CITY OF GROVER BEACH
CITY COUNCIL STAFF REPORT
Agenda Item No. 8
Placement: Public Hearing
Meeting Date: May 26, 2026
TO: Honorable Mayor and City Council
FROM: Matthew Bronson, City Manager
PREPARED BY: Kristin Eriksson, Assistant City Manager
Mark McKibben, Human Resources Officer
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 22.0 full time equivalent positions (FTEs), as well as the Police Officers Association (POA), representing 24.0 FTEs. Additionally, the City has
24.0 unrepresented management and confidential FTEs and one temporary position. This report provides data on City employment vacancies as of December 31, 2025.
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, 2025, are listed in the chart on the following page:
Staff Report: City Vacancies Report Pursuant to Assembly Bill 2561 Page 2 May 26, 2026
Employee Bargaining Group Total Number of
Vacancies
Vacancy Rate
SEIU 3.0 13.6%
POA 3.5 14.6%
Unrepresented 0.0 0.0%
Total 6.5 8.6%
Staff would note that while there were three vacancies among positions in the SEIU bargaining group as of December 31, 2025, recently conducted and planned recruitments this year will reduce the number of vacancies. Also, the Police Department was fully staffed for the first half of the fiscal year but had three POA members leave in November 2025 due to retirement, relocation, and probationary release. The City subsequently opened a recruitment process for a Police Cadet and received 82 applications. Currently, there are two candidates for hire in background, two remain on the eligibility list and an experienced lateral candidate from another agency is also currently in the background process. Applications for vacancies in the Police Department are accepted on a continuous basis.
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. The City posted 12 recruitments in 2025 and made 10 hires/promotions during the year.
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 employee retention rate for 2025 was approximately 91%, which illustrates a strong retention rate of employees throughout the year.
FISCAL IMPACT
There are no funding impacts to this staff 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.
Staff Report: City Vacancies Report Pursuant to Assembly Bill 2561 Page 3 May 26, 2026
PUBLIC NOTIFICATION
The agenda was posted in accordance with the Brown Act.
Multi-Year Goals
☐ Public Safety and Community Services ☐ Economic Development and Housing ☐ Community Infrastructure ☒ Financial and Organization Sustainability Council Priorities
☐ Water & Wastewater Infrastructure ☐ Community Engagement ☐ Street Improvements and Maintenance