Vacancies,
Recruitment
& Retention
Efforts
AB 2561 Reporting
Human Resources
May 5, 2026
ATTACHMENT 1
What is AB 2561?
• 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 Workforce Information
• Total Budgeted Full-Time Positions:
o July 1, 2025: 530 FTEs
o December 31, 2025: 530 FTEs
o Current: 531 FTEs
• Public Services Rendered by Workforce:
3 Finance
Fire
Human Resources
Police
Public Works
Utilities
City Attorney’s Office
City Clerk’s Office
City Manager’s Office
Community Resources & Development
Parks & Recreation Services
FY2025/26
Citywide Vacancy Rates
4 Dec 31, 2025July 1, 2025FY2024/2025
4560# of Vacancies
530530# of Budgeted FTEs
8.4%11.3%Vacancy Rate %
Bargaining Units &
Represented Classifications
5 Represented
Classifications
Bargaining
Unit
Paraprofessional, technical,
clerical, maintenance, and
supervisory positions
Napa City Employees’ Association
(NCEA)
Professional and management
positions
Administrative, Managerial and
Professional Employees (AMP)
Firefighters
Firefighter/Paramedics
Fire Captains
Napa City Firefighters Association
(NCFA)
Battalion Chiefs
Deputy Fire Chiefs
Napa Chief Fire Officers (NCFO)
Police Officers
Police Sergeants
Napa Police Officers' Association
(NPOA)
Police Lieutenants
Police Captains
Police Management Unit (PMU)
FY2025/26 Vacancy Rates by
Bargaining Unit
6 Dec 31, 2025July 1, 2025Bargaining Unit
7.8%9.7%Napa City Employees’ Association
(NCEA)
12.9%10.1%Administrative, Managerial and
Professional Employees (AMP)
0%8%Napa City Firefighters Association
(NCFA)
0%0%Napa Chief Fire Officers (NCFO)
5.3%10.6%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 Current Vacancy Rates
7 %Bargaining Unit
9.3%Napa City Employees’ Association (NCEA)
8.2%Administrative, Managerial and Professional Employees (AMP)
0%Napa City Firefighters Association (NCFA)
0%Napa Chief Fire Officers (NCFO)
4%Napa Police Officers' Association (NPOA)
0%Police Management Unit (PMU)
7.9%Citywide Vacancy Rate (Current)
Moving target, but trending in the right direction
Full-Time Recruitment Metrics
(FY2024/25 Q4 & FY2025/26 Q1-Q3)
TotalMetric
62Recruitments Completed
70Positions Filled
42Total Current Vacancies
11Current Active Recruitments
8 Part-Time Extra Help
Recruitment Metrics
(FY2024/25 Q4 & FY2025/26 Q1-Q3)
TotalMetric
25Recruitments Requested
25Recruitments Completed
71Positions Filled
6Upcoming Recruitments
9 Hiring Obstacles
The City reviewed applicable policies,
procedures, and recruitment activities
and identified:
• Extremely competitive job market for
specialized positions
• Housing affordability vs. long commutes
• PEPRA & CalPERS Retirement Formulas
10 Hiring Solutions
• Attracting the Future Workforce
• Intern Program
• Fire Explorer Program
• Police Cadet Program
• Growing the Current Workforce
• Career Development
• Citywide Training
• Regional Training
• Flexible Work Schedules
• PEPRA & CalPERS Retirement Formulas
11 Job Fairs & Hiring Events…From Napa & Beyond!
12 Top the Cops at Sonoma Raceway5/21/2025
Career Point Job Fair5/26/2025
Sacramento Regional Public Safety
Training Center Academy 5/28/2025
Top the Cops at Sonoma Raceway6/11/2025
South Bay Regional Public Safety Academy6/13/2025
Butte College Police Academy7/7/2025
Fresno City College Police Academy7/14/2025
Santa Rosa Public Safety Academy7/29/2025
National Night Out8/5/2025
Sacramento Law Enforcement Hiring Expo 8/8/2025
San Joaquin Delta College Police Academy8/19/2025
Camp Pendelton8/21/2025
Top the Cops at Sonoma Raceway8/27/2025
Career Connect at Napa Valley Horsemen's Association9/19/2025 Career Point Job Fair9/23/2025
Cal State East Bay Career Empowerment Center 9/25/2025
Job Fairs & Hiring Events…From Napa & Beyond!
13 Napa Valley College Career Fair10/2/2025
Monterey Bay Peninsula Public Safety Training Center10/3/2025 Sacramento State University Job Fair10/7/2025
South Bay Regional Training Center Public Safety Fair10/18/2025 UC Davis Fall Career Fair 10/15/2025
Chico State University Fall 2025 Career Fair 10/22/2025 Santa Rosa Junior College Job Fair10/29/2025
South Bay Regional Training Center Public Safety Fair11/5/2025 Sacramento Law Enforcement Hiring Expo12/3/2025
UC Davis Winter Career Fair2/11/2026
Sacramento State University Job Fair3/2/2026
College of the Siskiyous Academy Recruitment Day3/10/2026 Sonoma State University Career Fest3/13/2026
Top the Cops at Sonoma Raceway4/15/2026
Napa Valley College Career Fair4/23/2026
Launch Your Future Spring 2026 Expo
American Canyon High School5/5/2026
Launch Your Future Spring 2026 Expo
Napa High School5/20/2026
14 Spreading the Word about
Job Opportunities
Targeted Outreach &
Recruiting Tools
• Informational Videos
• Ride-Alongs & Sit-Alongs 15
Employee Turnover
16 0
2 4
6 8
10 12
14 Jan - Mar
2025
Apr - June
2025
July - Sept
2025
Oct - Dec
2025
Jan - Mar
2026
Employees
New Hires
• 51 New Hires (FTEs)
May 2025 – Present
17 Promotions
• 42 Promotions
May 2025 – Present
18 Retention Efforts
• Employee Engagement Survey
Completed Year 4
Transitioning to Every Other Year
2025: 69% (373 / 537)
2024: 71% (377 / 529)
2023: 68% (368 / 543)
2022: 62% (329 / 528)
19 Retention Efforts
• Employee Wellness & Benefits Fair
20 Retention Efforts
• Employee Wellness Challenges
• Meditation & Mindfulness Sessions
21 Retention Efforts
• CalPERS 101: Understanding Your CalPERS
Retirement Benefits
• CalPERS 201: Planning for Retirement
22 Workforce Development
Opportunities
Overall Investment
• 50+ employees participated in regional academies and structured development programs since May 2025
Leadership Pipeline Development
• 27 employees completed leadership and professional academies; 7 currently participating
Workplace Investigations
• 25 supervisors and managers trained to conduct consistent, legally sound workplace investigations
Coaching & Development
• 9 employees and 4 teams supported through
targeted coaching and development
23 Workforce Development
Opportunities
Conflict Resolution
• 2 teams offered support through facilitated conflict resolution through a collaborative effort between the department, HR, and labor groups Communities of Practice
• 4 role-based Communities of Practice launched to improve consistency and collaboration citywide
Succession Planning & Identification of Leadership Readiness • Citywide succession planning initiat ed to assess bench strength and support future workforce readiness
New Hire Development
• New Hire C.A.R.E. training launched to strengthen
communication and workplace effectiveness from
day one
24 Ongoing Progress & Highlights
• Napa Police Department’s Cadet Program is
currently underway!
• 2026 Summer Intern Program
25 Ongoing Progress & Highlights
• Currently in labor negotiations with the
following bargaining units: NCEA & NCFA
• Begin labor negotiations in July for NPOA
• Begin labor negotiations towards the end
of the calendar year for AMP
• Goal is to finalize labor agreements with
all these bargaining units
26 Recommended Action
Conduct a public hearing and receive
a presentation regarding the City’s
workforce vacancies, recruitment, and
retention efforts.
27 THANK YOU!
28