Assembly Bill 2561 Annual Report on City Vacancies, Recruitment and Retention Efforts (Government Code Section 3502.3)
June 1, 2026
What is AB 2561?
AB 2561 requires public agencies, including the
City to hold at least one (1) public hearing per
fiscal year to discuss vacancies, recruitment and
retention efforts.
Goals of AB 2561
• Introduced to address the issue of job vacancies in local government, which adversely affects the delivery of public services and employee workload.
• Among other requirements, the bill mandates that public agencies present the status of vacancies and recruitment and retention efforts during a scheduled public hearing before the agency’s governing body at least once per fiscal year.
Key Provisions
AB 2561 requires public agencies, including the City to hold at least one (1) public hearing per fiscal year to provide reports on vacancies (unfilled budgeted position), recruitment, and retention efforts.
Allow the recognized employee organizations for each bargaining unit to make a presentation If vacancies within a single bargaining unit meet or exceed 20% of authorized then upon request of the recognized employee organization the City must provide additional information during the public hearing, such as:
• Total number job vacancies within the bargaining unit; • The total number of applicants for vacant positions within the bargaining unit; • The average number of days to complete the hiring process from when a position is posted; and
• Opportunities to improve compensation and other working conditions.
City of San Pablo Bargaining Units
Bargaining Units Represented Classifications
The Association of Intermediate Employees (AIE) Assistant/Associate Engineer, Assistant/Associate Planner, Community Services Coordinator I/II,
Community Services Supervisor, Environmental
Program Analyst, IT Administrator, IT Supervisor, IT
Technician, Maintenance Supervisor, Management
Analyst, Senior Environmental Program Analyst,
Senior Management Analyst
Operating Engineer Local 3 (OE3) Admin Clerk I/II, Admin Secretary, Building Inspector, Engineering Aide, Engineering Technician, Fiscal Clerk
I/II, Maintenance Worker I/II, Paratransit Driver,
Permit Technician I/II. Planning Aide, Public Works
Inspector I/II, Senior Admin Clerk, Senior
Maintenance Worker, Senior Permit Technician,
Senior Public Works Inspector
San Pablo Police Employees’ Association (SPPEA) Police Officer, Police Sergeant, Police Officer Trainee, Police Services Technician, Police Executive Assistant, Police Admin Clerk, Police Support Services
Supervisor
San Pablo Police Employees’ Association (Police Management Unit) Police Captain, Police Lieutenant, Police Support Services Manager
2025 Vacancy Rate by Bargaining Group
City of San Pablo Bargaining Group # of Budgeted Positions # of Vacancies % of Vacancies by Group The Association of Intermediate
Employees (AIE)
21 2 9.52%
Operating Engineer Local 3 (OE3) 31 2 6.45%
San Pablo Police Employees’ Association
(SPPEA)
73 3 4.11%
San Pablo Police Employees’ Association
(Police Management Unit)
7 0 0.00%
Confidential Classifications 8 1 12.50%
Division Managers 11 2 18.18%
Executive Management 6 0 0.00%
City Manager/City Attorney 2 0 0.00%
City Wide 159 10 6.29%
2025 Vacancy Rate by Department
City of San Pablo Bargaining Group # of Budgeted Positions # of Vacancies % of Vacancies by Group City Manager’s Office 9 1 11.11%
City Attorney’s Office 2 0 0.00%
Public Works 27 3 11.11%
Administrative Services (Finance &
Information Technology)
12 0 0.00%
Community Services 13 2 15.38%
Community Development 13 1 7.69%
Police Department 83 3 3.61%
City Wide 159 10 6.29%
Overview of Recruitment Process
1. A vacancy is created
2. A Request is sent to HR to fill the vacancy
3. The job is Posted
4. Application Screening
I. Minimum Qualifications Screening by HR
II. Subject Matter Expert review by the department
5. Candidate Interviews
I. Outside Panel Oral Board Exam
II. Internal Department Interview
6. Conditional Job Offer
7. Pre-employment Process
8. Job Placement
2025 Recruitment Data
Job Postings Applications
Received
Vacancies Filled Average time to fill
Vacancies
6 256 7 80 Days
• In 2025 the Human Resources Department Posted 6 jobs for recruitment. o 5 Open to all
o 1 Internal/Promotional
• A total of 256 Application were received throughout the recruitments. • 7 Full Time Vacancies were Filled (Several appointments from the same eligibility list) • On average it took 80 days to fill a Vacancy from the date the posting expired to the employee’s first day.
*Hiring freeze between August 15, 2024 to February 15, 2025 & Oct 1, 2025 to March 31, 2026 New Hires and Promotions (Historical Trends)
29 27
4 26
9 14
9 2
7 14
0 5
10 15
20 25
30 35
40 45
50 FY 21/22 FY 22/23 FY 23/24 FY 24/25 FY 25/26 YTD
Full Time Employees by Fiscal Year
New Hires Promotions
Retirements & Resignations (Historical Trends)
21 15 14 13
8 4
2 4
2 5
0 5
10 15
20 25
30 FY 21/22 FY 22/23 FY 23/24 FY 24/25 FY 25/26 YTD
Full Time Employees by Fiscal Year
Resignations/Terminations Retirements
Retention Efforts
• Telework Policy
• Promote work-life balance
• Wellness Program
• Massage Day
• Paint & Sip Events
• Mindfulness Classes
• Cultural Survey
• Employee Recognition Programs
• Birthday Celebrations
• Employee of the Month
• Employee of the Year
• Professional Development
• Training Programs
• Tuition Reimbursement
In support of our workplan priority plan to remain an employer of choice, to attract and retain talent and continue to provide the community with exceptional services we are advancing a range of efforts focused on upholding this plan. The following highlights key actions and initiatives currently underway to strengthen our organization and ensure we continue delivering exceptional service to the community.
The City of San Pablo Takes Pride in hiring locally
Distance From City Hall Employees Percentage
San Pablo Residents 13 8.81%
Within 15 Miles 44 27.67%
15 – 30 Miles 54 33.96%
30+ Miles 46 29.56%
Longevity YTD
Years of Service Employees Percentage
5 years or less 63 42%
5 – 9 years 39 26%
10 – 14 years 21 14%
14 – 19 years 8 5.33%
20 + Years 19 12.67%
Employee Demographics
64%
36%
Gender
Male Female
12%
32%
37%
19%
Race
Black Hispanic White Asian/Pacific Islander
Race:
• White: 37%
• Hispanic: 32%
• Asian/Pacific Islander: 19%
• Black: 12%
Gender:
• Male: 64%
• Female: 36%
Gender
Male Female
Questions & Discussion