Meeting Date: May 19, 2026,
2026 2026
AGENDA REPORT
Meeting Date: May 19, 2026
Item Number:
To: Honorable Mayor & City Council
From: Shelley Ovrom, Director of Human Resources
Ericka Reinke, Human Resources Manager
Subject: PUBLIC HEARING TO COMPLY WITH LEGAL OBLIGATIONS UNDER ASSEMBLY BILL 2561 REGARDING VACANCIES, RECRUITMENT
AND RETENTION EFFORTS
Attachments: None
RECOMMENDATION
Staff recommends that the City Council receive a presentation, for information purposes only, during a public hearing at which time the City will report on workforce vacancies and recruitment and retention efforts.
INTRODUCTION
On September 22, 2024, Governor Gavin Newsom signed Assembly Bill 2561 (AB 2561) into law, amending the Meyers-Milias-Brown Act (MMBA). This legislation added Section 3502.3 to the California Government Code, requiring public agencies to hold a public hearing at least once per fiscal year to provide an update on vacancy rates, recruitment activity, and employee retention efforts. The City first presented this information to the City Council on May 20, 2025. At that time, the City of Beverly Hills had 834 full-time budgeted positions, with 91 of those positions vacant reflecting a vacancy rate of approximately 10.91%. As discussed below in detail, the total average vacancy rate as of March 1, 2026 is 9.8% representing a 1.1% reduction.
Meeting Date: May 19, 2026,
2026 2026
DISCUSSION
In compliance with the legal obligations of AB 2561, the City is required to do the following:
1. Public Hearing – Report on Vacancies: As of March 1, 2026, the City of Beverly Hills had 851 full-time budgeted positions, with 83 of those positions vacant reflecting a vacancy rate of approximately 9.8%. The following is a summary table showing the number and percentage of vacancies by each full-time employee group.
Employee Group 2026
Budgeted
Positions
2026
Vacant
Positions
2026
Vacancies
Percentage
2025
Vacancies
Percentage
Confidential Employees Association 24 0 0.0% 4.17%
Executives (Unrepresented) 27 0 0.0% 3.7%
Firefighters' Association 84 5 6.0% 10.71%
Management & Professional Employees Association 158 13 8.2% 10.83% Municipal Employees Association 256 28 10.9% 11.86%
Police Management Association 12 0 0.00% 0.00%
Police Officers' Association 141 17 12.1% 11.35%
Safety Support Association 107 17 15.9% 13.0%
Supervisors Association 36 3 8.3% 11.11%
TOTAL 851 83 9.8% 10.91%
While the total average vacancy rate decreased by 1.1% from last year, there are two groups whose vacancy rate has slightly increased: the Police Officers’ Association and Safety Support Association. For fiscal year 25/26 the City Council approved seven new Community Service Officer positions in the Safety Support Association to support Metro, which are actively being filled. For the Police Officers’ Association, as the City Council is aware, there is a nationwide recruitment and retention issue for the rank of Police Officer. In collaboration with the Police Department, we are continuing to work diligently to attract, recruit and retain new Police Officers.
2. Employee Organization Participation: The City’s full-time recognized employee associations were notified of the opportunity to present during the public hearing concerning vacancies and recruitment and retention efforts. (Gov. Code § 3502.3(b).)
3. Additional Reporting for High Vacancy Rates: If vacancies within a single bargaining unit meet or exceed 20% of authorized full-time positions in that bargaining unit, 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 within the bargaining unit; (2) the number of applicants; (3) the average number of days to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit. (Gov. Code § 3502.3(c).) As reflected in the table above, the average vacancy rates were all under the 20% threshold.
Meeting Date: May 19, 2026,
2026 2026
4. Recruitment and Retention efforts: The City’s current labor agreements include competitive salary and benefits. Additionally, from a recruitment and retention perspective, the City offers and highlights additional benefits including but not limited to our professional development programs, tuition reimbursement, signing and referral bonus programs, employee recognition events, and wellness programs.
The Human Resources Department meets regularly with each department to forecast recruitment needs, prioritize hiring efforts, and ensure alignment with organizational goals. To attract and retain top talent, the City posts all job opportunities on the City's official website and GovernmentJobs.com. Positions are also advertised on relevant professional and industry-specific job boards, various social media platforms and at local community events.
FISCAL IMPACT
There is no fiscal impact associated with conducting the public hearing.
Shelley Ovrom
Director of Human Resources
Approved By