STAFF REPORT
Meeting Date:
May 12, 2026
NON APPEAL
2 SUBJECT: CITY STAFF VACANCIES AND RECRUITMENT AND RETENTION EFFORTS (COMPLIANCE WITH ASSEMBLY BILL 2561/GOVERNMENT CODE SECTION 3502.3)
RECOMMENDATIONS: It is recommended that the City Council:
1. Receive and file this report on the City’s workforce vacancies, and recruitment and retention efforts in compliance with Assembly Bill (“AB”) 2561. (Gov. Code § 3502.3.);
2. Allow the recognized employee organizations for each bargaining unit to make presentations during the public hearing concerning vacancies and recruitment and retention efforts. (Gov. Code § 3502.3(b).); and
3. Find that the recommended action is not subject to the California Environmental Quality Act pursuant to Section 15378 of the CEQA Guidelines because it does not constitute a project.
SUMMARY OF THE MATTER
AB 2561 requires public agencies, including the City, to hold at least one public hearing per fiscal year to discuss vacancies and recruitment and retention efforts. Government Code Section 3502.3 also requires the City to allow recognized employee organizations for each bargaining unit to make presentations during the public hearing.
This report satisfies the City’s annual reporting requirement and provides information regarding vacancy rates, recruitment strategies, and retention efforts. Throughout calendar year 2025, the City’s average vacancy rate across all bargaining units was 8.12%. As of December 31, 2025, each bargaining unit’s vacancy rate was below the 20% threshold that would trigger additional reporting requirements upon request by a recognized employee organization.
DISCUSSION
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (“AB 2561”) into law to amend the Meyers-Milias-Brown Act (“MMBA”) and create Government Code Section 3502.3 (GC 3502.3), thereby creating a new obligation for public agencies to publicly address the status of their vacancies. AB 2561 was introduced to address the issue of job vacancies in local government, which adversely affects the delivery of public services and employee workload. The new law took effect on January 1, 2025.
In compliance with the new legal obligations, the City is required to do the following:
1. Public Hearing: At least once each fiscal year, at a public hearing before the City Council, the City shall present information regarding the status of vacancies and recruitment and retention efforts (Gov. Code § 3502.3(a)(1)) and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process (Gov. Code § 3502.3(a)(3)).
CITY STAFF VACANCIES AND RECRUITMENT AND RETENTION EFFORTS (COMPLIANCE WITH ASSEMBLY BILL 2561/GOVERNMENT CODE SECTION 3502.3) May 12, 2026
If the City Council adopts an annual or multiyear budget during the fiscal year, this presentation must occur prior to the adoption of the final budget for the City. (Gov. Code § 3502.3(a)(2).)
2. Employee Organization Participation: Allow the recognized employee organization for each bargaining unit at the City to make presentations during the public hearing concerning vacancies and recruitment and retention efforts. (Gov. Code § 3502.3(b).)
3. Additional Reporting for High Vacancy Rates: If vacancies within a single bargaining unit meet or exceed 20% of authorized full-time positions in that bargaining unit, upon request of the recognized employee organization for that bargaining unit, the City must provide additional information during the public hearing, including the following: (1) the total number of vacancies; (2) the number of applicants; (3) the average time to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit. (Gov. Code § 3502.3(c).)
Vacancies
Position vacancies are created for a number of reasons, including when newly budgeted positions are approved, there is internal movement such as a promotion or transfer, or when an employee leaves the organization due to retirement, voluntary resignation, or involuntary termination. When vacancies occur, it is a high priority for the Human Resources Division and the City’s hiring managers to fill vacant positions in a timely manner to ensure continuity of services, maintain operational efficiency, minimize the need for overtime, and minimize disruptions to departmental functions. Timely recruitment and hiring efforts help the City sustain its workforce, meet community needs, and uphold service standards while also providing opportunities for internal growth and external talent acquisition.
Throughout the 2025 calendar year, the City’s average vacancy rate across all bargaining units was 8.12%.
The vacancy rate is calculated as the number of vacancies divided by the number of positions. As of December 31, 2025, the vacancy rate for each bargaining group was under 20%, as indicated below:
Table 1: Vacancy Rate by Bargaining Group as of December 31, 2025 Bargaining Unit/Employee Group Vacancy Rate
Laguna Beach Police Employees’ Association 11.5%
Laguna Beach Municipal Employees’ Association 5.9%
Laguna Beach Fire Association 0.0%
Laguna Beach Police & Fire Management Association 11.1%
CITY STAFF VACANCIES AND RECRUITMENT AND RETENTION EFFORTS (COMPLIANCE WITH ASSEMBLY BILL 2561/GOVERNMENT CODE SECTION 3502.3) May 12, 2026
Recruitment and Retention Efforts
Recruitment and retention efforts remain a key priority for the City in maintaining a stable and highperforming workforce. The Human Resources Department collaborates with departments across the organization to implement a range of strategies aimed at attracting and retaining qualified employees. These efforts include targeted job advertising, community outreach, participation in regional job fairs, and the use of multiple online platforms to broaden the reach of job postings. To support retention, the City continues to invest in employee development and recognition through training opportunities, wellness programs, and acknowledgment of staff contributions, such as the Mayor’s Award of Excellence. Internal promotions are also encouraged to support career growth and institutional knowledge. Together, these initiatives aim to strengthen workforce stability, reduce turnover, and ensure the City remains a competitive and desirable employer within Orange County.
FINANCIAL ANALYSIS
The recommended action had no financial impact on the budget.
ENVIRONMENTAL ANALYSIS
The recommended action is not subject to the California Environmental Quality Act pursuant to CEQA Guidelines Section 15378 because it does not constitute a project. The action involves receiving and filing an informational report and conducting a public hearing regarding workforce vacancies and recruitment and retention efforts. The action does not authorize any physical development, construction, or activity that may result in a direct or reasonably foreseeable indirect physical change in the environment. No further environmental review is required..
ATTACHMENTS
None
Submitted By: Michelle Bannigan Approved: .David A Kiff Michelle Bannigan, Director of
Administrative Services
Dave Kiff, City Manager
Report Prepared By:
Robina Arora, Senior Human Resources
Analyst