AB 2561
Public Hearing on Job Vacancies & Recruitment and Retention Efforts May 13, 2026
1 Agenda
2 AB 2561
Background
Requirements
Summary Data
Vacancies
Recruitments
Recruitment Process
Challenges
Retention Efforts
Background
AB 2561
3 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:
• “Status” of vacancies
• “Recruitment and retention efforts”
• Identify any necessary changes to policies,
procedures, and recruitment activities that “may
lead to obstacles in the hiring process”.
Workforce Information
AB 2561
4 Budgeted FTEs as of 12/31/25: 174
Public Works 95
Administrative Services 21
Finance 18
Community Development 18
City Manager 18
Human Resources 4
Vacancy Information
AB 2561
5 AVERAGE
4.1%
HIGHEST
6.5%
LOWEST
2.4%
Monthly Vacancy Rate — 2025
0%
2%
4%
6%
8%
Avg 4.1%
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Vacancy rates calculated against budgeted FTE count, which grew from 170 to 174 during 2025.
Reasons for Vacancies
AB2561
6 Vacancy Reason Percent of FTE
Involuntary Separation 12%
Resigned-Other Job 4%
Retirement 24%
Newly Budgeted Position 24%
Promotion/Transfer 36%
As of December 31, 2025
7 AB 2561
Vacancies Filled by Recruitment Type
25 Total vacancies filled
Calendar year 2025
20 Filled externally
External
recruitments
5 Filled internally
Internal-only
recruitments
Average Days to Fill, by Recruitment Type
Alternate
Continuous / Eligibility List
2 vacancies filled
64 avg days to fill
Expansive
External, Internal, Continuous
18 vacancies filled
121
avg days to fill
Focused
Internal Only
5 vacancies filled
59 avg days to fill
8 Recruitment Process
AB 2561
1. Setup
1 Vacancy created
Separation, retirement, or new
budgeted position
2 Recruitment requisition
Hiring manager submits,
workflow approvals
3 Recruitment type and posting
setAlternate, expansive, or focused
4 Job posted
Website and social media,
specialized publications
2. Selection
1 Application screening
Pass minimum qualifications
2 External panel exam
Top scorers advance
3 Internal panel exam
Passing scores placed on
eligibility list
4 Candidate selected
Hiring manager recommends to
Dept. Head
3. Onboarding
1 Conditional offer
Dept. Head authorizes;
candidate accepts
2 Background & physical
Pre-placement screening
completed
3 Start date
New hire begins employment
Most steps are required by Personnel Rules or law. Average end-to-end time for an expansive recruitment: 121 days.
Recruitment Challenges
AB 2561
1 Technical Recruitments
Healthy overall pool, but
specialized requirements limit
technical role candidates.
2 Time to Hire
Multi-step process can extend
several months from posting to
start.
3 Limited Brand Recognition
Government roles less visible to
passive candidates.
4 Perception of Government
Jobs
Misperceptions about pace,
growth, and impact of public-
sector work.
5 Workplace Flexibility
Remote work and work-life
balance expectations have shifted
post-2020.
6 Leave Accrual
Starting at zero accruals deters
candidates with existing tenure.
10 1 Technical Recruitments
→ Targeted outreach for technical
roles; review minimum
qualifications
2 Time to Hire
→ Streamline posting, screening,
and interview steps
3 Limited Brand Recognition
→ Modern branding campaign
showcasing innovation, impact,
and culture
4 Perception of Government
Jobs
→ Employee testimonial videos
highlighting purpose, growth, and
work-life balance
5 Workplace Flexibility
→ Wellness initiatives and
flexibility within operational
constraints
6 Leave Accrual
→ Comprehensive benefits study
completed
AB 2561
Responses to Recruitment Challenges
11 Questions?