8.5 – AB 2561 - Status of Vacancies
June 25, 2025
Conduct a public hearing and:
Receive and file this report, and
Direct staff to continue recruitment and retention
efforts
e improvements in Consolidated Landscape Maintenance
Assessment District (LMADs) No. 2008-1, 2016, and 2019
Staff Recommendation
• AB 2561 signed into law September 2024
• Addresses concerns about public sector staffing shortages • Shortages can lead to reduced public service delivery, heavier workloads, staff burnout, and increased turnover e improvements in Consolidated Landscape Maintenance
Assessment District (LMADs) No. 2008-1, 2016, and 2019
Background
• Conduct at least one public hearing per fiscal year to report on the status of vacancies and related recruitment and
retention efforts
• Identify any changes to policies, procedures, and
recruitment efforts that would remove obstacles in the
hiring process
• Provide recognized employee organizations for a bargaining unit the opportunity to present during the public hearing AB 2561 Requirements
• Include information listed below upon the request of the recognized employee organization if the number of vacancies meets or exceeds 20% of the total number of authorized full-time position in a particular bargaining unit:
• The total number of job vacancies within a bargaining unit • The total number of applicants for vacant positions within the bargaining unit
• The average number of days to complete the hiring process from when a position is posted
• Opportunities to improve compensation and other working conditions.
AB 2561 Requirements
e improvements in Consolidated Landscape Maintenance
Assessment District (LMADs) No. 2008-1, 2016, and 2019
Job Vacancies Report - June 25, 2025
Employee Group FTEs Budgeted Vacancies Vacancy Rate
SEIU General 18.6 1 5.4%
SEIU Supervisor/Confidential 9 1 11.1%
Unrepresented 23.2 5.5 23.7%
City Overall 50.8 7.5 14.8%
• Successful recruitment is about identifying, attracting, and hiring the right people
• Hiring for certain regular positions remains a challenge • Demand for talent in specific sectors
• High cost-of-living in the Mountain House area
• Geographical distance from a major metropolitan center, which can limit the applicant pool
• Staff is implementing NeoGov, an applicant tracking system for public sector agencies designed to streamline the recruitment, application tracking, and on-boarding experience
Recruitment Strategies
Successful retention is about maintaining employee engagement, satisfaction and commitment to the City long-term
Prioritize both physical and mental well-being
• City offers compressed work weeks, such as 9/80 work schedules and hybrid-telework options when possible to help employees balance work and personal life
• Employees are encouraged to use their paid-time off to rest and recharge, reducing burnout and supporting a healthy work-life balance • City provides an Employee Assistance Program which offers a wide range of work-life services including counseling, child and parenting services, adult and elder care services, and a crisis hotline
Retention Strategies
City offers Educational Reimbursement Program to promote education and career advancement for employees
• Program provides partial reimbursement of tuition and fees for career-related courses for regular full and part-time employees Retention Strategies
Recent and on-going initiatives:
• Implementing Classification and Compensation Study, which will provide updated job descriptions and market-aligned wage adjustments • Commencing negotiations in the fall of 2025 for new labor agreements – current agreements expire June 30, 2026
• Continued access to a comprehensive benefits package and flexible schedule options for eligible positions
• Continued longevity incentives to reward and retain experienced employees • Continued professional development through in-person and online training programs
Retention Strategies
Conduct a public hearing and:
Receive and file this report, and
Direct staff to continue recruitment and retention
efforts
e improvements in Consolidated Landscape Maintenance
Assessment District (LMADs) No. 2008-1, 2016, and 2019
Staff Recommendation
Questions?