AB2561 Vacancies, Recruitment and Retention Efforts
March 25, 2026
Assembly Bill (“AB”) 2561 (Gov. Code 3502.3)
• Local government agencies are required 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. • Recognized employee organizations may be present at the hearing and may make a presentation.
• Additional specified information must be provided if a bargaining unit’s vacancy rate exceeds 20% (One City Bargaining Unit, IUOE Local 39, exceeded the threshold for the current reporting period).
Overview
2 • The 2025 vacancy, recruitment and retention report was for a reporting period of July 1, 2024 – April 30, 2025 (Fiscal Year to date), and presented in May, 2025.
• Staff has shifted the reporting period to a calendar year period of January 1, 2025 to December 31, 2025 to accommodate an earlier public hearing prior to the development of the next recommended fiscal year budget.
Reporting Timeframes
3 Vacancies
Month/Year Beginning
Vacancies
Vacancies
Created
Vacancies
Filled
Remaining
Vacancies
Total
Budgeted FTEs
Vacancy
Rate
January 2025 47 8 4 51 504.60 10.11%
February 2025 51 1 3 49 504.60 9.71%
March 2025 49 5 5 49 504.60 9.71%
April 2025 49 3 6 46 504.60 9.12%
May 2025 46 6 4 48 504.60 9.51%
June 2025 48 5 3 50 504.60 9.91%
July 2025 50 6 2 54 502.77 10.74%
August 2025 54 2 5 51 502.77 10.14%
September 2025 51 10 12 50 503.77 9.93%
October 2025 50 3 6 46 503.77 9.13%
November 2025 46 6 9 43 503.77 8.54%
December 2025 43 13 7 49 504.77 9.71%
AVERAGE 9.69%
Vacancy Data By Month
5 • 63% of new vacancies were due to turnover
• 32% of new vacancies were due to promotions and transfers • 4% of new vacancies were due to staffing growth (newly approved positions) Vacancy Rate by Department
6 Department
Total Budgeted
FTE
(as of 12/31/25)
Vacant
FTE
(as of 12/31/25)
Vacancy Rate
City Clerk's Office 4 2 50.00%
City Manager's Office 11 3 27.27%
Economic & Community Development 31 2 6.45%
Finance 16 2 12.50%
Fire 88 5 5.68%
Human Resources 10 0 0.0%
Information Technology 9 0 0.0%
Library 27 2 7.41%
Parks & Recreation 97 7 7.23%
Police 117 8 6.84%
Public Works 94 18 18.95%
TOTAL AS OF DECEMBER 31, 2025 504.77 49 9.71%
Bargaining Unit
Total Budgeted
FTE
(as of 12/31/25)
Vacant
FTE
(as of 12/31/25)
Vacancy
Rate
AFSCME, Local 829 139.5 16 11.47%
International Association of Firefighters, Local 1507 74 4 5.41% South San Francisco Police Association 87 6 6.90%
International Union of Operating Engineers, Local 39 34 8 23.53% Confidential Unit, Teamsters, Local 856 35 5 14.29%
Mid-Management Unit, Teamsters, Local 856 106.27 8 7.53% Unrepresented
(Executive Mgmt & Public Safety Managers) 29 2 6.90%
TOTAL AS OF DECEMBER 31, 2025 504.77 49 9.71%
Vacancy Rate By Bargaining Unit
7 International Union of Operating Engineers, Local 39
8 • Vacancy rate as of 12/31/2025: 23.53%
• Total number of job vacancies on 12/31/2025: 8
• Total number of applicants for vacant positions: 185
• Average number of days to complete hiring process: 182* • Opportunities to improve compensation were implemented through negotiated enhancements including:
• Across-the-board base pay adjustments
• Improved longevity pay
• Professional development stipend
• Increased Education Expense Reimbursement
*Dates of hire in January 2026
Recruitment & Retention
Efforts
10 Recruitment Efforts
Recruitment and Hiring Activity (January to December 2025):
• 54 recruitments
• 1,950 applications received
• 66 vacancies filled:
45 new hires 20 promotions 1 internal transfer
Process Improvements/Enhancements:
• Enhancements to compensation through collective bargaining • Focus on advanced planning to reduce overall recruitment timeline • Expanded advertising efforts (LinkedIn, electronic billboards, industry publications)
• Departmental recruitment efforts and career fairs
• Electronic onboarding process
Ongoing Efforts:
• Next total compensation study planned for late 2026/early 2027. • Continued implementation of Citywide employee engagement action plan, new employee survey planned in 2026
• Quarterly structured Management Forum and Administrative Partner meetings to enhance cross-departmental communication and learning.
• Implementation of electronic exit surveys.
Employee Retention
11 Turnover Rate (Voluntary Separations/Total EEs): Separations: Jan – Dec 2025 • 11 Retirements
• 22 Resignations
• 9 Other
FY 2023 FY 2024 2024 2025
9.2% 8.9% 8.30% 7.24%
Vacancies, Recruitment and Retention Efforts
March 11, 2026
THANK YOU
FOR JOINING US TODAY