AB 2561 Public Hearing:
City Vacancies and Recruitment and Retention Efforts
July 22, 2026
PRESENTED BY LIDIA BUELNA
Overview
AB 2561 Requirements
Current Vacancy Status
Recruitment & Retention
Efforts
AB 2561 Requirements
Public agencies must present vacancy
status and recruitment/retention efforts
Presentations must occur at least once
per fiscal year
Employee organizations have the right to
present at the hearing
Current Vacancy
Status
By Bargaining Unit
– July 2026
*NON-REP INCLUDES PART-TIME
EMPLOYEES
Vacancy
Rate
Current
Vacancies
Budgeted
Positions
Bargaining
Unit
5.9%468AFSCME
13.16%538CCPOA
7.6%113CCPMA
4.3%247CCFA
13.43%967Non-Rep*
9.01%20233TOTAL
Current
Vacant
Positions –
July 2026
Vacant PositionsBargaining Unit
• Building| Permit Technician
• Engineering | Asst Civil Engineer
• PD | Property & Evidence Tech
• FD | Ambulance Operator EMT
AFSCME (4)
• Firefighter Paramedic (2)CCFA (2)
• Police Officer (5)CCPOA (5)
• Police SergeantCCPMA (1)
• Finance| Senior Analyst
• Finance | Fiscal Officer
• Fire | PT Ambulance Operator
• IT | GIS Engineer
• PD | Police Chief
• PD | Senior Analyst
• PD | PT Public Safety Dispatcher (2)
• PL | Associate Planner
Non-Rep (9)
Current Recruitment & Retention Efforts
Recruitment Initiatives:
Continue our Streamline Application Process: Simplified hiring procedures and reduced processing time for candidates.
Public Service Motivation Messaging: Enhanced
communication about the rewards and impact of public
service careers.
Enhanced Marketing and Outreach Strategies:
- Strategic job posting across multiple platforms
- Increased presence at regional career fairs
- Target local community outreach programs
- Expand social media recruitment campaigns
- Engagement with professional networks and associations Retention Strategies:
Career Development Pathways:
- Structured advancement opportunities in Police Department - Career progression in Fire Department
Professional Development Programs: Expanded training opportunities and tuition support for continuing education. Employee Recognition Initiatives: Formal and informal programs to acknowledge exceptional service and
performance.
Competitive Benefits Package: Comprehensive health
benefits, retirement planning, and work-life balance support. Flexible Work Arrangements: Alternative scheduling options where operationally feasible.
Policy Modernization: Regular review and updates to
personnel policies to reflect best practices.
Next Steps
The City's current recruitment and retention strategies are performing effectively, and no additional corrective measures have been identified at this time.
Questions?