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TO: Honorable Mayor and Members of the City Council
ATTENTION: Ryan Smoot, City Manager
FROM: Dana Hang, Human Resources & Risk Manager
SUBJECT: Consideration and possible action to conduct a p ublic hearing regarding job vacancies, recruitment, and retention efforts in accordance with Assembly Bill 2561 (Gov. Code § 3502.3).
DATE: June 22, 2026
EXECUTIVE SUMMARY
Government Code § 3502.3 requires public agencies to hold at least one public hearing per fiscal year to report on vacancies, recruitment and retention efforts prior to adoption of the final budget. The public hearing must precede the City Council’s adoption of a final budget. This report provides an overview of the City’s current staffing status and recruitment activities.
RECOMMENDATION TO CITY COUNCIL
1)Open the public hearing; take documentary and testimonial evidence; after considering the evidence, receive and file this report, pursuant to applicable law, regarding the City’s job vacancies, recruitment and retention efforts; or 2)Alternatively, discuss and take other action related to this item.
FISCAL IMPACT
There is no fiscal impact associated with this action.
DISCUSSION
Government Code § 3502.3 requires public agencies to conduct an annual public hearing to report on staffing vacancies, recruitment and retention efforts, and to allow participation by recognized employee organizations. This report includes recruitment data for fiscal year 2025-2026, along with the most current staffing status as of June 10, 2026.
1 Staff Report – AB 2561 Public Hearing
June 22, 2025
DISCUSSION – Continued
In compliance with the legal mandate, the following is required:
1. Public Hearing: At least once each fiscal year, at a public hearing before the City Council, the City must present information regarding the status of vacancies and recruitment and retention efforts (Gov. Code § 3502.3(a)(1)) and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process (Gov. Code § 3502.3(a)(3)). This presentation must occur before the adoption of the final budget (Gov. Code § 3502.3(a)(2)).
2. Employee Organization Participation: Allow the City’s recognized employee organization for each bargaining unit to make presentations during the public hearing concerning vacancies and recruitment and retention efforts , if they choose. (Gov. Code § 3502.3(b)).
3. Additional Reporting for High Vacancy Rates: If the number of job vacancies within a single bargaining unit meets or exceeds 20% of the total number of authorized full-time positions, upon request of the recognized employee organization for that bargaining unit, the City must provide additional information during the public hearing, including the following: (1) the total number of vacancies; (2) the number of applicants; (3) the average time to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit (Gov. Code § 3502.3(c)).
Employee Groups
The City has four bargaining units, including three full-time bargaining units and one part-time bargaining unit, and one unrepresented group:
• AFSCME 1511 (Mid-Managers)
• AFSCME 3745 (Maintenance)
• Bellflower City Employees’ Association (BCEA) - Executive Assistant • Bellflower City Employees’ Association (BCEA) - Part-Time • Unrepresented Group
On June 10, 2026, the City issued each of the above units of the City’s Notice of Intent to Comply with Government Code § 3502.3 and Notice of Public Hearing Regarding Vacancies. No bargaining units indicated interest in making a presentation at the public hearing.
2 Staff Report – AB 2561 Public Hearing
June 22, 2025
DISCUSSION – Continued
Based on the data as of June 10, 2026, none of the full-time bargaining units have vacancy rates exceeding 20% of the total number of authorized full-time positions. The table below outlines the vacancy rate by employee group:
Employee Group
FY 25-26
Budgeted
Positions
Number of
Vacancies
Vacancy
Rate (%)
AFSCME 1511 (Mid- Managers) 44 2 4.6%
AFSCME 3745 (Maintenance) 32 0 0%
Bellflower City Employees
Association (Executive Assistant)
10 0 0%
Unrepresented Group 14 0 0%
City Overall Total 100 2 2%
Current Full-Time Vacancies by Department
Finance
• Accountant (1)
City Clerk
• Management Analyst I (1)
FY 2026-27 – New Budgeted Positions
• Economic Development Specialist I (1)
• Code Enforcement Inspector I (1)
• Recreation Coordinator (1)
• Assistant Planner (1)
Recruitment Updates
Vacancies within the City arise from a range of factors, including retirements, promotions, resignations, and terminations. In FY 2025 -26, the City conducted 35 recruitments, resulting in the hiring of 22 full-time employees and 56 part-time employees, for a total of 78 hires. Of the 22 full-time positions filled, 13 were filled by internal employees, demonstrating strong internal career mobility and the City’s commitment to developing and advancing existing staff. Part-time recruitments were primarily for positions within the Recreation Department, which are generally filled by candidates outside the organization due to the seasonal and entry-level nature of the roles. Notably, five part-time Recreation employees hired in FY 2025-26 were participants in Bellflower’s L.E.A.D (Leadership, Experience, Achievement, and Development) Volunteer Program, reflecting in the programs effectiveness in preparing teens with leadership experience and building professional skills. Human Resources reviewed 2,665 applications for FY 2025-26 recruitments, demonstrating consistent interest in City employment opportunities.
However, a high volume of applications does not always equate to a strong pool of qualified candidates, particularly in specialized fields.
3 Staff Report – AB 2561 Public Hearing
June 22, 2025
DISCUSSION – Continued
Employee Retention
Years of Service # of Full-Time Employees # of Part-Time Employees 36 – 40 4 0
31 – 35 1 1
26 – 30 8 1
21 – 25 11 2
16 – 20 7 0
11 – 15 12 5
6 – 10 21 11
0 – 5 29 145
Total 93 165
The City remains committed to positive employee engagement and fostering positive employee experiences through employee engagement and recognition programs, wellness program incentive, deferred compensation match, employee engagement events, employee trainings, annual employee health fair, and educational reimbursement.
The City Council reaffirmed its commitment to long -term organizational health and sustainability through the Strategic Plan by identifying the need to “Continue Investing in a High-Performing and Efficient Team at City Hall” as one of its major priorities.
Overall, the City’s recruitment and retention policies and efforts have been largely successful in maintaining employee longevity and recruiting candidates. However, the Senior Planner and Senior Accountant positions have proven more difficult to fill due to the competitive labor market in the Planning and Finance fields. The City is currently underfilling the Senior Planner and Senior Accountant positions, and recruitment for the Accountant position remains ongoing. Human Resources has not identified any necessary changes to policies and procedures that would remove obstacles in the hiring process at this time. The Human Resources and Risk Manager will continue to assess the City’s ongoing recruitment and retention efforts and seek ways to improve the effectiveness of the recruitment process for the benefit of the organization and its employees.
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