CITY COUNCIL STAFF REPORT
Meeting Date: May 18, 2026
TO: THE HONORABLE MAYOR AND CITY COUNCILMEMBERS
TITLE: PUBLIC HEARING ON VACANCY REPORT IN COMPLIANCE WITH ASSEMBLY BILL 2561 AND GOVERNMENT CODE SECTION 3502.3
SYNOPSIS
Assembly Bill 2561 (AB 2561), which took effect January 1, 2025, and is codified as California Government Code §3502.3, requires public agencies, including the City, to hold at least one public hearing per fiscal year to discuss vacancies, recruitment, and retention efforts. This staff report, along with the public presentation, is intended to satisfy that obligation.
DISCUSSION
Background
Job vacancies in local government can affect the delivery of public services and employee workload. Public agencies must conduct a public hearing to present the status of vacancies, recruitment, and retention efforts before the agency’s governing body at least once per fiscal year prior to the adoption of the next fiscal year’s budget, and to identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process. (§3502.3).
In compliance with this obligation, the City is required to do the following:
1. Public Hearing – Report on Vacancies: For the calendar year 2025 the City’s annual average percentage of vacancies (i.e., regular, full-time equivalent) is 6.02%. The table below shows a breakdown of the percentage of vacancies (regular full-time equivalent) at the beginning of each month:
2. Employee Organization Participation: The recognized employee organization for each bargaining unit at the City may make a presentation during the public hearing concerning vacancies and recruitment and retention efforts. The Human Resources Division notified the three represented bargaining units at the City of the opportunity to present. (Gov. Code §3502.3(b).)
3. Additional Reporting for High Vacancy Rates: If vacancies within a single bargaining unit meet or exceed 20% of authorized full-time positions in that bargaining unit, upon request of the recognized employee organization for that bargaining unit, the City must provide additional information during the public hearing, including the following: (1) the total number of vacancies within the bargaining unit; (2) the number of applicants; (3) the average number of days to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit. (Gov. Code §3502.3(c).) Analysis
Given that the City’s average vacancy rate (6.02%) falls below the 20-percent threshold, there is no need for additional reporting. This report underscores the City's robust human resources management, particularly in talent acquisition and employee retention. It is worthwhile to acknowledge the proactive and effective strategies implemented by staff, which have been instrumental in maintaining these favorable metrics. The efforts made by staff have been crucial in sustaining these positive indicators and reflect the City’s commitment to being an Employer of Choice within the region.
On the recruitment front, staff has demonstrated exceptional efficiency, achieving an average "time to fill" of just 90 days. Notably, the targeted recruitment initiatives for the Police Department, spearheaded by Sergeant Tillman, have yielded remarkable results. These include a commitment to ensuring broad-based recruitment with expanded outreach efforts to maximize employment opportunities and the pool of qualified applicants. For the first time since the pre-pandemic era, the department is nearing full staffing capacity.
Regarding employee retention, the City actively fosters an engaging and supportive work environment. Key measures in 2025 include the bi-annual "All Hands" meetings, which enhance organizational communication and cohesion; employee focus groups that provided valuable insights for continuous improvement; and the implementation of the Working Genius assessment model, demonstrating the City’s investment in employee job satisfaction and productivity. These efforts, among others, have contributed to a low turnover rate of 10.9% for the past year.
Staff’s success in recruitment paired with effective retention strategies, indicates the strength of the City’s current policies and procedures. Therefore, we are not proposing any modifications to existing recruitment processes at this time.
This report serves to confirm the City's compliance with the requirements of Government Code §3502.3. With this public hearing and presentation, we have fulfilled our obligations, and no further action is required from the City Council.
FISCAL IMPACT
There is no direct fiscal impact associated with conducting the public hearing required under Government Code section 3205.3.
PUBLIC CONTACT
Public Contact was made through posting of the City Council agenda on the City’s official notice bulletin board, at the Pleasant Hill Senior Center, and at the Pleasant Hill Police Department. The agenda and staff report are posted on the City’s web page.
RECOMMENDED CITY COUNCIL ACTION
Move to accept the presentation, for information purposes, to satisfy requirements of California Government Code §3502.3.
ALTERNATIVES TO RECOMMENDED ACTION
Council could continue the item to a later date with direction to staff to provide additional information.
ATTACHMENT(S)
Prepared by: Ericka R. Mitchell, Chief Human Resources Officer Approved by: Ethan Bindernagel, City Manager