PISMO BEACH CITY COUNCIL STAF REPOR
Agenda Item #12.A
Meetin Date: Ma 19, 2026
TITLE:
Job Vacancy Report in Compliance with Assembly Bill 2561
RECOMMENDATION:
No action recommended; for information only.
DISCUSSION:
Following the enactment of Assembly Bill 2561 (AB 2561), signed by the California Governor in September 2024, this report is presented to comply with state requirements focused on transparency in staffing vacancies. The law amends the Meyers-Milias-Brown Act and requires public agencies to conduct an annual public hearing prior to budget adoption to review vacancy levels, recruitment and retention efforts, and to allow input from recognized bargaining groups. The legislation aims to address workforce shortages affecting public services and requires agencies to report on vacancies and related strategies, identify barriers to hiring and retention, and provide additional details when vacancy rates for any bargaining unit reach or exceed twenty percent.
In May 2025, staff presented the first annual report on vacancy levels and recruitment and retention efforts following the adoption of AB 2561; this report represents the second annual update.
Workforce Overview
The City of Pismo Beach has three bargaining groups: two represented groups, consisting of the Police Officers Association (POA) and Service Employees International Union, Local 620 (SEIU), and one unrepresented group. The number of positions in each group is shown in Table 1 below. For purposes of this report, only full-time positions are included.
Table 1. Regular Full-Time Posiitons by Bargaining Group as of May 1, 2026
Employee Group # of Budgeted FT
Positions
POA 30
SEIU 36
Non-Represented 36
On April 7, 2026, the City Council authorized the reestablishment of the Engineering Technician position as a budgeted position. The position is represented by SEIU and reflected within the table above.
Council Agenda 5-19-2026 12.A-1
As of May 1, 2026, no bargaining groups currently meet or exceed the 20% vacancy threshold that would trigger additional reporting under AB 2561. The City’s overall vacancy rate is 3.92%.
Vacancy rates are calculated as follows: Vacancy Rate (%) = (Number of Vacant Positions in Bargaining Group / Total Number of Authorized Positions) X 100. Table 2 below summarizes the City’s vacancies by employee group as of May 1, 2026.
Table 2. Vacancy and Rate by Bargaining Group
Employee Group Vacancies Vacancy Rate
5/2026
Vacancy Rate 5/2025
(Last Year’s Rate
POA 3 10%10%
SEIU 1 2.77%5.12%
Non-Represented 0 0% 0%
The POA group currently has three vacant positions, all of which are in the process of being filled pending completion of the hiring process, which includes background investigations. The vacancies consist of two sworn police officer positions, which will be filled through the hiring of Police Recruits who will attend the police academy, and one Public Safety Dispatcher position.
Within the SEIU-represented group, the City is currently recruiting for an Engineering Technician position. Although this position is currently being reported as vacant through Table 2, it was only recently reauthorized as an additional position within the Engineering Division; accordingly, the City has initiated recruitment and hiring efforts to fill the position.
Recruitment Activity
City vacancies occur for a variety of reasons, including employee retirements, promotions, resignations, and separations from service. During 2025, the City successfully filled 15 full-time positions. In support of these recruitments, Human Resources staff reviewed over 500 applications for full-time employment opportunities, reflecting continued interest in City positions.
While recruitment efforts continue to generate a significant number of applications, the size of the applicant pool does not always correspond to the number of qualified candidates. The City receives applications from individuals nationwide, including applicants seeking remote or flexible work arrangements or those who do not meet the minimum qualifications for the position. In addition, some otherwise qualified candidates elect not to continue through the recruitment process due to factors such as regional cost- of-living considerations.
In response, Human Resources is continuing to strengthen recruitment efforts to ensure that open positions are both highly visible and appealing to qualified candidates. Staff are working to streamline hiring timelines by improving internal coordination and refining the Council Agenda 5-19-2026 12.A-2
screening and selection process, while also prioritizing clear and consistent communication with applicants throughout each stage of recruitment. These efforts are intended to improve the overall candidate experience and foster a sense of connection to the City, helping applicants feel engaged and valued as part of the City’s workforce from the initial application through final selection.
Employee Separations
In 2025, nine full-time employees separated from the City of Pismo Beach. Five employees resigned for various reasons, including relocation outside the area and a decision not to continue shift work. Three employees were released during their probationary period after not meeting the performance standards required for the position, and one employee retired from City service.
Retention
Employee retention is essential to maintaining operational continuity, preserving institutional knowledge, and ensuring the consistent delivery of high-quality public services. The City is committed to fostering a work environment that supports employee success, encourages professional growth, and promotes long-term job satisfaction. To strengthen recruitment and retention, the City continues to invest in compensation, benefits, recognition, wellness, and career development initiatives, including the following:
Successful negotiation and implementation of three-year successor Memoranda of Understanding (MOUs) for both represented bargaining groups, incorporating equity adjustments based on the 2025 adopted Compensation Study. Continued access to comprehensive and competitive employee benefits, including increased health benefit contributions.
Addition of a longevity-based incentive designed to support employee retention and recognize long-term service.
Completion and adoption of the citywide Classification Study, a collaborative initiative involving input from employees across all departments to ensure positions are aligned with current and future operational needs.
In an increasingly competitive labor market, agencies are expanding compensation structures, offering flexible work arrangements, and enhancing fringe benefits to attract and retain qualified employees. As a smaller agency, City employees often serve in multifaceted roles that require adaptability, a broad skill set, and the ability to manage diverse responsibilities, making retention efforts especially critical. The City remains committed to continuously evaluating and refining its recruitment and retention strategies to ensure they remain effective, equitable, and aligned with organizational goals. This includes ongoing review of workforce trends, employee feedback, and peer agency practices to identify opportunities for improvement and implement targeted actions that support employee retention, engagement, and long-term organizational resilience.
Council Agenda 5-19-2026 12.A-3
Conclusion and Recommendation
The City of Pismo Beach is committed to maintaining a strong workforce through effective recruitment and retention. This report and public input process meet the requirements of AB 2561 and confirm that all bargaining groups are below the 20% vacancy threshold. Staff will continue to monitor staffing levels and address workforce needs as they arise. With ongoing City Council support and investment in its workforce, Pismo Beach remains a competitive 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: Silas Clarke, Assistant City Manager
City Manager Approval:
Council Agenda 5-19-2026 12.A-4