City of Gonzales
CITY MANAGER DEPARTMENT
STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: June 16, 2025
FROM: Carmen Gil, City Manager
THROUGH: Carmen Gil, City Manager
SUBJECT: Public Hearing Regarding Vacancies and Recruitment and Retention Efforts
RECOMMENDATION
It is recommended that the City Council:
• Receive a presentation from staff on City staffing vacancies, recruitment and retention efforts as set forth in Government Code Section 3502.3;
• Open the public hearing, allow for presentations by union representatives, allow for testimony by the public and close the public hearing; and
• Provide any comments or direction to staff.
BACKGROUND
Assembly Bill 2561 was approved by the Governor in September of 2024, and was enacted into law and codified as Government Code Section 3502.3. It came into effect on January 1, 2025, to address the issue of job vacancies in local government, which adversely affects the delivery of public services and employee workload. Among other requirements, the bill mandates that public agencies present the status of vacancies and recruitment, retention efforts during a public hearing before the agency’s governing body at least once per fiscal year. It requires that the public hearing be held prior to the adoption of the budget.
• During the hearing, the public agency shall identify any necessary changes to the policies, procedures, and recruitment efforts that may lead to obstacles in the hiring process.
• The recognized employee organization for a bargaining unit shall be entitled to make a presentation at the public hearing at which the public agency presents the status of vacancies and recruitment and retention efforts for position within the bargaining unit.
AGENDA
ITEM
5 • If the number of job vacancies within a single bargaining unit meets or exceeds 20 percent of the total number of authorized full-time positions, the public agency shall, upon request of the recognized employee organization, include all of the following information during the public hearing:
o The total number of job vacancies within the bargaining unit. o The total number of applicants for the vacant positions within the bargaining unit.
o The average number of days to complete the hiring process from when a position is posted.
o Opportunities to improve compensation and other working conditions.
REVIEW & ANALYSIS
The City has 44 allocated full-time positions and 11 part-time positions including Volunteer Firefighters and part-time season recreation employees.
Of the 44 full-time positions, 22 are represented by 3 unions and employee associations, which consists of the following:
• Gonzales Police Officers Association
• Local Union #1991 of the International Union of Painters and Allied Trades AFL/CIO • Gonzales Professional Firefighters Local #5388
Full-time staffing is allocated as follows:
Administration 3
Finance 2
Community Development 2
Police Department 16
Fire 7
Public Works 9
Recreation 3
_____________________________
Total 41
Total Vacancies are as follows:
Police Captain 1
Police Officer 1
Community Development
Technician 1
____________________________
Total 3
We currently have a Conditional Offer out to one additional Police Officer, leaving us with one opening within the Police Officer class that would be represented by the Gonzales Police Officers Association.
Recruitment
For certain jobs within the City, like Police Officers and Firefighters, we are always recruiting. Many times, we lose our experienced employees to other Cities that can pay higher wages and offer a richer benefit package; therefore, we have established a recruitment process that can help us identify and train future employees. Such programs include the Police Explorers Program that currently has seven Explorers in it. We have also established a Police Office Recruit position in which we identify local individuals interested in law enforcement, put them through training and the Police Academy, and employ them once they complete it successfully. This initiative has been successful for us as we are growing our own local workforce. We have had two individuals successfully go through that program and have two others who are interested in going through it this year. Similarly, we offer the Volunteer Firefighters opportunity which functions the same way. Volunteers come work with the Fire Department, go through training and if they are qualified, can apply for our vacant positions once they become available. We have hired three individuals in that manner.
In addition, we host Interns for the same purpose. They get to explore potential career opportunities within the City and if they have the qualities needed, they are able to apply to one of our openings when they become available. We currently have two Interns in City Hall and will be getting another two over the summer months.
As far as the formal recruitment process when there is a job opening within the City, or we are made aware that a vacancy is upcoming, we identify the job description and post it on different hiring websites like Indeed, LinkedIn, and Facebook among others. We also share it with colleagues from other Cities and educational institutions, as well as post it on College Career websites. Moreover, staff periodically attends recruitment fairs at local High Schools and Colleges, and they attend the Fire and Police Academy Graduations, and conduct presentations to future graduates to get the word out about opportunities within the City.
Once we receive applications, they are vetted by our internal HR personnel. The most qualified three to five applicants are then scheduled for an interview. Interviews are typically two rounds and can include a panel of various Department Heads, frontline staff, and community stakeholders. The candidate pool is then narrowed down to two, who are then interviewed by the Hiring Manager or Director.
Once an individual is selected, they are provided with a conditional offer letter which includes a background check and other requirements, depending on the position. Once the background is completed, the individual is given a start date.
Status of Current Recruitment
The position we are currently recruiting for is the Development Services Technician/Administrative Analyst. This position has been open for a while to no avail. We have “hired” two individuals who turned around in the first week and stated they were not up for the job. Staff has since reviewed and revised the job description, and the recruitment process has been re-opened. However, we have not received qualified candidate applications for the role. Staff continues to recruit through various online portals and through the local universities. We will also bring in a Summer Intern that will help with some of the duties in the Community Development Department.
In the Police Department, we have one person currently in background check with a conditional offer, and another two who are interested in pursuing the Police Recruit position so that they can go through the Academy and get hired as Police Officers once they complete.
Salaries and Compensation
Staff salaries are amongst the lowest in the Valley. Over the years, we have made efforts to increase them but due to budget constraints, there is only so much we can do. We do however, provide a generous benefit package. Additionally, we work to make other things appealing to individuals such as creating a cohesive and supportive work environment; one that supports a work/life balance and encourages selfcare.
We also support development opportunities when possible and offer additional training to staff if they are interested. We have education-based differential pay and have continuing education stipends to help cover the cost of continuing education if the subjects taken apply to their current positions. Staff also benefit from using the pool through summer passes and other discounts at some of our programming.
We now have centralized HR and have established an open-door policy so that staff feels welcome to bring forth concerns, suggestions, and questions at any time.
Future Efforts
Tax Measures:
Staff is proposing that the City Council consider a Parcel Tax Measure to support Fire Department operations. If approved, it would be placed on the ballot in June of 2026. Its passage is critical as we cannot continue to sustain the Department’s growing operational and staffing costs. It will also release some of the strain on our General Fund.
We will also be pursuing a Sales Tax in the near future as well; this will help ensure that our wages stay competitive and will help us retain staff and begin to increase the number of staff so that we can better support our community and its residents.
Explain Recommendation and How it Supports the Vision
Gonzales will continue to be a safe, clean, family-friendly community, diverse in its heritage, and committed to working collaboratively to preserve and retain its small-town charm.
Explain: This report summarizes our efforts regarding current staffing, recruitment, and retention, as it is our staff that helps maintain a thriving, family-friendly community. As our budget improves, we will be able to do more to show our appreciation, but Directors and the City Manager are constantly looking at low-cost ways to show that we appreciate them and the value they bring to the City.
Explain how the Recommendation Directly Implements the Mission The City Council and Staff of the City of Gonzales will realize our Vision by providing the leadership, commitment and resources necessary to provide excellent services that enhance the quality of life of our diverse community. X Yes _____No _____ NA
Explain: This report supports the Council’s Vision and Mission as they help us maintain the aspects of the City we wish to cherish.
Strong fiscal policies allow us to provide appropriate infrastructure for:
• Public Safety X Yes No N/A
• Housing X Yes No N/A
• Recreation X Yes No N/A
• Environment X Yes No N/A
• Education X Yes No N/A
Explain: Please see the explanation above for the Vision.
ALTERNATIVES
The Council can provide direction regarding recruitment and retention efforts, or provide other direction to staff.
BUDGET IMPACT
There is no impact on the budget by receiving this report.
CONCLUSION
It is recommended that the City Council:
• Receive a presentation from staff on City staffing vacancies, recruitment and retention efforts as set forth in Government Code Section 3502.3;
• Open the public hearing, allow for presentations by union representatives, allow for testimony by the public and close the public hearing; and
• Provide any comments or direction to staff.