AB2561 Vacancies, Recruitment and Retention Efforts
May 28, 2025
Government Code Section 54957.5
SB 343 Item #25
05/28/2025 REG CC
Assembly Bill (“AB”) 2561 (Gov. Code 3502.3)
Effective January 1, 2025, Assembly Bill (“AB”) 2561, requires local government agencies to hold a public hearing to report on vacancies and recruitment and retention efforts, at least once per fiscal year, prior to the adoption of the final budget.
This new law entitles the recognized employee organizations to be present at the hearing and to make a presentation at the public hearing at which the City presents the status of vacancies and recruitment and retention efforts for positions within that bargaining unit.
Overview
2 3
Legislative Intent
IMPACT PUBLIC
SERVICE DELIVERY
BURNOUT & INCREASED
TURNOVER
Legislative Declaration
Concerning High Vacancy Rates
HEAVIER WORKLOADS
Assembly Bill (“AB”) 2561
4 Public Hearing Requirements
OPPORTUNITIES TO
IMPROVE
COMPENSATION /
WORKING CONDITIONS
AVERAGE # OF DAYS
TO COMPLETE HIRING
ONCE A POSITION IS
POSTED
# APPLICANTS FOR
VACANT POSITIONS IN
BARGAINING UNIT
# VACANCIES IN THE
BARGAINING UNIT
STATUS OF VACANCIES RECRUITMENT &
RETENTION EFFORTS
Standard Requirements
Additional Requirements For Vacancy Rates Above 20% in a Bargaining Unit Assembly Bill (“AB”) 2561
Vacancies
As of July 1, 2024
• The total number of budgeted
positions (full-time and part-time
regular positions) was 503.85,
excluding elected officials and
placeholders for new classifications
that had not been established.
• A total of 39 positions were vacant,
19 of which were temporarily
frozen due to budget reductions
(full or partial year).
Vacant and Filled Positions
6 503.85
Total
FTE
464.85
Filled
20 Vacant
(Funded)
19 Vacant
(Frozen)
Vacant and Filled Positions
7 As of April 30, 2025
• The total number of
budgeted/authorized positions
(full-time and part-time regular
positions) was 504.60 (0.75 FTE
added in September 2024).
• 50 Positions were vacant, of which
11 positions were frozen.
504.60
Total
FTE
454.60
Filled
39 Vacant
(Funded) 11
Vacant
(Frozen)
Month/Year Beginning
Vacancies
Vacancies
Created
Vacancies
Filled
Remaining
Vacancies
Total
Budgeted FTEs
Vacancy
Rate
July 2024 39 9 3 45 503.85 8.93%
August 2024 45 10 6 49 503.85 9.73%
September 2024 49 7 10 47 504.6 9.31%
October 2024 47 1 6 43 504.6 8.52%
November 2024 43 5 4 42 504.6 8.32%
December 2024 42 7 2 47 504.6 9.31%
January 2025 47 8 4 51 504.6 10.11%
February 2025 51 1 3 49 504.6 9.71%
March 2025 49 4 4 49 504.6 9.71%
April 2025 49 3 2 50 504.6 9.91%
AVERAGE 9.36%
Vacancy Data By Month
8 • 70% of new vacancies were due to turnover
• 25% of new vacancies were due to promotions and transfers • 5% of new vacancies were due to staffing growth (newly budgeted positions) Bargaining Unit Total Budgeted
(as of 4/30/25)
Vacant
(as of 4/30/25)
Vacancy
Rate
AFSCME, Local 829 139.6 15 10.74%
International Association of Firefighters, Local
1507 73 3 4.11%
South San Francisco Police Association 90 11 12.22%
International Union of Operating Engineers,
Local 39 34 6 17.65%
Confidential Unit, Teamsters, Local 856 34 2 5.88%
Mid-Management Unit, Teamsters, Local 856 106 11 10.38% Unrepresented
(Executive Mgmt & Public Safety Managers) 28 2 7.1%
TOTAL AS OF APRIL 30, 2025 504.6 50 9.91%
Vacancy Rate By Bargaining Unit
9 As of April 30, 2025, there were no bargaining units with a vacancy rate exceeding 20% Vacancy Rate by Department
10 Department Total Budgeted
(as of 4/30/25)
Vacant
(as of 4/30/25) Vacancy Rate
City Clerk's Office 4 0 0.00%
City Manager's Office 11 3 27.27%
Economic & Community
Development
31 3 9.68%
Finance 16 3 18.75%
Fire 87 4 4.60%
Human Resources 10 0 0.00%
Information Technology 9 0 0.00%
Library 27 3 11.11%
Parks & Recreation 96 8 8.33%
Police 119.6 14 11.71%
Public Works 94 12 12.77%
TOTAL AS OF APRIL 30, 2025 504.6 50 9.91%
Recruitment & Retention
Efforts
12 Recruitment Process
Vacancy
Created
Recruitment
Requisition
Recruitment
Plan Job Posting
Application
Screening
Candidate
Qualification
Appraisal
Eligibility List
Created
Final
Selection
Process
Conditional
Job Offer
PreEmployment
Process
Job
Placement
• Average time to fill a vacancy: 142 days (Measured from date the vacancy was posted to date the new hire starts)
• Timeline is significantly higher for public safety positions which require an extensive background process.
13 Recruitment Efforts
Recruitment and Hiring Activity (June 2024-April 2025):
• 33 recruitments
• 976 applications received
• 44 vacancies filled:
30 new hires 13 promotions 1 internal transfer
Process Improvements/Enhancements:
• Focus on advanced planning to reduce overall recruitment timeline • Standardized application screening procedures to ensure consistency • Expanded advertising efforts (LinkedIn, electronic billboards, industry publications).
• Departmental recruitment efforts and career fairs
• Electronic onboarding process
Ongoing Efforts:
• Ensuring competitive compensation packages through periodic total compensation surveys (compensation negotiated through the collective bargaining process).
• Employee engagement initiative launched in November 2023 (1st survey) and development of Citywide action plan (implementation ongoing). • Review of exit Interviews/surveys, implementation of electronic surveys and to improve response rate (Starting July, 2025).
Employee Retention
14 2022-2023 2023-2024 2024-2025
(Projected)
9.2% 8.9% 7.6%
Turnover Rate (Voluntary Separations/Total EEs): Separations: July 2024-April 2025 • 10 Retirements
• 19 Resignations
• 10 Other
1. Police Association
Recognized Employee Organization Presentations
15 Vacancies, Recruitment and Retention Efforts
May 28, 2025
THANK YOU
FOR JOINING US TODAY