Status of the City of Santa Monica’s Vacancies and
Recruitment and Retention Efforts in Calendar Year 2025 Presented by Stephanie Swofford, Human Resources Manager Item 12-B
June 9, 2026
Item 12-B
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AGENDA
• Overview of AB2561 • Vacancy Rates as of December
31, 2025
• Overview of Recruitment and
Retention Efforts for 2025
• Current Recruitment
Challenges and Strategies
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AB2561 AB2561 - AN OVERVIEW – An Overview
Annual Presentation –
Public Hearing
Employee Organization
Participation
Recruitment & Retention
Efforts
Additional Reporting
>20%
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# of Vacancies Effective
12/31/25 # of Budgeted FTEs % Vacant
Administrative Team Associates 39 332 11.75%
AFSCME LOCAL 4819, Management Team
Association 1 45 2.22%
California Teamsters Local 911 39 439.60 8.87%
Confidential Unrepresented Employees 5 34 14.71%
Executive Pay Plan 4 19 21.05%
Municipal Employees Association 51 453.90 11.26%
Public Attorneys’ Legal Support Staff
Union 2 20 10%
Public Attorneys Union 0 25 0%
Santa Monica Fire Executive Management
Association 0 2 0%
Santa Monica Firefighters Local 1109 IAFF 8 123 6.5%
Santa Monica Police Officers Association 3 232 1.29%
SMART-TD, Local 1785 0 285.5 0%
Supervisory Team Associates 6 106 5.66%
City Overall 158 2123 7.54%
VACANCY INFORMATION
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417 Vacancies Created in 2025
Vacancies Resulting from:
Newly Budgeted Positions (includes add/deletes): 92.5 (22%) Internal Promotions: 162 (39%)
Retirements: 34 (8%)
Involuntary Separations: 53 (13%)
Voluntary Separations: 75 (18%)
Deaths: 1 (>1%)
RECRUITMENT AND RETENTION INFORMATION
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134 Vacancies Filled in 2025
Vacancies Filled by Open (External and Internal)
Competitive Recruitment: 40
Vacancies Filled by Promotional (Internal-Only)
Recruitment: 94
* 85 Motor Coach Operator Trainees were hired in 2025, with 42 promoted to Motor Coach Operators.
* The Police Department has streamlined its hiring process and enhanced recruitment efforts, resulting in a significant reduction in vacancies.
RECRUITMENT AND RETENTION INFORMATION (CONT.)
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RECRUITMENT CHALLENGES AND STRATEGIES
CHALLENGES
• Continuously evolving labor market/Growing competition for talent.
• Changing perception related to the benefits public sector employment.
• Financial constraints impacting salaries and staffing levels.
RECRUITMENT CHALLENGES
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RECRUITMENT CHALLENGES AND STRATEGIES
STRATEGIES
• Collaboration with operating departments to prioritize and plan for upcoming recruitment needs.
• Reviewing and refining minimum qualification requirements to ensure they are job-related.
• Benefit enhancements aimed at supporting employee health and financial security.
• Winter Closure program, that continues to enhance the City's recruitment and retention appeal.
• Telework options for eligible positions to promote work-life balance. • Equity increases for selected positions to support internal alignment and external competitiveness.
• A citywide classification and compensation study that will provide a comprehensive review of job classifications, compensation structures, and internal pay relationships across the entire organization.
RECRUITMENT STRATEGIES
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THANK YOU
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