DATE:
May 20, 2025
TO:
LaTanya Bellow, City Manager
FROM:
Lilybell Nakamura, Human Resources / Acting Finance Director SUBJECT:
Annual City Vacancies, Recruitment, And Retention Efforts Pursuant To AB 2561 Recommendation
Conduct a public hearing to present the status of vacancies, recruitment, and retention efforts in accordance with California AB 2561.
Background
On September 22, 2024, the Governor of California approved Assembly Bill (AB) 2561, Chapter 409, which declares that public agencies shall present the status of vacancies and recruitment and retention efforts during a public hearing before the governing board at least once per fiscal year.
The Legislature finds and declares as follows:
Job vacancies in local government are a widespread and significant problem for the public sector affecting occupations across wage levels and educational requirements.
High job vacancies impact public service delivery and the workers who are forced to handle heavier workloads, with understaffing leading to burnout and increased turnover that further exacerbate staffing challenges.
There is a statewide interest in ensuring that public agency operations are appropriately staffed and that high vacancy rates do not undermine public employee labor relations.
Summary
The City has 173.28 full-time equivalent positions (FTEs) budgeted in Fiscal Year 2024-2025 (FY 24-25). These include 144.6 regular benefited FTEs plus 28.68 non-benefited FTE’s. Mid-year adjustments to eliminate the Deputy Community Development Director reduced the budgeted regular FTEs to 143.6 and new total to 172.28 The 143.6 regular benefited FTEs include positions represented by four bargaining groups: Service Employees International Union (SEIU) Local 1021, Confidential, Administrative, Managerial and Professional (CAMP), Police Officers Association (POA), and Police Management Association (PMA), as well as the unrepresented Department Heads. The other 28.68 FTE’s are unrepresented seasonal, part-time and temporary employees.
On January 1, 2024, the City had 123.6 regular FTEs on payroll and 20 vacant positions. The City hired and filled 9 FTEs and had 11 FTEs separate (1 probationary release, 5 resignations and 5 retirements), for an overall turnover rate of 8.9% during calendar year 2024. As of December 31, 2024, we had 122.6 FTEs and 21 vacant positions for a Citywide vacancy rate of 14.6%.
For the period of January 1, 2025 through May 16, 2025, the City hired 5 FTEs and had 5 FTEs separate (4 resignations and 1 retirement). As of the pay period ending May 17, 2025, the City remained at 122.6 regular FTEs on payroll and 21 vacant positions for a Citywide vacancy rate of 14.6%.
Vacancy for bargaining groups ranges 5.4% to 16.7% except for EPMA. Established in August 2023, EPMA includes two classifications (Police Captain and Police Lieutenant) and has three positions budgeted and two vacancies (one resignation in October and one retirement in December).
Recruitment and Retention Efforts
The City successfully negotiated and ratified three-year Memorandum of Understanding (MOU) for 2023-2026 with its four bargaining groups which included 3.5% cost of living (COLA) plus 1.5% recruitment and retention increases over three years for a total of 15% wage increases. The City also conducted market salary surveys and brought all positions to the median and offered enhanced benefits. These significant changes have greatly improved the ability to attract and retain employees.
The Human Resources Department continues to meet regularly with all hiring managers for each department to prioritize upcoming recruitments and ensure the City meets staffing needs. The City continues to receive increasing numbers of applicants for vacant positions. Additionally, the City has recently seen improvement in offer acceptance. The City plans to open the recruitments for the vacant budgeted positions in the next Fiscal Year and will provide another annual report in 2026.
Discussion
SEIU Local 1021 Vacancy Rates and Recruitment Efforts
SEIU has 66 budgeted FTEs, 55 filled, and 11 vacant positions for a vacancy rate of 16.7%. The City continuously recruits for Emergency Services Dispatcher positions and recently hired and filled 1 of these positions. The City has also accepted conditional offer to fill the Police Services Technician vacancy.
CAMP Vacancy Rates and Recruitment Efforts
CAMP has 24 budgeted FTEs, 20 filled, and 4 vacant positions for a vacancy rate of 16.7%. The City recently hired and filled the Public Works Operations and Facilities Manager. The City is currently conducting the recruitment process for Management Analyst positions.
POA Vacancy Rates and Recruitment Efforts
EPOA had 37 positions budgeted, 35 filled, and 2 vacant positions for a vacancy rate of 5.4%. The Police Officer Trainee is open on a continuous basis. The City has an accepted conditional offer for one of their Police Officer Trainee positions.
PMA Vacancy Rates and Recruitment Efforts
PMA has 3 budgeted FTEs, 1 filled position, and 2 vacancies. The Police Captain resigned in October 2024 and one of the two Police Lieutenants retired in December 2024. The Police Captain recruitment is currently underway. It was opened on March 12, 2025 and closed on April 18, 2025. The recruitment for the vacant Lieutenant position will begin in July 2025.
Unrepresented Benefited Position Vacancy Rates and Recruitment Efforts Unrepresented benefited positions include Department Heads and recently added confidential classifications has 13.6 budgeted FTEs, 11.6 filled positions, and 2 vacancies for a vacancy rate of 14.7%. The City hired and filled the City Manager position in January 2025 and a new Finance Director has been appointed and is scheduled to start on June 2, 2025 which will result in a vacancy rate of 7.4% at the start of the next fiscal year.
Fiscal Impact
There is no fiscal impact on the budget to receive this informational report.
Staff Communication with the Public
Staff has not had any communication with the public regarding this matter.
Conclusion
Staff recommend that the City Council receive this informational report.
PREPARED BY: Lilybell Nakamura, Human Resources Director Approved and Forwarded to the
City Council of the City of Emeryville:
LaTanya Bellow, City Manager
Attachments
Attachment A – Text of Assembly Bill (AB) 2561 as adopted Attachment B – Budgeted, Filled and Vacant Positions as of May 16, 2025 Annual AB 2561 Staffing Vacancies Report
City Council Meeting | May 20, 2025
City of Emeryville
CALIFORNIA
MEMORANDUM