City Council Agenda Report
May 26, 2026
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: ASSEMBLY BILL 2561, LOCAL PUBLIC EMPLOYEES VACANCY REPORT Background:
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (AB 2561) into law. This bill aims to address the issue of job vacancies in local government, which negatively impacts the delivery of public services and increase employee workload. Among its various requirements, AB 2561 mandates that public agencies provide updates on their vacancies, recruitment and retention efforts during a public meeting before the governing body at least once each fiscal year. The legislation is codified at Government Code section 3502.3 and became effective January 1, 2025.
Analysis:
AB 2561 requires the City to present the status of job vacancies along with its recruitment and retention efforts during a public meeting at least once each fiscal year before the adoption of the final budget. Public agencies must:
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 meeting.
City Council May 26, 2026
Assembly Bill 2561 Page No. 2
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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:
The City has 305 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 2025, the City reported an average of 25 staff vacancies, which represents 8.83% of total positions. Therefore, the City is not currently subject to the additional reporting requirements outlined in AB 2561.
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. Providing a competitive benefits package, including comprehensive health benefits, retirement planning, and work-life balance support.
City Council May 26, 2026
Assembly Bill 2561 Page No. 3
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Additionally, the City needs to 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.
Last year, a significant challenge was that certain positions offered non-competitive salaries, leading to the loss of candidates to other agencies that offered higher wages. In response to this issue, the City Council directed the city to complete a compensation study. As of March 2026, a new 9-step salary schedule has been implemented to align employees' salaries with market rates.
Fiscal Impact:
N/A
Citizens Advised:
N/A
Strategic Plan 2023 Implementation:
N/A
Recommended Action:
Staff recommend City Council open for public comment and receive report.
Attachments:
Assembly Bill 2561