City of Belmont – AB2561 Presentation
Recruitment and Retention Efforts in 2025 (Calendar)
Ann Ritzma, Administrative Services Director
March 24, 2026
Background
• Effective January 1, 2025, Government Code section 3502.3 was added to the Meyers-Milias-Brown Act (MMBA) requiring government entities to hold public hearings and report on:
• Workforce vacancies
• Recruitment and retention efforts
• Any necessary changes in policies, procedures and recruitment activities that may lead to obstacles in the hiring process
• The new legislation addresses the issue of job vacancies in local government and the impact of vacancies on an agency’s ability to delivery of public services and consider employee workload.
Background
• The City Council adopted a Vacancy Reporting Policy on February 25, 2025 to guide the process of providing the public with information on City vacancies, recruitment and retention efforts and issues with policies, procedures, and recruitment activities.
• Per the Policy, the following is being provided
• Workforce Information
• Vacancy Information
• Recruitment Information
• Hiring Issues
• Retention Information
Workforce Information
• Total Budgeted/Authorized Full-time Positions: 139.75 • Services Rendered to the Public by Budgeted/Authorized Workforce:
• Police Services
• Public Works – maintaining and enhancing the City’s streets, traffic systems, storm water and sewer systems
• Parks and Recreation – providing cultural programs, special events, classes, youth and senior programs and managing 63 acres of parks and open space • Community Development – reviewing and issuing building permits, planning applications, development plans and planning documents
• Providing strategic Economic Development plans and implementing the City’s Housing programs
Vacancy Information
2025 Vacancy Statistics:
Average: 5.8% Highest: 9.3% Lowest: 2.9%
Month/Year
# of
Vacancies
Created
# of
Vacancies
Filled
# of
Remaining
Vacancies
# of
Budgeted
FTEs
% of
Vacancies
25-Jan 1 0 4 139.75 2.90%
25-Feb 1 1 4 139.75 2.90%
25-Mar 2 1 5 139.75 3.60%
25-Apr 3 1 7 139.75 5.00%
25-May 3 0 10 139.75 7.20%
25-Jun 3 1 12 139.75 8.60%
25-Jul 1 0 13 139.75 9.30%
25-Aug 2 3 12 139.75 8.60%
25-Sep 1 4 9 139.75 6.40%
25-Oct 1 4 6 139.75 4.30%
25-Nov 1 0 7 139.75 5.00%
25-Dec 2 0 9 139.75 6.40% Average % 5.80% Highest % 9.30% Lowest % 2.90% Calendar Year Vacancy % Monthly Summary
2025
Recruitment Process
Established in the Personnel Rules and Regulations
Vacancies Filled by Recruitment Type
Total
Vacancies
Filled
Continuous
/ Eligibility
List
Average # of
Calendar
Days to Fill
Vacancies
Using
Ongoing
Recruitments
External
&
Internal
Average # of
Calendar
Days to Fill
Vacancy
Using
Expansive
Recruitment
s
Internal
Only
Average #
of Calendar
Days to Fill
Vacancy
Using
Focused
Recruitmen
ts
1/1/2025 - 12/31/2025 15 1 153 6 112 2 36
Ongoing Expansive Focused
Calendar Year
Hiring Issues
Staff have reviewed applicable policies, procedures, and recruitment activities to identify any potential obstacles in the City’s hiring process.
Potential obstacles:
• Highly competitive job market for specific positions (Police officer, engineer, public sector finance professionals)
• Housing affordability and long commutes may be a barrier for many entry level positions
• Increasing competition from other public agencies and private sector Options to address these obstacles:
• Continue to streamline recruitment and hiring processes to reduce time to hire. • Strengthen internal development opportunities that allow employees to grow into hard to fill classifications
• Offer flexible work schedules, when operationally feasible to reduce commute impacts
Employee Retention
Calendar Year Total Vacancies
Created
# of Budgeted
FTEs as of
12/31/2024
Annual Staffing
Turnover Rate
1/1/2025 - 12/31/2025 21 139.75 7.15%
Vacancies and Turnover
Staffing Increase Internal Opportunity
Newly Budgeted
Position
% of Vacancies
Resulting From
Staffing Growth
Internal
Promotion Internal Transfer
% of Vacancies
Resulting From
Internal
Opportunities
0 0% 1 0 4%
Attrition Turnover
Separation Retirement
% of Vacancies
Resulting From
Attrition
Resignation
% of Vacancies
Resulting From
Turnover
6 4 48% 10 48%
Reasons for Vacancies
Turnover Rate: 7.15%
Reasons for vacancies:
• New budgeted position or
staffing increase: 0% (0)
• Internal promotion or
transfer: 4% (1)
• Separation and/or
retirement: 48% (10)
• Resignation: 48% (15)
Bargaining Unit Information
As of 12/31/2025
Bargaining Unit/Labor Group # of
Vacancies
# of Budgeted
FTEs
% of
Vacancies
AFSCME 2 41 4.9%
BPOA 2 38 5.3%
MMCEA 0 45 0.0%
Unreprestend Confidential 0 6 0.0%
Unrepresented Appointed 1 7 14.3%
City Council Appointed 0 2 0.0%
City Clerk 0 1 0.0%
Agency Total #
of Budgeted FTEs 139.75
Vacancy Information History
Rate Increase Factors:
• Assistant Public Works
Director/City Engineer
vacancy
• Administrative Services
Director vacancy
• Community Service Officer
vacancy
Vacancy and Turnover History
2024 2025
Vacancy Rate 3.20% 5.80%
Vacancies Created 22 21
Annual Staffing Turnover Rate 11% 7.15
% of Vacancies Resulting from Internal Opportunities 5% 4% % of Vacancies from Attrition 27% 48%
% of Vacancies From Turnover 68% 48%
Thank you!
belmont.gov