AB 2561 Presentation Status of the
City of Santa Rosa Vacancies and
Retention Efforts
City Council Meeting
June 3, 2025
Dominique Blanquie
Director of Human Resources
1 BACKGROUND
• AB 2561 was 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 conduct a public hearing to present the status of vacancies, recruitment, and retention efforts during a public hearing before the agency’s governing
body at least once per fiscal year prior to the adoption of the next fiscal year’s budget and identify any necessary changes to policies, procedures, and recruitment
activities that may lead to obstacles in the hiring
process. The bill was enacted into law and is codified as Government Code section 3502.3, effective January 1,
2025.
2 What is AB2561 ?
• Assembly Bill 2561 requires that, on an annual basis, public agencies assess and address vacancy rates.
1. Track job vacancies;
2. Present information on the status of the vacancies
and recruitment and retention efforts at least once per fiscal year; and
3. Identify any policies, procedures, and recruitment
activities that may present obstacles in hiring.
• Additional Obligations May Apply if the Vacancy Rate in a Bargaining Unit Exceeds 20%
3 Workforce Information
• Total Budgeted/Authorized
Positions (FY 24/25): 1289
• Services Rendered to Public
by Budgeted/Authorized
Workforce:
• City Manager’s Office
• City Attorney’s Office
• City Clerk
• Planning and Economic
Development
• Water
• Transportation Public Works
• IT
• Finance
• Housing and Community
Services
• Human Resources/Risk
Management
• Fire
• Police
• Communication &
Intergovernmental Relations
4 Citywide Vacancy Information
Vacancy Rate: 8.24%. (As of 3/25/2025)
5 Unit
FTE
Vacant
FTE Total
Budgeted % Vacant
02 - Firefighting 6.00 145.00 4.14%
03- Maintenance 11.00 100.00 11.00%
04- Support Services 9.00 74.60 12.06%
05 - Police Officers 2.00 150.00 1.33%
06 - Professional 10.25 89.00 11.52%
07 - Technical 32.35 290.55 11.13%
08 - Transit 11.50 61.00 18.85%
09 - Fire Safety Management 0.00 9.00 0.00%
09 - Police Safety Management 0.00 9.00 0.00%
09 - Sergeants 0.00 24.00 0.00%
10 - Executive Management 2.00 13.00 15.38%
10 - Executive Management (Safety) 0.00 2.00 0.00%
Citywide Vacancy Information
Vacancy Rate: 8.23%. (As of 3/25/2025)
6 Unit
FTE
Vacant
FTE Total
Budgeted % Vacant
11 - Middle Management 2.00 19.00 10.53%
12 - Confidential 0.00 12.00 0.00%
13 - Mechanics 3.00 19.00 15.79%
14 - Police Civilian Technical Unit 3.00 54.00 5.56%
15 - Appointed Officials 0.00 2.00 0.00%
16 - Utilities Systems Operators 2.00 59.00 3.39%
17 - Professional Attorneys 0.00 7.00 0.00%
18 - Miscellaneous Mid-Management 12.10 150.00 8.07%
TOTAL 106.20 1289.15 8.24%
Obstacles
•Budget deficit
• Hiring Freeze
• Competitive Salaries & Benefits
• Labor Shortages in Certain
Technical Fields (e.g. Engineering)
7 Recruitment Process Summary
8 •Recruitment Request
•Advertisement of Vacancy
•Exam Plan Development
•Panelist Composition
•Interviews/Examination
•Background
•Hire
Recruitment Process Summary
9 Recruitment Sources
10 •City Website
•Government
Jobs
•Linkedin
•Los Cien
• Various Sources;
• CalPELRA
• P. O . S .T
• American Planning
Association, Etc..
RECOMMENDATION
Staff Recommendation
Accept the Vacancy Report and Conduct the Public
Hearing
11 QUESTIONS?
12