Agenda Item No. 7
CITY COUNCIL STAFF REPORT
TO: Honorable Mayor and City Council DATE: May 12, 2025 FROM: Matthew Bronson, City Manager
PREPARED BY: Kristin Eriksson, Assistant City Manager
SUBJECT: City Vacancies Report Pursuant to Assembly Bill 2561
RECOMMENDATION
Conduct a public hearing and receive a report on the City’s vacancies and recruitment and retention efforts, including any presentations from the City’s represented bargaining units, pursuant to Assembly Bill (AB) 2561.
BACKGROUND:
AB 2561 was enacted in 2024 and requires public agencies to report on staffing vacancies and recruitment and retention efforts, including any challenges and potential policy obstacles to recruitment. AB 2561 also provides that if vacancy rates in any recognized employee bargaining unit exceed 20% of positions, agencies must provide further specified information if requested by the bargaining unit. Further, AB 2561 requires agencies to provide an opportunity to bargaining units to present their perspectives at the hearing.
Recruitment and retention of staff is important to the City consistent with our organization’s Purpose and Principles. The City prioritizes a positive workplace culture and investment in staff development and training along with competitive compensation packages commensurate with other local agencies. The City has two represented bargaining groups, including the Service Employees International Union (SEIU), representing 21 full time equivalent positions (FTEs), as well as the Police Officers Association (POA), representing 23.5 FTEs. Additionally, the City has
30.5 unrepresented management and confidential FTEs and one temporary part-time position.
This report provides data on City employment vacancies as of December 31, 2024.
Vacancies
Position vacancies may occur for various reasons throughout any given year, including internal promotion or transfer of a staff member, retirements, resignations, terminations, or due to approval of a new position. When vacancies occur, the City’s Human Resources Officer works with the affected department to fill the position(s) to maintain operations; ensure continued quality, efficient services to the community; and to reduce the need for overtime. Total vacancies by bargaining group as of December 31, 2024, are listed in the chart below.
Employee Bargaining Group Total Number of
Vacancies
Vacancy Rate
SEIU 4 19%
POA 0 0%
Unrepresented 1 3%
Total 5 7%
Staff Report: City Vacancies Report Pursuant to AB 2561 Page 2 May 12, 2025
Staff would note that while there were four vacancies among positions in the SEIU bargaining group as of December 31, 2024, there have been several recruitments since then and there are now only two vacancies in that group, or a 9.5% vacancy rate.
Recruitment and Retention of Staff
The City employs various recruitment strategies, including posting vacancies on the City’s website and recruitment portal as well as industry-specific job boards; reaching out to known potential candidates in the area; and advertising open positions on the City’s social media platforms and the Grover Gazette monthly newsletter. In 2024, the City recruited for 18 positions.
The City also employs various strategies for retaining existing staff, including maintaining competitive compensation; investing in staff training and development; counseling staff on promotional avenues available at the City and regular engagement with and recognition of staff.
The City prioritizes making staff feel appreciated, supported and valued in the organization. The City’s retention rate for 2024 was approximately 93%.
FISCAL IMPACT
There is no fiscal impact associated with his report.
ALTERNATIVES
The Council has the following alternatives to consider:
1) Conduct a public hearing and receive a report on the City’s vacancies and recruitment and retention efforts, including any presentations from the City’s represented bargaining units, pursuant to Assembly Bill (AB) 2561; or
2) Provide alternative direction to staff.
PUBLIC NOTIFICATION
The agenda was posted in accordance with the Brown Act. The City’s recognized bargaining groups were notified of this hearing and informed that they may provide a presentation up to 10 minutes at the conclusion of this report.