DATE: 05/20/2026
TO: Honorable Mayor and City Council Members
FROM: Human Resources Department
2026-186
REQUEST FOR CITY COUNCIL ACTION
SUBJECT:
PUBLIC HEARING FOR THE ANNUAL REPORT ON THE CITY’S PERSONNEL VACANCY RATES AND THE CITY’S RECRUITMENT AND RETENTION EFFORTS EXECUTIVE SUMMARY:
This staff report asks the City Council to conduct a public hearing and receive and file the annual report on the City’s personnel vacancy rates and the City’s recruitment and retention efforts.
RECOMMENDED ACTION:
That the City Council conduct the public hearing and receive and file this report.
BACKGROUND & HISTORY:
AB 2561 was written to address job vacancies in local government. Among other requirements, the bill mandates that public agencies present the status of vacancies and recruitment and retention efforts during a public hearing before the agency’s governing body at least once per fiscal year, prior to the adoption of the agency’s budget. The bill was enacted into law and is codified in Government Code section 3502.3.
ANALYSIS:
The report includes a summary of the total vacancies as of the measurement date, the percentage of total vacancies by bargaining unit, and actions the City continues to take to address fill personnel vacancies and promote employee retention.
The table below provides a summary of the total vacancies and the percentage of total vacancies by bargaining unit and for the city overall, using data as of December 1, 2025.
Bargaining
Unit
Total
Positions
Total
Vacancies
% Vacant
CFA 121 4 3%
CONF 52 1 2%
CPEA 131 2 2%
CPSA 37 4 11%
CPSEA 310 28 9%
CSA 51 3 6%
CUEA 70 1 1%
EXEC 19 1 5%
MGMT 53 7 13%
All 980 84 9%
The table above highlights the distribution of vacancies across different bargaining units within the City of Corona. The overall vacancy rate is 9%.
Recruitment and Retention Analysis:
The City recognizes the importance of prioritizing its workforce to improve organizational efficiency and effectiveness. During this strategic plan cycle, the City made significant progress toward this goal by conducting annual employee engagement surveys, establishing a staff recognition program to acknowledge outstanding efforts across the organization, and updating our new employee orientation program that reinforces organizational values and goals while providing an engaging onboarding experience.
These efforts represent continued investments in fostering a positive organizational culture and strengthening employee engagement and retention.
A review of current workforce data indicates that the City continues to maintain a relatively stable staffing level, with an overall vacancy rate of 9%. While overall staffing remains steady, these variances highlight areas where ongoing recruitment and retention efforts should remain focused, particularly in hard-to-fill or specialized classifications.
In addition, the organization has undertaken other initiatives to attract, reward, and retain top talent. Here are some key efforts:
Compensation Adjustments: In December 2024, the City Council approved updated MOUs and benefit resolutions implementing market-based base pay increases, which helped align employee compensation with market standards. This adjustment made the City more competitive in attracting and retaining talent. Competitive Benefits: The 2024 employee agreements also adjusted the City’s contribution to employee benefit cafeteria plans, bringing these benefits nearer to market comparables. Other employee benefits include annual leave, paid holidays, City-paid life insurance, City match towards 457 deferred compensation plans, tuition reimbursement, certification pay, and other benefits. The City is also piloting a hybrid/remote work policy with its unrepresented employees to promote employee retention by offering flexible work arrangements that improve work-life balance and job satisfaction.
Expansive Recruitment Strategies: The City continues to utilize comprehensive recruitment strategies, including both external and internal recruitment efforts, to fill vacancies efficiently and attract qualified candidates. Targeted, industry-specific advertising is also used to ensure job opportunities effectively reach professionals within the appropriate fields.
Recognition of Service: The City recognizes years of service with escalating annual leave, which helped in retaining experienced employees. Employee Wellness Program: The City supports employee retention through wellness initiatives, leadership development forums, and ongoing professional development opportunities that promote employee well-being, engagement, and organizational effectiveness.
Focus on Organizational Culture: A positive, supportive, and meaningful work environment is essential to employee retention. A number of initiatives have been implemented to promote a culture that aligns with the City’s values, including Social and Wellness Committees that plan a variety of employee activities throughout the year; quarterly Leadership Forums for professional development; and training and development opportunities for employees at all levels.
Overall, these efforts are working together to improve recruitment and retention, ensuring that the city can maintain a stable and effective workforce to provide essential services to the community.
FINANCIAL IMPACT:
There is no financial impact associated with the approval of the recommended action as the annual report on the City’s personnel vacancy rates and the City’s recruitment and retention efforts does not require additional funding or resources.
ENVIRONMENTAL ANALYSIS:
This action is exempt pursuant to Section 15061(b)(3) of the Guidelines for the California Environmental Quality Act (CEQA), which states that a project is exempt from CEQA if the activity is covered by the commonsense exemption that CEQA applies only to projects that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. The approval of this action will not have a significant effect on the environment. Therefore, no environmental analysis is required.
PREPARED BY: NAOMI RAMIREZ, HUMAN RESOURCES SPECIALIST
REVIEWED BY: LORI SASSOON, CHIEF TALENT OFFICER