June 16, 2026, Item #20
AGENDA REPORT CityofPoway
CITY COUNCIL
DATE: June 16, 2026
TO: Honorable Mayor and Members of the City Council
FROM: Jodene Dunphy, Human Resources & Risk Management Director ~ CONTACT: Jodene Dunphy, Human Resources & Risk Management Director (858) 668-4413 or [email protected]
SUBJECT: Report on Vacancies, and Recruitment and Retention Efforts Summary:
Effective last year on January 1, 2025, California Assembly Bill 2561 (AB 2561) added Government Code §3502.3 to the Meyers-Milias-Brown Act, requiring public agencies to present the status of vacancies, and recruitment and retention efforts at least once per year to the governing board prior to the adoption of the agency's final budget for the fiscal year. It also entitles employee organizations to make a presentation to the City Council during the public hearing and requires public agencies to present additional information regarding vacancies, upon request by an employee organization, if the vacancy rate within a single bargaining unit is at least 20%. This annual report is presented to comply with Government Code §3502.3.
Recommended Action:
It is recommended the City Council receive and file the report.
Discussion:
The intent of Government Code §3502.3 is to create awareness about vacancies in public agencies because they can impact public services. The City's vacancy rates as of June 1, 2026, displayed in the table below by employee group, are lower than last year's rates at this time, and remain well below the 20% threshold established by AB 2561 .
Budgeted Positions #of Vacancy
Employee/ Bargaining Group (FTEs) Vacancies Rate
Poway Firefighters' Association (PFA) 48.00 2.00 4.17%
Non-Safety/Teamsters 986 105.98 2.00 1.89%
Management/Confidential Employees 87.00 6.00 6.90%
City Total 240.98 10.00 4.15%
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June 16, 2026, Item #20
The low vacancy rates can be attributed to the City of Poway's ongoing commitment to prioritizing recruitment and retention efforts. In 2021, the City Council and labor groups agreed to six-year labor agreements, providing certainty that supports recruitment and retention efforts for both job applicants and current employees. In December 2021, the City Council approved a benefit allowing new employees to receive vacation credit for prior public service. This has proven to be a valuable recruitment tool, enabling the City to attract experienced public sector employees by recognizing their previous service and allowing them to begin with the same or similar vacation accruals they had earned with their former employer. In June 2023, the City Council approved the addition of a full-time Human Resources Technician position to the Fiscal Year (FY) 2023-24 budget. This position supports departments with recruitments and helps reduce the time needed to open and close recruitments.
The City's teleworking policy and continued use of the 9/80 work schedule have made Poway more competitive with other public agencies and the private sector by offering more flexible work arrangements. In Spring 2024, all Non-Safety and Management/Confidential job descriptions were analyzed and updated to align qualifying experience and education with best practices for recruiting qualified employees while broadening the pool of qualified applicants.
In August of 2024, the City Council approved a Tentative Agreement with the PFA after the City completed re-opener negotiations per the labor agreement with the PFA. The Tentative Agreement was incorporated into the current Memorandum of Understanding with the PFA and included a focus on recruitment and retention efforts through the approval of competitive incentive pay for firefighter wellness and physical fitness along with certification pay to increase, develop and enhance firefighter, fire engineer and company officer knowledge and skills.
City staff also conducted a comprehensive salary comparison of Poway's positions with similar roles in other San Diego County cities, and based on the analysis, the City Council approved market rate adjustments for positions that fell below the median in the FY 2024-25 budget. These adjustments over the last five years have significantly strengthened the City's ability to recruit and retain qualified, talented employees.
Current efforts include advertising vacancies on various social media platforms and through professional organizations relevant to specific public sector roles. Human Resources staff, along with representatives from individual departments, attend career fairs to promote the many benefits of working for the City and serving the Poway community.
The Community Services and Public Works Departments hire part-time, seasonal positions to support their operations and have successfully recruited full-time, permanent positions in their departments from the pool of talented part-time, seasonal employees. The Fire and Human Resources Departments continue to collaborate on the recruitment and testing process for new Firefighter Paramedics. Efforts include conducting open and continuous recruitments, expediting the testing of applicants immediately upon receipt of their applications, and hiring qualified lateral candidates those with Firefighter Paramedic experience from other agencies-at pay steps above the entry level.
Members of the Fire Department have created recruitment videos, visited paramedic schools to connect with students before they graduate, and participate in safety-focused career fairs. They also maintain a ride-along program to introduce Emergency Medical Technicians and fire students to the daily life of a firefighter.
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June 16, 2026, Item #20
In support of long-term employee engagement and growth, the City invests in ongoing training and development opportunities within departments and organization wide. The City also maintains a robust employee recognition program that brings team members together, honors years of service, and highlights employees who demonstrate excellence in their daily work.
As part of Government Code §3502.3, the City must identify any changes to policies, procedures, or recruitment activities that have an impact on its efforts to reduce vacancies. Recruitment and retention efforts have been less challenging over the past year but the high cost of living in San Diego and the long commutes many employees face have contributed to some of the turnover in city positions. These issues are common among public agencies in the region and are not unique to Poway. Additionally, the City continues to face competition from the private sector, which often offers more flexible schedules and higher compensation.
Environmental Review:
This action is not subject to review under the California Environmental Quality Act (CEQA).
Fiscal Impact:
There is no fiscal impact.
Public Notification:
Representatives of PFA and Teamsters were notified on April 7, 2026, of the public hearing and invited to present, and both respectfully declined.
Attachments:
None.
Reviewed/Approved By:
~~ racySteens
Assistant City Manager
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Reviewed By:
Alan Fenstermacher
City Attorney
Chris Hazeltine
City Manager