AB 2561: Workforce Overview
Agenda Item 12.A
By Silas Clarke, Assistant City Manager
Bianka Buchanan, Human Resources Officer
Meeting Date: May 19, 2026
Workforce Overview
•Pismo Beach has 102 budgeted full-time positions across three Employee Groups:
•Police Officers Association (POA): 30
•Service Employees International (SEIU): 36
•Non-Represented Full-Time: 36
2025 Overview (Full-time)
•Total number of Recruitments: 20
•Human Resources reviewed over 500 job applications.
•Total Number Filled Positions: 15
•Total Number of Separations: 9
•Reasons for vacancies include retirement, resignation, and non-voluntary separation.
•City-Wide Vacancy rate by end of December 2025: 2.97%
•POA: 3.33% (1 sworn)
•SEIU: 0
•Non-Represented: 5.55% (2 position)
Current Vacancy (May 1, 2026)
Employee Group FT Budgeted Vacancies Vacancy Rate
POA 30 3 10%
SEIU 36 1 2.77%
Non-Represented 36 0 0%
TOTAL VACANCY 102 4 3.92%
•POA
•Two sworn vacancies are in process of being filled with Police Recruits that will be attending the Allan Hancock Police Academy. The third vacancy is for a Dispatch position which is also in the hiring process.
•SEIU:
•The Engineering Technician vacancy was created when the position was reauthorized by the City Council on April 7, 2026, as an additional position. Recruitment for this position is currently underway.
Recruitment
Challenges
•Geographical location
•Cost of living
•Evolving workforce expectations and preferences
Strategies
•Maintain a competitive benefit and salary package.
•Promote the wide range of responsibilities and professional exposure employees receive through the diverse and collaborative nature of a smaller city organization. •Emphasize workplace culture, collaboration, and employee impact. •Clear and consistent communication, fostering a sense of connection and engagement with the city from application to offer.
Approximate turnaround time from Recruitment to Hire (not including police): ~2 months (This includes recruitment period, interviews, and background process).
Current Retention Initiatives
•Successful negotiation and implementation of a three-year successor MOUS.
•Continued access to competitive benefits, including increased health contributions.
•Longevity-based incentive pay at completion of 5 and 10 years of service.
•Continued commitment and investment in employee training and development opportunities.
AB 2561: Workforce Overview
Recommendation:
Receive and File This Report.
Questions?