June 17, 2025
TO: City Council
REQUESTED BY: Tom Prill, Deputy City Manager
APPROVED BY: Robert A. Johnson, City Manager
SUBJECT: Public Hearing – Vacant Positions
RECOMMENDATION:
Staff recommends that the City Council hold a public hearing to present vacant positions in the City to meet the requirements of AB 2561 and accept the results of the report.
BACKGROUND:
Effective January 1, 2025, Government Code Section 3502.3 was added to the Meyers-MiliasBrown Act. There is a statewide interest in ensuring that public agency operations are appropriately staffed and that high vacancy rates do not undermine public employee labor relations where applicable. Pursuant to Government Code Section 3502.3, the City is required to present during a public hearing before the City Council at least once per fiscal year information on: a status on vacancies, recruitment and retention efforts, and any necessary changes to policies and procedures that may lead to obstacles in our hiring process.
DISCUSSION:
Vacancy Rates:
There is a total of 73 full-time budgeted positions in FY 2024/25 with currently 6 vacant positions.
Builder Inspector I – vacant since January 2025 – filled as needed by contractor (InterWest)
position was to be eliminated with Budget
City Clerk Technician – vacant only 2 weeks – reorganization of department in Budget Landscape & Irrigation Inspector – vacant since April 2025 – interviews pending Maintenance Worker I – Streets – vacant since May 2025 – candidate failed background, reopening recruitment
Management Analyst – vacant since December 2025 – deciding on candidates Principal Planner – vacant since January 2025 – candidate accepted, in background The City’s vacancy rate is currently 8%. The City does not normally hold positions vacant for a long time, choosing instead to eliminate the position.
Recruitment and Retention Efforts:
There is a total of 73 full-time budgeted positions in FY 2024/25, with XX recruitments posted during the fiscal year to date.
X
X
X
A total of X of those XX recruitments were filled through promotion, X filled externally, and X currently still pending. The City’s average time to fill open positions is XX days. (Both the HR Director and the HR Manager were out of the office at the time of preparation of this report, so this information was not available at that time. This information will be presented at the Council meeting.)
Policies and Procedures:
The Human Resources department continuously reviews applicable policies, procedures, and recruitment activities to identify potential barriers in our hiring processes and consider changes in various areas to address these concerns such as staff development for internal opportunities, recruitment timelines and candidate experience, salary and benefits, job descriptions and minimum qualifications, as well as marketing and outreach of our positions.
FISCAL IMPACT:
There is no fiscal impact from this report.