City Council Agenda Report
June 17, 2025
TO: Honorable City Council
FROM: Jesus M. Gomez, City Manager
BY: Carina Montes, Director of Human Resources/Risk Manager Jesenia Sanchez, Human Resources Manager
SUBJECT: PUBLIC HEARING - ASSEMBLY BILL 2561, LOCAL PUBLIC EMPLOYEES
VACANCY REPORT
Background:
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (AB 2561) into law. 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. Among other requirements, the bill mandates that public agencies present the status of vacancies and recruitment and retention efforts during a public hearing before the agency’s governing body at least once per fiscal year.
The bill was enacted into law and is codified at Government Code section 3502.3. The new law became effective January 1, 2025.
Analysis:
AB 2561 mandates that the City present the status of job vacancies and its recruitment and retention efforts at a public hearing at least once each fiscal year prior to the adoption of the final budget. Public agencies are required to:
•Report on job vacancies, recruitment, and retention efforts. •Identify policies or practices that may create obstacles or negatively impact the hiring process.
•Provide recognized bargaining units with an opportunity to participate in the public hearing.
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•If the number of job vacancies within a single bargaining unit reaches or exceeds 20% of the total authorized full-time positions in that bargaining unit, the City must provide additional data upon request from the recognized employee organization. This includes the total number of job vacancies within that bargaining unit, the total number of applicants for vacant positions, the average time taken to complete the hiring process from when a position is posted, and potential opportunities to improve compensation and other working conditions.
Vacancies:
As of June 17, 2025, the City has 303 full time budgeted positions with employees being represented by two bargaining units; Norwalk Association of Management Employees (NAME) and Norwalk City Employees Association (NCEA). As of December 2024, the City reported an average of 16 staff vacancies, which represents five percent of total positions. Therefore, the City is not currently subject to the additional reporting requirements outlined in AB 2561. The City is actively recruiting for four positions within the NCEA and NAME, with an expected completion date in summer 2025.
Recruitment Efforts:
To comply with Government Code requirements, the City must also evaluate its current recruitment efforts. Several strategies have been implemented to enhance recruitment, including:
•Expanded our social media presence and actively engaged with potential candidates through platforms like LinkedIn, Facebook, and Instagram. We regularly post updates about City events, job openings, and industry insights to keep our followers engaged. •Advertise job openings through professional associations such as the Municipal Management Association of Southern California (MMASC), California Municipal Clerks Association (CMCA), the Western City website, and other relevant sources based on the job qualifications required.
•Offered sign-on bonuses for Bus Operators to attract qualified candidates. •Organized on-the-spot hiring fairs at the Norwalk Sports Complex. •Conducted workshops on resume writing and interview preparation to assist students in their job searches.
•Utilized NEOGOV to manage and attract applicants.
•Implemented a new online onboarding process.
Retention Efforts:
The City has implemented several strategies to improve employee retention, including:
•Providing continuing education and training opportunities. •Offering tuition reimbursement programs to support employee career development. •Recognizing employee contributions through appreciation events and award programs.
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•Providing a competitive benefits package, including comprehensive health benefits, retirement planning, and work-life balance support.
The City must also identify any changes to policies, procedures, or recruitment activities that may negatively impact its efforts to reduce vacancies.
Lengthening or complicating the onboarding process can frustrate new hires and lead to higher dropout rates before they officially begin. To address this issue, the City implemented an online, paperless, and streamlined approach to onboarding through NeoGov. Candidates can now start their onboarding process more efficiently and quickly via the online portal.
A significant challenge in recruitment is that some salaries may not be competitive, leading to the loss of candidates to other agencies that offer higher wages. In response, the City, under the direction of City Council, initiated a classification and compensation study to address these concerns.
Fiscal Impact:
N/A
Citizens Advised:
N/A
Strategic Plan 2023 Implementation:
N/A
Recommended Action:
Staff recommends City Council open for public comment and receive report.
Attachments:
Assembly Bill 2561