROUND
Assembly Bill ("AB") 2561, codified in Government Code section 3502.3, passed in 2024, and requires public agencies to hold a public hearing to address the status of job vacancies prior to the adoption of the upcoming final budget. During this public hearing, the Town must present information on the status of vacancies and the Town’s recruitment and retention efforts. If necessary, the Town will identify necessary changes to policies, procedures, or recruitment activities that may lead to obstacles in the hiring process. This public hearing will ensure compliance with the new law. AB 2561 passed in 2024.
EXISTING POLICY
The Town’s Human Resources Manual identifies Section II: Employment Practices – Policy No. 201: Recruitment and Selection (Attachment 1) outlines guidelines for open positions, job announcements and application materials, application review, examination / interview process, reference checking, criminal background and live scan, offers, hire dates, and Town reporting requirements. The Police Department personnel guidelines are set in the Police Department Lexipol Manual.
AB 2561 Vacancy Report
JUNE 18, 2025
DISCUSSION & ANALYSIS
Staff will present the following required information at the public hearing; • The status of vacancies at the Town of Atherton.
• Information on the Town of Atherton’s recruitment and retention efforts. • Obstacles in the Town of Atherton policies, procedures, and recruitment activities that may create challenges in the hiring process, if any exist.
The Police Department runs an ongoing recruitment for Police Officers and Dispatchers to develop and maintain a potential bench of viable and qualified applicants for consideration. In many cases this has led to the successful onboarding of lateral candidates or candidates that are sourced through local police academies. The Town and Police Department have enjoyed a retention rate above 95% over the last three calendar years.
There are 44 full-time authorized positions within the 2025/26 Budget. Of that total, there are 14 employees within the City Manager’s Office, Finance Department, Building Department, and Public Works Department. Within the Police Department, there are 21 sworn public safety personnel and 9 non-sworn public safety personnel. As of the date of this report we have one (1) vacant Police Officer position and one (1) vacant Associate Engineer position in the Public Works Department. Police leadership is actively recruiting and vetting candidates to fill their opening and recruitment efforts for the Engineer vacancy began in late May. The Town is currently at 98% staffing.
The Town of Atherton has one bargaining unit, Atherton Police Officers Association (APOA) and as of June 9, 2025, the APOA does not have a vacancy rate that exceeds 20%.
Recruitment and Retention Efforts
The City Manager’s Office oversees all human resource related activities including recruitment.
Recruiting candidates for Town openings is about identifying, attracting and hiring the most qualified and appropriate people, and retention is about keeping employees engaged, satisfied and committed to organizational goals.
In calendar year 2024, there were 2 (two) non-police active recruitments that were each successfully filled. One was the Management Analyst role in the City Manager’s Office that was vacant due to a resignation and the other was a Management Analyst role in the Public Works Department due to a newly created and approved position. There were 2 (two) Police Department openings that were both successfully filled. One was for a Code Enforcement Officer resulting from shifting a hybrid full-time role from dispatch to Code Enforcement and the other was to fill the Support Services Coordinator role, which was vacant due to a retirement.
As of the date of this report in calendar year 2025, there was one non-police (1) vacancy in the City Manager’s Office for Receptionist / Clerk, which was vacant as a result of a resignation that was successfully filled. The Police Department filled one (1) vacancy for Management Analyst, which was the result of a retirement that was successfully filled.
AB 2561 Vacancy Report
JUNE 18, 2025
FISCAL IMPACT
This public hearing is held for information purposes. Any proposed changes will be included in the FY 2025/26 Recommended Budget.
GOAL ALIGNMENT
This Report and its contents are in alignment with the following Council Policy Goals:
• Goal D - Be Forward Thinking
POLICY FOCUS
This report is in accordance with Town policies and offers a broader range of transparency related to Town practices.
PUBLIC NOTICE
Public notification was achieved by posting the agenda, with this agenda item being listed, at least 72 hours prior to the meeting in print and electronically. Information about the project is also disseminated via the Town’s electronic News Flash and Atherton Online. There are approximately 1,200 subscribers to the Town’s electronic News Flash publications. Subscribers include residents as well as stakeholders –to include, but be not limited to, media outlets, school districts, Menlo Park Fire Protection District, service provides (water, power, and sewer), and regional elected officials.
COMMISSION/COMMITTEE FEEDBACK/REFERRAL
This item has not been before a Town Committee or Commission
ATTACHMENTS
1. Human Resources Policy No. 201 – Recruitment and Selection