Staff Report
City Council
Item No. 4.A
Meeting Date: July 22, 2026
From: Lidia Buelna, Human Resources Specialist
Title: AB 2561 Employee Vacancies and Recruitment and Retention RECOMMENDATION:
To hold a public hearing and receive and file this report.
BACKGROUND:
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (AB2561) into law, amending the Meyers-Milias-Brown Act (MMBA), and enacting Government Code Section 3502.3. This law requires public agencies to publicly address the status of vacancies and recruitment and retention efforts during a public hearing before their governing board at least once per fiscal year prior to the adoption of the annual budget. During the presentation, the public agency must also identify any changes to policies, procedures, or recruitment activities that may create obstacles in the hiring process.
Additionally, under AB2561, if the number of vacancies meets or exceeds 20% of the total number of authorized full-time positions in a particular bargaining unit, the public agency shall include the following information in its presentation upon request of the recognized employee organization:
The total number of job vacancies within a bargaining unit. The total number of applicants for vacant positions within the bargaining unit. The average number of days to complete the hiring process from when a position is posted.
Opportunities to improve compensation and other working conditions.
Government Code Section 3502.3 also entitles recognized employee organizations, regardless of the vacancy rate, to make a presentation before the governing board during the same public hearing in which the public agency presents its annual vacancy report.
The public hearing was duly published on July 6, 2026.
DISCUSSION:
Currently, the City has four (4) bargaining units and one (1) non-represented group – Cathedral City Police Management Association (CCPMA), Cathedral City Police Officers Association (CCPOA), Cathedral City Fire Association (CCFA), the American Federation of State, County and Municipal Employees (AFSCME), and the Non-Represented group.
At the present moment, none of the City’s bargaining units have vacancy rates exceeding 20%. As such, additional reporting is not required for this public hearing.
The table below summarizes current vacancy status by bargaining unit as of July 1, 2026:
Current Vacancy Status by Bargaining Unit – July 1, 2026 Bargaining Unit Budgeted Positions Current Vacancies Vacancy Rate AFSCME 68 4 5.9%
CCPOA 38 5 13.16%
CCPMA 13 1 7.6%
CCFA 47 2 4.3%
Non-Rep* 67 9 13.43%
TOTAL 233 21 9.01%
Current Recruitment and Retention Efforts
Recruitment Initiatives:
Streamlined 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:
oStrategic job posting across multiple platforms.
oIncreased presence at regional career fairs.
oTarget local community outreach programs.
oExpand social media recruitment campaigns.
oEngagement with professional networks and associations.
Retention Strategies:
Career Development Pathways:
oStructured advancement opportunities in Police Department. oCareer 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.
These efforts are continuously evaluated for effectiveness, with adjustments based on measurable outcomes and employee feedback.
Next Steps
The City's current recruitment and retention strategies are performing effectively, and no additional corrective measures have been identified at this time.
FISCAL IMPACT:
None
FIVE-YEAR STRATEGIC PLAN:
Goal A – Serve the Community with Pride and Dedication.
ATTACHMENTS:
1. PowerPoint presentation