PISMO BEACH CITY COUNCIL STAFF REPORT
Agenda Item #12.A
Meeting Date: May 20, 2025
TITLE:
Job Vacancy Report in Compliance with Assembly Bill 2561 RECOMMENDATION:
No action recommended; for information only.
DISCUSSION:
In response to Assembly Bill 2561 (AB 2561), signed into law by Governor Newsom on September 22, 2024, staff has prepared this report to meet new state requirements aimed at increasing transparency about staffing vacancies. AB 2561 requires public agencies to hold at least one public hearing each fiscal year before adopting their budgets to report on vacancy levels, review hiring and retention efforts, and give recognized bargaining groups an opportunity to participate.
The bill, which amended the Meyers-Milias-Brown Act (Government Code Section 3502.3), was introduced to help address staffing shortages in public agencies—issues that can impact service delivery, increase workload, and affect employee morale. To help mitigate these challenges, AB 2561 requires agencies to:
Report annually on vacancies, recruitment, and retention strategies; Identify policies or practices that may hinder hiring or retention; Provide a platform for bargaining groups to speak during the hearing; and Share additional data if any bargaining unit’s vacancy rate reaches 20% or more.
This report includes workforce data for the 2024 calendar year, as well as the most current staffing figures as of May 1, 2025. Recognized bargaining groups, including the Pismo Beach Police Officers Association (POA) and Service Employees International Union AFL-CIO Local 620 (SEIU), have been invited to participate in this public hearing, in line with AB 2561’s requirements. Pismo Beach also has two non-represented labor groups, including non-represented full-time employees and non-represented part-time employees.
Workforce Overview
This update highlights recent hires, current vacancies, and ongoing recruitment efforts by Pismo Beach, underscoring the City’s commitment to maintaining a fully staffed, high- performing workforce that supports top-tier service across all departments. For the purposes of this report, the City will be reporting on full-time positions only.
As of May 1, 2025, the City had 101 full-time budgeted positions (FTE). Of the 101 FTE,
68.31% are a part of represented bargaining groups. No bargaining group currently meets or exceeds the 20% vacancy threshold that would trigger enhanced reporting requirements under AB 2561. The City’s overall vacancy rate is currently 4.95%, a testament to the proactivity the City takes in response to filling vacancies promptly and Council Agenda 5-20-2025 12.A-1
retention of current employees. Vacancy rates are calculated as follows: Vacancy Rate (%) = (Number of Vacant Positions in Employee Group / Total Number of Authorized Positions) x 100. Table 1 following table summarizes the City’s vacancies by employee group as of May 12, 2025.
Table 1. Vacancies by Employee Group
Employee Group FTE Budgeted Vacancies Vacancy Rate
POA 30 3 10%
SEIU 39 2 5.12%
Non-Represented 32 0 0%
As of the date of this report, the POA currently reflects three vacancies; however, all three positions are in the process of being filled. Three Police Recruit candidates have been selected and are scheduled to begin the police academy in July 2025.
SEIU currently has two vacancies. One of these positions is in the final stages of the interview process, with background checks anticipated to commence soon.
Overall, the City is in a strong position, with all vacancies filled or in different phases of the recruitment process.
Vacancy, Recruitment, Retention
Vacancies occur for a variety of reasons, including newly budgeted positions, retirements, internal promotions, resignations, and terminations. Filling vacancies in a timely manner has long been a priority for the City, even prior to the requirements outlined in AB 2561.
Human Resources works closely with departments to ensure that vacant positions are filled as efficiently as possible to maintain continuity of services, support operational effectiveness, reduce overtime, and minimize disruptions to daily operations. Proactive recruitment and hiring efforts are essential to sustaining a strong workforce, meeting community needs, and upholding the City’s service standards. These efforts also create opportunities for both internal advancement and the recruitment of qualified external candidates.
Throughout 2024, the City experienced the departure of sixteen full-time employees. Of these, five retired, eight resigned to pursue other employment opportunities, and three were non-voluntary separations. While turnover is a natural part of any organization, these changes underscore the importance of maintaining a strong recruitment and retention strategy.
In 2024, Human Resources reviewed over 400 job applications for full-time positions, reflecting continued interest in employment with the City. To meet current staffing needs and support future growth, the City has taken a proactive approach to enhancing its recruitment strategies. This includes expanding job postings beyond traditional government platforms to more accessible online job boards, as well as industry-specific Council Agenda 5-20-2025 12.A-2
professional associations, broadening the reach to attract a more diverse and qualified applicant pool.
With support from the City Council, a hiring incentive program was also introduced to address hard-to-fill positions. This initiative proved successful in attracting and securing highly qualified candidates for critical roles, strengthening the overall capacity and expertise of the City's workforce.
In addition, staff has worked to streamline various aspects of the hiring process—from recruitment to an offer of employment—increasing overall efficiency while maintaining compliance with evolving regulations. These improvements have made the process more applicant-friendly and responsive to departmental needs. As a result, the average time from job posting to offer has been significantly reduced, helping the City remain competitive in today’s job market.
Together, these efforts reflect the City’s commitment to thoughtful workforce development and to building a high-performing team that delivers quality service to the community.
Employee retention is critical to maintaining organizational stability, preserving institutional knowledge, and ensuring high-quality service delivery. High retention rates contribute to a more experienced, engaged, and productive workforce, ultimately benefiting both the organization and the community it serves. The City remains committed to creating a positive, supportive work environment where employees feel valued, heard, and motivated to grow professionally. Through initiatives focused on employee development, recognition, wellness, and competitive benefits, the City is dedicated to fostering a workplace culture that encourages long-term career commitment and satisfaction. Initiatives efforts include:
Completion of a Compensation Study to ensure market-aligned wage adjustments.
Additionally, a Classification Study is currently in progress to ensure that job functions are accurately aligned with roles and responsibilities. Continuing to offer a comprehensive and competitive benefits package. Commitment to professional development through in-person and online training opportunities, as well as support for attendance at specialty-specific conferences. Implementation of employee recognition initiatives, including appreciation events, team-building activities, and holiday celebrations.
Promotion of staff wellness through innovative programs, such as providing electric bikes for use during the workday.
The City remains committed to continuously evaluating and refining its strategies for employee recruitment and retention to ensure they remain effective, equitable, and aligned with organizational goals. Through regular self-assessment, including analysis of workforce data, employee feedback, and emerging industry trends, the City will identify areas of improvement and implement targeted actions that support a stable, engaged, Council Agenda 5-20-2025 12.A-3
and high-performing workforce. This ongoing process will involve collaboration across departments, benchmarking with peer agencies, and a proactive approach to adapting policies and practices that foster long-term employee satisfaction and organizational resilience.
Conclusion and Recommendation
The City of Pismo Beach remains committed to maintaining a skilled and well-supported workforce through a strong focus on effective recruitment and long-term employee retention. This report and public input opportunity satisfy the requirements of AB 2561 and confirm that all bargaining units are currently operating below the 20% vacancy threshold. The City will continue to closely monitor staffing trends and proactively address any workforce challenges that arise. With the continued support of the City Council and its ongoing investment in our employees, Pismo Beach remains a competitive and desirable employer in the region.
FISCAL IMPACT:
There is no fiscal impact associated with this report. Any budget impacts associated with staff position changes are analyzed at the time the changes are considered by the Council.
ATTACHMENTS:
None
Prepared by:
Bianka Buchanan, Human Resources Officer
Submitted by: Mike James, Assistant City Manager
City Manager Approval:
Council Agenda 5-20-2025 12.A-4