Annual Recruitment and
Vacancy Report
Human Resources Department
January 26, 2026
Human Resources Department
Annual Recruitment and Vacancy Report
Recommendation
Receive and file the annual report on recruitment and vacancy rates in compliance with Assembly Bill 2561.
2 Background
AB 2561 mandates public agencies to present vacancy data and recruitment/retention efforts annually. This promotes transparency and effective workforce management, enabling data-driven staffing decisions and improving operational efficiency.
Human Resources Department
Annual Recruitment and Vacancy Report
3 Compliance
• Human Resources Department will conduct a public hearing prior to the adoption of the annual budget.
• Employee Organizations will be allowed to present information on vacancies.
• Human Resources will provide additional vacancy details for employee organizations that exceed 20% on request of the employee organization.
Human Resources Department
Citywide Vacancies
4 Human Resources Department
Recruitment Activities and Enhancements
5 • Enhanced outreach: LinkedIn, Eaton Fire Collaborative • Onboard portal has reduced the onboarding timeline
• Fire Department
> 4th year of paramedic intern program targeting local talent > Supported promotional process for three new Battalion Chiefs > Recruit academy with 19 FF trainees scheduled to graduate in April • Housing
> Developed online practice written exam for MASH candidates • Library
> Two career readiness trainings to enhance promotional preparedness • PRCS
> Enhanced ROSE program
• Police
> Created Senior Park Safety Specialist and Lead Detention Officer classifications > Team of 45 sworn and non-sworn Police employees conducted extensive outreach at job fairs, colleges, air shows, and special events.
Human Resources Department
Recruitment Activities and Enhancements
6 • Public Works Department
> Collaborated to create a Proactive Related Operations (PRO) team. • Transportation Department
> Increased Parking Enforcement Representative (PER) staffing and hired a total of seven new PER staff.
• Water and Power Department
> Enhanced job-related assessments to improve candidate evaluation quality and consistency for classifications such as Water Treatment Operator, Associate Engineer, and Assistant Engineer.
> Increased administration of same-day multiple test component processes for Electrical Craft Helper, Electrical Distribution and Mechanic.
Human Resources Department
Retention Initiatives
• Gallup Employee Engagement Survey
> 1606 employees completed the survey (80%)
> Mean score of 4.00 (last year 3.87)
• Market Salary surveys and Reclassifications
> Efforts to stay competitive and adapt to operational changes • Ten new classifications
• Wellness programs
> Kaiser Mobile
> Walking Wednesdays
> Enhanced Employee Assistance Program for mental health and wellbeing support
• The voluntary turnover rate for FY 2025: 4.74%
> FY 2024 turnover rate was 8.17%
7 Human Resources Department
Annual Recruitment and Vacancy Report
8 Fiscal Impact
No direct fiscal impact. Budget implications addressed via regular budgeting process.
Questions?