City Council meeting
May 19, 2025
AB 2561 Presentation
Status of City of San
Leandro’s Vacancies and
Recruitment and Retention
Efforts
AB 2561
Summary
1 OVERVIEW
City Vacancy
Rates
2 Hiring
process
3 Recruitment &
Retention Efforts
4
Recommended Action: Conduct the public hearing
and Accept the informational presentation.
WHAT IS AB 2561?
Pg 3 – May 19, 2025
Assembly Bill 2561 was enacted to address statewide concern:
❖ High rate of vacancies in public agencies
❖ Heavier workload leads to burnout and turnover
❖ Negative impact to service delivery
3 WHAT ARE THE REQUIREMENTS
OF AB 2561?
Pg 4 – May 19, 2025
✓ Hold a public hearing each year prior to budget adoption ✓ Present data and information on status of vacancies, recruitment and retention efforts, and any obstacles in the hiring process ✓ If the vacancy rate in a bargaining unit meets or exceeds 20%, bargaining unit may request additional information to be presented.
✓ Entitles the employee organization to a make a presentation during the public hearing.
4 Vacancy Reasons
Pg 5 - May 19, 2025
Vacancy Reason # of Vacancies (FTE)
Newly Budgeted Position 6.7
Internal Promotion or Transfer 19.5
Voluntary Separation - Retirement 12
Voluntary Separation - Resignation 20
Involuntary Separation - Released 6.3
CITYWIDE TOTAL: 64.5 FTE
As of April 30, 2025: Excludes non-represented part-time employees (e.g. seasonal Recreation staff, interns)
Vacancy Rates by Bargaining Group
Pg 6 - May 19, 2025
City of San Leandro Bargaining Groups Vacant FTE Budgeted FTE Vacancy Rate San Leandro Police Officers Association (SLPOA) 19 82 23.2% San Leandro Police Management
Association (SLPMA) 0 8 0%
San Leandro Management Organization (SLMO) 4 50 8%
San Leandro City Employees Association (SLCEA) 37.5 283.7 13.2% Non-represented Confidential Employee Group 4 13.25 30.2% Executive (City Manager, Police Chief) 0 2 0%
CITYWIDE TOTAL 64.5 FTE 439 FTE 14.7%
As of April 30, 2025: Excludes non-represented part-time employees (e.g. seasonal Recreation staff, interns)
Vacancy Rates by Department
Pg 7 - May 19, 2025
City of San Leandro Departments Vacant FTE Budgeted FTE Vacancy Rate City Manager's Office 4.0 16.92 23.4%
City Manager's Office/WPCP 5.5 41.44 13.2%
Community Development 5.0 35 14.3%
Finance 3.0 18 16.7%
Human Resources 3.0 12.25 24.5%
Human Services 0 10 0.0%
Information Technology 1.5 15.48 9.6%
Library 2.2 39.71 5.6%
Police 21.0 137.47 15.3%
Public Works 12.3 79.44 15.4%
Recreation and Parks 7.1 33.28 21.5%
CITYWIDE TOTAL 64.5 439 14.7%
As of April 30, 2025: Excludes non-represented part-time employees (e.g. seasonal Recreation staff, interns)
Recruitment Process
Pg 8 - May 19, 2025
Planning w/
hiring
department
Job posting Application
screening
Candidate
interviews
Reference
Checks
Conditional
offer
Preemployment
process
Job Placement
Average time to hire: 12-16 weeks
Recruitments completed in CY 2024: 100
Applications reviewed in CY 2024: 5,762
Hired by Bargaining Group
Pg 9 - May 19, 2025
City of San Leandro Bargaining Groups Hired
CY 2024
Promoted
CY 2024
San Leandro Police Officers Association (SLPOA) 12 1
San Leandro Police Management Association (SLPMA) 1 1
San Leandro Management Organization (SLMO) 5 1
San Leandro City Employees Association (SLCEA) 62 22
Non-represented Confidential Employee Group 2
Executive (City Manager, Police Chief) 1 1
Non-represented part-time (i.e. Recreation, interns) 55 CITYWIDE TOTAL 138 26
9 Pg 10 - May 19, 2025
❖ Increased competition in the job market
❖ More job openings in public sector
❖ Less qualified applicants
❖ Less longevity
❖ Difficult to fill for specific positions – Police Officer, Public Safety Dispatcher, Civil Engineer, Public Finance, Water Pollution Control Plant 10 Recruitment and Retention
Challenges
Additional Information
San Leandro Police Officer Assn.
SLPOA vacancy rate of 23.5% = 19 of 82 Police Officers/Sergeants Calendar Year 2024:
• 329 Applications Received
• 81 Interviewed
• 14 Hired
• 10 Separations (1 Promo, 3 Retired, 4 Resigned, 3 Released) Continuously open
Screen apps daily
Interviews weekly
Ongoing
Average 3-6 months
(inc. background
investigation 2-3 months)
Time to hire
1 HR Analyst
PD Recruitment Team
Dedicated
Recruitment Team
11 Pg 11 - May 19, 2025
Recruitment and Retention Efforts
Pg 12 - May 19, 2025
Targeted
Marketing
Social media platforms
Advertising campaigns
Outreach and Sourcing
Work-Life
Balance
Alternate schedules
Hybrid/remote work
Generous paid time off
Competitive
Compensation
Total Compensation Survey
Equity adjustments & COLAs
SLCEA/Conf – Above Market
Career
Development
Promotional opportunities
Professional Training
Mentorship program
Engagement &
Recognition
Positive work culture
Engagement surveys
Appreciation events
Recognition awards
Less Rigid
Requirements
Updated minimum requirements
More flexibility
Combination of exp/edu
12 Key Takeaways
Pg 13 - May 19, 2025
❖ The City actively recruits to fill vacant positions
❖ The City takes a multi-faceted approach to fill vacancies ❖ The City invests in ongoing employee engagement and retention initiatives
13 THANK YOU
Pg 14 - May 19, 2025
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