ANNUAL REPORT OF VACANCIES
AB 2561
June 16, 2025
City Council Meeting
WHAT IS AB 2561?
• Effective January 1, 2025
• Adds Govt. Code Section 3502.3 to the
Meyer-Milias-Brown Act
• Imposes new obligations on public sector
agencies related to tracking and presenting
information on job vacancies
2 WHAT IS AB 2561?
• AB 2561 states that job vacancies are a
widespread and significant problem for the
public sector
• California Legislature found that excessively high
vacancy rates can contribute to:
• Negative impacts on public service delivery to citizens • Increased workloads
• Burnout/increased turnover 3
CITY’S AB 2561 OBLIGATION
• Mandate for Annual Reporting and Presentation
of:
• Vacancies, recruitment, and retention efforts before
formal budget adoption
• If a bargaining unit’s vacancy rate is at or above 20%, regardless of the reason(s) for the vacancies, more
comprehensive analysis and reporting is required
4 PUBLIC HEARING PURPOSE
• Increase transparency on staffing shortages
in a public setting
• Identify how recruitment and retention
challenges may be addressed
• Provides an avenue to discuss challenges
related to maintaining a stable workforce
5 PURPOSE OF AB 2561
• Requires annual public hearing before
budget adoption
• Invites input from recognized bargaining
units during the public hearing
• The City has 4 recognized bargaining units:
• MCCEA, Teamsters, MPOA, and MFFA
6 WORKFORCE OVERVIEW
• Total Employees (FTE): 205
• Vacancies: 22
• Overall Vacancy Rate: 11%
• No groups meet or exceed the 20% vacancy
threshold
7 MONTCLAIR VACANCY DATA
Employee Group Full Time
Authorized Vacancies Vacancy Rate
Executive Management 11 1 9%
Management 19 2 11%
MFFA (Fire) 22 1 5%
MPOA (Police) 49 2 4%
MCCEA 36 3 8%
Teamsters 68 13 19%
City Overall 205 22 11%
8 CURRENT FULL-TIME RECRUITMENTS
• Entry Firefighter/Paramedic*
• Lateral FF/Paramedic*
• Entry Police Officer*
• Lateral Police Officer*
• Building Official*
• Police Dispatcher*
• Senior Police Dispatcher*
• Maintenance Worker
(Reviewing Applicants)
• Police Services Specialist
(In-House)
* = Continuously accepting applications for positions that often experience attrition 9 FY 2024-25
FULL-TIME RECRUITMENT ACTIVITY
• 43 full-time employees hired
• 20 Recruitments
• 1,888 Applications Reviewed
• Challenges:
• Unqualified candidates
• Current Jobs making Counter-Offers
• Relocation issues
10 FY 2024-25 DEPARTURE REASONS
• Local Government Jobs
• Local Private Sector Jobs
• Resignation Without Employment
• Return to School
• Health-Related
• Termination
• Retirement
11 RETENTION EFFORTS
• Compensation and Benefit Comparisons with
Survey Cities
• Comprehensive Benefits Package
• Employee Training and Development
• Educational Grants and Partnerships with Local
Universities to Provide Discounted Tuition
12 RETENTION EFFORTS
• 4/10 Work Schedule
• Enhanced Short- and Long-Term Disability
Program Compared to State Disability Program
• Premium Pay Components
• CalPERS Retirement Program
• Hiring Bonus Program (Police)
13 RETENTION EFFORTS
• Open communication
with bargaining units
• Employee recognition
• Employee appreciation
events
• Employee performance
reviews
• Competitive employer-paid benefits
• Employee health, vision, dental, and life
insurance
• Deferred Compensation contributions
• Years of Service Awards / Longevity Incentives
• Paid Leaves – Sick, Vacation, Holiday,
Compensatory, Management, Bereavement
14 CONCLUSION
• Presentation and public hearing meets our AB
2561 obligation
• All groups are under the 20% vacancy threshold
with overall vacancy rate at 11%
• No Council action is needed at this time
• Bargaining group presentations to follow (if any)
15 MPOA PRESENTATION
16 MFFA PRESENTATION
17 TEAMSTERS PRESENTATION
18