AB 2561: Workforce Overview
Agenda Item 12.A
By Mike James, Assistant City Manager
Bianka Buchanan, Human Resources Officer
Meeting Date: May 20, 2025
Workforce Overview
•Pismo Beach currently has 101 budgeted full-time
positions within the following departments:
•Administrative Services
•City Manager’s Office
•Community Development
•Police
•Public Works
•Tourism and Event
2024 Vacancies (Full-time)
•Total number of Recruitments: 24
•Several recruitments were not filled (IE: Engineer filled with Senior Engineer). •Human Resources reviewed over 400 job applications.
•Total Number of Vacancies for 2024: 16
•Reasons for vacancies include retirement, resignation, and non-voluntary separation.
•Vacancy at the end of 2024, the City’s vacancy percentage was 5.94% •POA: 10% (3 positions)
•SEIU: 5.12% (2 positions)
•Non-Represented: 3.12% (1 position)
Current Vacancy (May 12, 2025)
Employee Group FT Budgeted Vacancies Vacancy Rate
POA 30 3 10%
SEIU 39 2 5.12%
Non-Represented 32 0 0%
TOTAL VACANCY 101 5 4.95%
•POA: The three vacancies are in process of being filled with part-time police recruits that will be attending the July 2025 police academy.
•SEIU: One of these vacancies is in the final stages of the recruitment process, with background checks to begin shortly thereafter.
Recruitment
Challenges
•Geographical location
•Demand for talent in specialized fields (IE: Engineering, Law Enforcement) •Cost of living
Strategies
•With Council support, introduction of the hiring incentive program for hard-to-fill positions. •Job posting beyond government platforms, including industry-specific associations. •Streamlining hiring process to increase efficiency and applicant experience. (IE: quicker response times, active engagement with applicants, updating background check process to comply with regulations.
Approximate turnaround time from Recruitment to Hire (not including police): ~3 months (This includes recruitment period, interviews, and background process).
Retention Initiatives
•Conducting a Compensation and Classification study to ensure market -aligned wages, and accurate essential job functions. •Ongoing access to competitive benefits package.
•Commitment to professional development through training and conferences.
•Employee recognition, teambuilding events, holiday celebrations. •Promotion of staff wellness through innovative programs, including electric bikes.
AB 2561: Workforce Overview
Recommendation:
Receive and File This Report.
Questions?