Vacancies,
Recruitment
& Retention
Efforts
AB2561 Reporting
Human Resources
May 6, 2025
ATTACHMENT 1
ATTACHMENT 1
What is AB2561?
• Assembly Bill 2561 requires that, on an annual
basis, public agencies assess and address
vacancy rates by:
Tracking job vacancies
Presenting information on the status of the
vacancies and recruitment and retention
efforts at least once per fiscal year
Identifying any policies, procedures, and
recruitment activities that may present
obstacles in hiring
Additional obligations may apply if the Vacancy Rate
in a Bargaining Unit exceeds 20%
2 ATTACHMENT 1
Workforce Information
• Total Budgeted Full-Time Positions:
o July 1, 2024: 523 FTEs
o December 31, 2024: 523 FTEs
o Current: 522 FTEs
• Public Services Rendered by Workforce:
3 Human Resources
Parks & Recreation
Police
Public Works
Utilities
City Attorney’s Office
City Clerk’s Office
City Manager’s Office
Community Development
Finance
Fire
ATTACHMENT 1
FY2024/25
Citywide Vacancy Rates
4 Dec 31, 2024July 1, 2024FY2024/2025
4556# of Vacancies
523523# of Budgeted FTEs
8.6%10.7%Vacancy Rate %
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Bargaining Units &
Represented Classifications
5 Represented
Classifications
Bargaining
Unit
Professional, paraprofessional,
technical, clerical, maintenance,
and supervisory positions
Napa City Employees’ Association
(NCEA)
Mid-level management positions Administrative, Managerial and Professional Employees (AMP)
Firefighters
Firefighter/Paramedics
Fire Captains
Napa City Firefighters Association
(NCFA)
Battalion Chiefs
Deputy Fire Chief
Napa Chief Fire Officers (NCFO)
Police Officers
Police Sergeants
Napa Police Officers' Association
(NPOA)
Police Lieutenants
Police Captains
Police Management Unit (PMU)
ATTACHMENT 1
FY2024/25 Vacancy Rates by
Bargaining Unit
6 Dec 31, 2024July 1, 2024Bargaining Unit
9%14.5%Napa City Employees’ Association
(NCEA)
3.8%4.8%Administrative, Managerial and
Professional Employees (AMP)
9.6%4.8%Napa City Firefighters Association
(NCFA)
0%0%Napa Chief Fire Officers (NCFO)
12.5%9.7%Napa Police Officers' Association
(NPOA)
0%0%Police Management Unit (PMU)
During the past fiscal year, no bargaining unit met or exceeded a 20% vacancy of the total budgeted full-time positions ATTACHMENT 1
Current Vacancy Rates
7 %Bargaining Unit
7.5%Napa City Employees’ Association (NCEA)
4.8%Administrative, Managerial and Professional Employees (AMP)
8%Napa City Firefighters Association (NCFA)
0%Napa Chief Fire Officers (NCFO)
12.5%Napa Police Officers' Association (NPOA)
0%Police Management Unit (PMU)
8.4%Citywide Vacancy Rate (Current)
Moving target, but trending in the right direction
ATTACHMENT 1
Full-Time Recruitment Metrics
(FY24-25 Q1-Q3)
TotalMetric
59Recruitments Completed
50Positions Filled
44Total Current Vacancies
10Current Active Recruitments
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Part-Time Extra Help
Recruitment Metrics
(FY24-25 Q1-Q3)
TotalMetric
15Recruitments Requested
15Recruitments Completed
22Positions Filled
2Upcoming Recruitments
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Hiring Obstacles
The City reviewed applicable policies, procedures, and
recruitment activities to identify:
Potential obstacles:
• Very competitive job market for specialized positions (Police Officer, Firefighter/Paramedic, Engineers, Public Sector Finance & Water Professionals)
• Housing affordability vs. long commutes may be a barrier for some candidates
• Pre-employment screenings & background process is
much lengthier and more extensive than private sector
jobs
• Civil Services Rules are outdated and ambiguous
10 ATTACHMENT 1
Hiring Solutions
The City reviewed applicable policies, procedures, and
recruitment activities to identify:
Solutions to address obstacles:
• Internships, Explorer Programs, and Training
Curriculums to “grow” the next generation of the
City’s workforce
• Flexible work schedules including hybrid remote
options to assist with commute traffic and remain
competitive in job market
• Additional resources to expedite pre-employment
background process for Public Safety positions
• Currently working on a multi-year project to
modernize Civil Service Rules
11 ATTACHMENT 1
Job Fairs & Hiring Events…From Napa & Beyond!
12 Santa Rosa Junior CollegeSeptember 24, 2024
Butte College Police Academy February 10, 2025
San Joaquin Delta College Police AcademyFebruary 24, 2025 Chico State UniversityFebruary 26, 2025
Sonoma State University March 7, 2025
Siskiyous Police AcademyMarch 19, 2025
Tulare-Kings Counties Police Academy March 27, 2025
Sacramento Law Enforcement Hiring ExpoApril 4, 2025
American River College April 8 & April 9, 2025
Solano Community College April 10, 2025
UC Davis April 16, 2025
Top the Cops (Sonoma Raceway)April 16, 2025
South Bay Regional Public Safety Training CenterApril 25, 2025 Napa Valley College April 30, 2025
Valley Oak High School Career FairMay 2, 2025
San Jose Public Safety Career FairMay 3, 2025
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13 Spreading the Word about
Job Opportunities
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14 Targeted Outreach for
Public Safety Recruitments
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Employee Turnover
15 0
2 4
6 8
10 12
Jan - Mar
2024
Apr - June
2024
July - Sept
2024
Oct - Dec
2024
Jan - Mar
2025
Employees
ATTACHMENT 1
New Hires & Promotions
• 48 New Hires (FTEs)
(January 2024 – Present)
• 55 Promotions
(January 2024 – Present)
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Retention Efforts
• Employee Engagement Survey
o Increased Citywide Completion Rate in Year 3
o 2024: 71% (377 / 529)
o 2023: 68% (368 / 543)
o 2022: 62% (329 / 528)
• Employee Wellness Challenges
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Retention Efforts
• New EAP Vendor – Concern
18 • Completed Transition to Nationwide &
Ongoing Support
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Retention Efforts
• Collaborators Workshop
2 Projects Underway:
1) Performance Evaluations
2) New Hire Onboarding
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Retention Efforts
Continued Trainings & Employee Development
Opportunities:
• “Get to the Point” Communications Training
• Regional Management Academy
• New Hire Training
20 ATTACHMENT 1
Ongoing Progress & Highlights
• Successfully completed negotiations and finalized
labor agreements with the following bargaining
units: NCEA, NPOA, NCFA, NCFO, & AMP
• Progress on Civil Service Rules Multi-Year Project
Completed first phase by conducting internal
stakeholder engagement meetings & analysis
P
resented findings to Civil Service Commission
21 City
Charter
Civil
Service
Rules
BOTH
ATTACHMENT 1
Recommended Action
Conduct a public hearing and receive
a presentation regarding the City’s
workforce vacancies, recruitment, and
retention efforts.
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THANK YOU!
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