City of Sacramento
City Council - 2PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2025-01861 2/10/2026
Compliance with Assembly Bill 2561/Government Code § 3502.3 Regarding Vacancies and Recruitment and Retention Efforts [Published 01/30/2026] File ID: 2025-01861
Location: Citywide
Recommendation: Conduct a public hearing on the City of Sacramento Workforce Recruitment, Retention, and Vacancy Trends presentation and review, comment, and provide direction.
Contact: Ebony Heaven, Human Resources Manager, (916) 808-7984, [email protected], Department of Human Resources Presenter: Ebony Heaven, Human Resources Manager, (916) 808-7984, [email protected], Department of Human Resources Attachments:
1-Description/Analysis
2-Recruitment, Retention, and Vacancy Efforts Pursuant to AB 2561 Description/Analysis
Issue Detail: Assembly Bill 2561 (AB 2561), codified in Government Code § 3502.3, was signed into law by Governor Newsom in 2024 and became effective January 1, 2025. The law requires agencies to hold a public hearing to present the status of job vacancies prior to the adoption of the final budget.
During the public hearing, the City must present information on the status of vacancies and the City’s recruitment and retention efforts. Under this law, agencies are also required to identify hiring challenges and any barriers that may impact staffing levels. The law also requires the City allow any recognized employee organization to make a presentation at the time this presentation is made by the City. Finally, when vacancy rates within a bargaining unit reach or exceed a 20% threshold, agencies are required, upon the request of the recognized employee organization, to provide enhanced vacancy, applicant, and hiring information, as well as opportunities to improve compensation and other working conditions. Four City bargaining units met or exceeded this threshold, but none requested the City present the enhanced information.
This presentation provides an overview of the City's workforce vacancy rates and strategies to recruit and retain employees. The information and data presented are based on data available from January
File ID: 2025-01861 2/10/2026
1, 2025 through November 3, 2025.
Policy Considerations: Under AB 2561, the City must not only report its vacancy rates and hiring strategies but also highlight any existing policies or practices that could be contributing to staffing challenges and identify them as areas for potential policy change or review.
Economic Impacts: None.
Environmental Considerations:
California Environmental Quality Act (CEQA): This action is not a project that is subject to CEQA because it is an organizational or administrative activity that will not result in direct or indirect physical changes in the environment. (CEQA Guidelines §15378(b)(5)).
Sustainability: Not applicable.
Commission/Committee Action: Not applicable.
Rationale for Recommendation: The Department of Human Resources is responsible for administering and reporting on recruitment, retention, and vacancy-related activities. Providing this information is essential to identifying challenges, planning targeted strategies, and implementing initiatives to strengthen the City's workforce. Transparent reporting supports compliance with AB 2561 and informs efforts to improve staffing levels, enhance employee retention, and address potential hiring policy barriers.
Financial Considerations: Not applicable.
Local Business Enterprise (LBE): Not applicable.
Human Resources
Recruitment, Retention, and Vacancy Efforts Pursuant to AB 2561 Ebony Heaven, Human Resources Manager
February 10, 2026
Presentation Overview
1. Summary of AB 2561
2. Vacancy Information
3. City’s Vacancy Data
4. City Recruitment Efforts
5. Workforce Retention Insights and Initiatives
2 AB 2561: Enhancing Transparency in Public Sector Hiring 3 • The Legislature has determined that high vacancy rates contribute to increased workloads, higher employee burnout and turnover, and reduced effectiveness in service delivery.
• Annual reporting on vacancies, recruitment, and retention before budget adoption.
• If a bargaining unit's vacancy rate is 20% or higher, more detailed reporting must be provided upon request by the employee organization. • Employee organizations must be allowed to present during public hearings.
Beyond the
Numbers: The
Real Story
Behind Long-
Term
Vacancies
4 Vacancy Data by Bargaining Unit for Full-Time Employees As of November 3, 2025
5 Local 1176, WCE, IAMAW, and L39
6 Vacancy Data for Full-Time Non-Career & Unrepresented Employees As of November 3, 2025
7 Citywide Vacancy Rates for all Employees
As of November 3, 2025
8 Citywide Vacancy Rate
for all Full-Time
Represented Positions
= 13%
Citywide Vacancy Rate
for all Part-Time
Positions = 44%
Citywide Vacancy Rate
for all Unrepresented
Positions = 14%
Citywide Vacancy Rate
for all Part- Time and
Unrepresented
Positions = 42%
Citywide Vacancy Rate
for all Positions = 22%
9 The Other Side of Retention:
A look at Departures for 2025
10 Retention Rate for Regular Full-Time Positions = 99.82%
Operational and
Policy Improvements
● Procedural Development
● Policy Improvements
Human Resources:
https://www.cityofsacramento.gov/HR
11 From Vacancy to Value:
Elevating Recruitment
and Retention
12 ● Incentivizing the hiring
process
● Strategic and inclusive
recruitment approaches
● Talent outreach and
employer branding
● Shaping a supportive and
inclusive work environment
● Creating a culture of
balance and flexibility
Questions?
Send Requests To:
Ebony Heaven
Human Resources Manager
[email protected]
916-808-7984
Connect with City HR!
https://www.facebook.com/CityofSacramentoHR/
https://www.instagram.com/thecityofsac_hr
https://www.linkedin.com/showcase/human-
resources-department-city-of-sacramento/
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