Agenda Item 10A — Torrance City Council, February 24, 2026

10A
Date: February 24, 2026
To: Honorable Mayor and Members of the City Council
From: Hedieh Khajavi, Human Resources Director | [email protected] Subject: Human Resources – Accept and File Annual Report on the City’s Status of Vacant Positions. Expenditure: None.

RECOMMENDATION
Recommendation of the Human Resources Director that City Council accept and file an annual report on the City’s status of vacant positions.

FUNDING
None required.

DISCUSSION
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (”AB 2561“) into law to amend the Meyers-Milias-Brown Act (”MMBA”). AB 2561 added California Government Code Section 3502.3 (GC 3502.3), which requires public agencies to hold a public meeting at least once per fiscal year to report on vacancy, recruitment status, and retention efforts (Attachment 1). As part of this law, public agencies must also highlight hiring challenges and potential policy obstacles. During these public meetings, employee organizations are entitled to present their perspectives on the report. If vacancy rates in a bargaining unit reach a 20% vacancy rate or greater, a represented employee organization may request that agencies provide further details on the number of vacancies, applicant numbers for vacant positions, hiring timelines, and opportunities for improving compensation and other working conditions.

As of November 30, 2025, the City had 1,387.00 full-time positions budgeted and 181.00 vacant FTE for an approximately 13.05% vacancy rate. A summary table to this report showing the number of vacant FTE and percentage of total vacancies by each City bargaining unit (both represented and unrepresented units) is attached (Attachment 2).

As a result of the fiscal challenges during and coming out of the COVID-19 pandemic, wage adjustments in miscellaneous groups were minimal. As a result, the City’s compensation package fell below market, leading to a rise in the number of employees who left for other employers.

Additionally, during this same timeframe, the number of employees retiring from the organization rose as well. In response, staff continuously worked to fill vacancies, however the City‘s recruitment efforts garnered low numbers of applicants, no-shows for tests and interviews, and candidates often turning down job offers or leaving shortly after accepting employment. To address this issue, the City first ratified multi-year Memorandum of Understandings (MOU) between the City and safety groups such as the Torrance Fire Fighters Associations (TFFA) 1 City Council
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and Torrance Police Officers Association (TPOA). The City continued forward and ratified similar agreements with all remaining employee groups. These associations with MOUs in place now have multi-year labor agreements that include significant improvements to the City compensation package, which has incrementally lowered the City’s vacancy rate. Within these multi-year MOUs, the City also made several market rate adjustments to improve alignment with the public and private sector marketplaces. The City continues to receive significantly larger numbers of applicants for vacant positions, the quality of applicants has improved, the City has significantly improved offer acceptance, and fewer employees leave for other agencies. The City recognizes that the above efforts were necessary to adapt to the current workforce environment and to remain competitive and successfully attract high-quality talent.

Between January 1, 2025, and December 31, 2025, the City had 161 separations, 144 new hires, and 42 promotions (data excludes temporary/seasonal/recurrent staffing). This report outlines the City’s workforce composition, vacancy trends, and strategies to attract and retain employees.

While recruitment and hiring remain top priorities, the City also focuses on long-term retention through incentive programs, internal promotion opportunities, and workplace improvements such as flexible and hybrid work schedules, professional development, and employee engagement initiatives.

Vacancies
Vacancies are created for several reasons, which can include any newly budgeted positions when there is internal movement such as a promotion or transfer, or when an employee leaves the organization due to retirement, voluntary resignation, or involuntary termination. When vacancies occur, it is a high priority for the Human Resources Department and the City’s hiring managers to fill vacant positions to ensure continuity of services and minimize the need for overtime and burnout in the organization. Timely recruitment and hiring efforts help the City meet community needs and uphold service standards while providing opportunities for internal growth and external talent acquisition. Although AB 2561 now requires local agencies to present annually on the status of vacancies and efforts to recruit and retain staff, it has always been a priority for departments to fill vacancies as soon as reasonably possible.

As of November 30, 2025, the City’s average vacancy rate across all bargaining units was

13.05%. The vacancy rate is calculated monthly as the number of vacant FTE divided by the budgeted FTE (Attachments 2 & 3). In 2025, 237 eligible lists were promulgated (Attachment 4).

The following tables demonstrate the number of vacancies that have decreased (Table 1) and the recruitment and hiring totals (Table 2) over the past four years. As of November 30, 2025, the vacancy rate for each bargaining group was under 20%, with the exception of TPCA (Police Lieutenants) (Table 3).

Table 1
Total Number of Vacancies (FTE) at End of Year:
2022 2023 2024 2025
295 219 197 181
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Table 2
Total Number of Recruitments and Hirings (Full-time/Part-time/Seasonal/Recurrent):

YEAR # OF

APPLICANTS
# OF

RECRUITMENTS
# OF HIRES &

PROMOTIONS
(NeoGov)
# OF NEW HIRES
(ADP)
2022 9,645 245 555 262
2023 16,670 250 687 369
2024 18,169 252 620 405
2025 26,179 237 454 318
Table 3
Bargaining Units that have over 20% vacancies:

Employee Group/Bargaining Unit
Budgeted
Positions
(FTE)
Filled
Positions
(FTE)
Vacant
Positions
(FTE)
Vacancy
Percentage
TPCA (Police Lieutenants) 12 6 6 50%
Reason for Over 20% Vacancy Rate: The recruitment and examination process for Police Lieutenant was completed at the end of 2025 and selections were recently made.

Recruitment Efforts 2025
The Human Resources Department recognizes that recruitment is about identifying, attracting, and hiring the right people, and retention is about keeping employees engaged, satisfied, and committed to the organization in the long term. Both are critical for the organization’s success, especially in today’s competitive job market. Pursuant to the Council’s support, the following recruitment efforts were implemented:
•Successfully concluded and reached an agreement with TPOA and TPCA labor negotiations.
•Resolved and closed the TPD personnel matters.
•Conducted continuous outreach, advertising for difficult-to-recruit positions. •Conducted continuous recruitments and testing for difficult-to-recruit positions such as safety positions.
•Hiring bonuses for the following hard-to-recruit positions within the Police Department and Transit: Police Officer, Public Safety Dispatcher, Bus Operators. •Targeted recruitment for Police Department vacancies with the assistance of the Police Department personnel unit.
•Created efficient hiring and testing procedures to attract highly qualified applicants such as eliminating multiple-choice written exams and adding performance tests to assess 3 City Council
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knowledge and skills; and having the performance test and interview on the same day to shorten the recruitment timeline.
•In the Police Department, we closely collaborated with the Sergeant assigned to recruitment on NEOGOV (also known as Governmentjobs.com, which is a company that provides HR solutions) and the marketing platform to meet recruitment goals. •Hiring incentives for current City employees to provide referrals, especially for hard-to- recruit positions.
•A social media campaign coordinated with HR and the City Manager’s office is being used to recruit for all positions. This effort showcases the City as an employer of choice. •Web employment advertising that is aimed at the industry of the position/department. •Utilization of job boards and job fairs at educational institutions and other community and City events.
•Continued use of NEOGOV, LinkedIn, EdJoin, and other platforms to manage and attract applicants.
•Revising job descriptions by shifting the focus from education and experience to skills and competencies.

Retention Efforts 2025
Filling vacancies and recruiting top talent are critical to delivering core services to the community and carrying out the Council’s priorities but retaining that talent is equally essential for sustaining long-term success and minimizing future vacancies.

While the City has improved in employee retention, internal workforce trends are shifting. Several challenges, such as economic uncertainty, changes in the retirement formula (Classic vs.

PEPRA), and a general reduction in employee longevity in any organization, are a few reasons the City may struggle to recruit and retain qualified employees as experienced employees resign and retire.

One area Departments commonly cite is the need to proceed through the Civil Service Commission hearing process when requesting recruitment for positions with existing and previously updated Class Specifications. One area that prospective employees commonly cite as an area of concern is the present duration of protest periods of promulgated recruitment lists and duration of appeals.

In 2025, the Human Resources Department collaborated with the Civil Service Division and the City Attorney’s Office in a review of Municipal Code Sections that was forwarded to City Council for consideration of areas to further enhance the recruitment process for promotion and new employee opportunities. The Human Resources Department received concurrence from City Council to meet and confer with labor groups on the impacts and effects of the municipal code updates. Additionally, City Council directed active retention efforts listed below:
•Created new multi-year bargaining unit MOUs to provide competitive salaries and benefits. •The City Manager hosts one-on-one meetings and communicates with employees to get to know them and inform them about issues that may impact them. It also provides an open line of communication.
•Continue employee engagement, such as team building activities and employee recognition programs.
•The City Manager greatly advocates continuous professional learning and membership in accredited and well-trusted organizations.
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•Continue robust training and development programs for employees to be exposed to areas that they may not normally be exposed to in the City for career growth, i.e. MKG leadership academy, mentorship program, career advancement, etc.
•Continue the Tuition Reimbursement Program.
•Continue to provide the Clifton Strengths Finder assessment, which focuses on the employee’s strengths and opportunities for growth. Strengths-based training helps enhance employee engagement and satisfaction by focusing on an employee’s unique talents, which fosters a sense of value and purpose.
•Provide year-round employee recognition and engagement programs and events •Offer compressed work weeks, such as offering 9/80 work schedules, and hybrid telework options to help employees balance work and personal life. •The Work from Home (WFH) Flexibility program was implemented on a case-by-case basis upon department head approval for appropriate positions. The WFH program has been a consistent point of feedback for departures, so adding this flexibility is a helpful tool to retain staff while WFH is a popular tool.
•Employees are encouraged to use their paid time off to rest and recharge, reducing burnout and supporting a healthy work-life balance.
•Continue to prioritize both physical and mental well-being. •The City provides an Employee Assistance Program (EAP), as well as mental health counseling for first responders.
•Continue the annual implementation of the confidential Employee Engagement Survey to give employees a voice and ensure they are being heard. •Department Heads continue to create and implement action items based on the results of the Employee Engagement Survey to address the areas of opportunities. •Department Heads and Managers are trained to provide regular performance feedback to employees and to recognize accomplishments, big and small.

City Council has supported a number of employee retention and recruitment efforts that are making considerable progress in addressing vacancies Citywide. The addition of recruitment and incentive programs will assist with bolstering City-wide recruitments.

The Human Resources Director recommends the City Council accept and file the first of these annual updates and direct staff to continue with the Employee Engagement, Recruitment and Retention efforts in place and presently underway.

ATTACHMENTS

1. Assembly Bill No. 2561 (AB 2561)

2. Vacancies by Bargaining Unit

3. Vacancies by Classification

4. Summary of Eligible Lists Established

5. Staff Presentation
5 SHARE THIS: Date Published: 09/23/2024 09:00 PM
AB-2561 Local public employees: vacant positions. (2023-2024) Assembly Bill No. 2561
CHAPTER 409
An act to add Section 3502.3 to the Government Code, relating to public emplo yment.
[ Approved by Governor September 22, 2024. Filed with Secretary of State September 22, 2024. ]

LEGISLATIVE COUNSEL'S DIGEST
AB 2561, McKinnor. Local public employees: vacant positions.

Existing law, the Meyers-Milias-Brown Act (act), authorizes local public employees, as defined, to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on matters of labor relations. The act requires the governing body of a public agency to meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of recognized employee organizations and to consider fully presentations that are made by the employee organization on behalf of its members before arriving at a determination of policy or course of action.

This bill would, as specified, require a public agency to present the status of vacancies and recruitment and retention efforts at a public hearing at least once per fiscal year, and would entitle the recognized employee organization to present at the hearing. If the number of job vacancies within a single bargaining unit meets or exceeds 20% of the total number of authorized full-time positions, the bill would require the public agency, upon request of the recognized employee organization, to include specified information during the public hearing. By imposing new duties on local public agencies, the bill would impose a state-mandated local program. The bill would also include related legislative findings.

The California Constitution requires local agencies, for the purpose of ensuring public access to the meetings of public bodies and the writings of public officials and agencies, to comply with a statutory enactment that amends or enacts laws relating to public records or open meetings and contains findings demonstrating that the enactment furthers the constitutional requirements relating to this purpose.

This bill would make legislative findings to that effect.

The California Constitution requires the state to reimburse local agencies and school districts for certain costs mandated by the state. Statutory provisions establish procedures for making that reimbursement.

This bill would provide that no reimbursement shall be made pursuant to these statutory provisions for costs mandated by the state pursuant to this act, but would recognize that a local agency or school district may pursue any available remedies to seek reimbursement for these costs.

Vote: majority
Appropriation: no Fiscal Committee: yes Local Program: yes Home Bill Information California Law Publications Other Resources My Subscriptions My Favorites ATTACHMENT 1
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\~ l ~ IVE I FORMATION
6 THE PEOPLE OF THE STATE OF CALIFORNIA DO ENACT AS FOLLOWS:

SECTION 1. The Legislature finds and declares as follows:
(a) Job vacancies in local government are a widespread and significant problem for the public sector affecting occupations across wage levels and educational requirements. (b) High job vacancies impact public service delivery and the workers who are forced to handle heavier workloads, with understaffing leading to burnout and increased turnover that further exacerbate staffing challenges.
(c) There is a statewide interest in ensuring that public agency operations are appropriately staffed and that high vacancy rates do not undermine public employee labor relations.

SEC. 2. Section 3502.3 is added to the Government Code, to read:
3502.3. (a) (1) A public agency shall present the status of vacancies and recruitment and retention efforts during a public hearing before the governing board at least once per fiscal year. (2) If the governing board will be adopting an annual or multiyear budget during the fiscal year, the presentation shall be made prior to the adoption of the final budget. (3) During the hearing, the public agency shall identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process. (b) The recognized employee organization for a bargaining unit shall be entitled to make a presentation at the public hearing at which the public agency presents the status of vacancies and recruitment and retention efforts for positions within that bargaining unit.
(c) If the number of job vacancies within a single bargaining unit meets or exceeds 20 percent of the total number of authorized full-time positions, the public agency shall, upon request of the recognized employee organization, include all of the following information during the public hearing:
(1) The total number of job vacancies within the bargaining unit. (2) The total number of applicants for vacant positions within the bargaining unit. (3) The average number of days to complete the hiring process from when a position is posted. (4) Opportunities to improve compensation and other working conditions. (d) This section shall not prevent the governing board from holding additional public hearings about vacancies. (e) The provisions of this section are severable. If any provision of this section or its application is held invalid, the invalidity shall not affect other provisions or applications that can be given effect without the invalid provision or application.
(f) For purposes of this section, “recognized employee organization” has the same meaning as defined in subdivision (a) of Section 3501.

SEC. 3. The Legislature finds and declares that Section 2 of this act, which adds Section 3502.3 to the Government Code, furthers, within the meaning of paragraph (7) of subdivision (b) of Section 3 of Article I of the California Constitution, the purposes of that constitutional section as it relates to the right of public access to the meetings of local public bodies or the writings of local public officials and local agencies. Pursuant to paragraph (7) of subdivision (b) of Section 3 of Article I of the California Constitution, the Legislature makes the following findings:

It is in the public interest, and it furthers the purposes of paragraph (7) of subdivision (b) of Section (3) of Article I of the California Constitution, to ensure that information concerning public agency employment is available to the public.

SEC. 4.

No reimbursement shall be made pursuant to Part 7 (commencing with Section 17500) of Division 4 of Title 2 of the Government Code for costs mandated by the state pursuant to this act. It is recognized, however, that a local agency or school district may pursue any remedies to obtain reimbursement available to it under Part 7 (commencing with Section 17500) and any other law.
7 City of Torrance Vacancies by Bargaining Group - November 2025 Bargaining Group Vacant FTE Active FTE Total FTE % Vacant AFSCME 57.00 400.00 457.00 12.47% CFTSH 9.00 92.00 101.00 8.91% City Attorney - 1.00 1.00 0.00% City Manager - 1.00 1.00 0.00% Elected Officials - 9.00 9.00 0.00% Exec Management 8.00 79.00 87.00 9.20% Fire Safety Management - 6.00 6.00 0.00% Police Safety Management - 3.00 3.00 0.00% TCEA 14.00 71.00 85.00 16.47% TFEA 14.00 92.00 106.00 13.21% TFFA 13.00 124.00 137.00 9.49% TLEA 4.00 24.00 28.00 14.29% TPCA 6.00 6.00 12.00 50.00% TPOA 38.00 164.00 202.00 18.81% TPPREO - 11.00 11.00 0.00% TPSA 18.00 123.00 141.00 12.77% Grand Total 181.00 1,206.00 1,387.00 13.05% 8 City of Torrance Vacancies by Classification - November 2025 Bargaining Group Position Name Vacant FTE Active FTE Total FTE AFSCME Air Condition/Heat Technician 1.00 2.00 3.00 AFSCME Airport Worker - 4.00 4.00 AFSCME Building Maintainer 1.00 5.00 6.00 AFSCME Building Maintainer, Sr - 1.00 1.00 AFSCME Bus Operator 4.00 101.00 105.00 AFSCME Cement Finisher - 2.00 2.00 AFSCME Custodian 5.00 13.00 18.00 AFSCME Custodian, Senior - 2.00 2.00 AFSCME Electrician - 2.00 2.00 AFSCME Equipment Attendant 1.00 3.00 4.00 AFSCME Equipment Operator 2.00 7.00 9.00 AFSCME Lead Airport Worker - 1.00 1.00 AFSCME Lead Maintenance Worker - 31.00 31.00 AFSCME Lead Ranger - 2.00 2.00 AFSCME Maintenance Worker 11.00 52.00 63.00 AFSCME Mechanic 2.00 5.00 7.00 AFSCME Mechanic, Senior - 9.00 9.00 AFSCME Pest Control Technician - 2.00 2.00 AFSCME Police Services Officer 5.00 25.00 30.00 AFSCME Public Safety Dispatcher 9.00 19.00 28.00 AFSCME Sanitation Equipment Operator 3.00 32.00 35.00 AFSCME Storekeeper - 4.00 4.00 AFSCME Storekeeper, Auto Parts 1.00 1.00 2.00 AFSCME Traffic Painter - 2.00 2.00 AFSCME Traffic Signal Technician - 4.00 4.00 AFSCME Transit Dispatcher - 4.00 4.00 AFSCME Transit Equipment Attendant 2.00 11.00 13.00 AFSCME Transit Mechanic 1.00 2.00 3.00 AFSCME Transit Senior Mechanic 2.00 10.00 12.00 AFSCME Tree Trimmer - 5.00 5.00 AFSCME Wastewater Technician 1.00 6.00 7.00 AFSCME Water System Operator I - 9.00 9.00 AFSCME Water System Operator II 1.00 8.00 9.00 AFSCME Water System Operator III 3.00 9.00 12.00 AFSCME Welder, Senior - 1.00 1.00 AFSCME Wireless Technician 2.00 4.00 6.00 AFSCME Total 57.00 400.00 457.00 CFTSH Ambulance Operator - 37.00 37.00 CFTSH Area G Executive Director - 1.00 1.00 CFTSH Booking Manager - 1.00 1.00 CFTSH Bookkeeper - 1.00 1.00 CFTSH Box Office Manager - 1.00 1.00 CFTSH Capital Projects Construction Superintendent - 2.00 2.00 CFTSH Customer Service Rep - 4.00 4.00 CFTSH Emergency Med Svcs Coordinator 1.00 - 1.00 CFTSH Facility Operations Chief - 1.00 1.00 CFTSH Home Impr Prog Coordinator - 1.00 1.00 CFTSH Home Impr Prog Supervisor - 1.00 1.00 CFTSH Human Resources Analyst - 4.00 4.00 CFTSH Multimedia Production Coordinator 1.00 - 1.00 CFTSH Nature Center Mgr/Naturalist - 1.00 1.00 CFTSH Program Coordinator 1.00 4.00 5.00 CFTSH Project Manager 1.00 - 1.00 CFTSH Senior Business Manager 1.00 12.00 13.00 CFTSH Staff Assistant 3.00 19.00 22.00 CFTSH Theatre Technical Director - 1.00 1.00 CFTSH Transit Marketing Specialist 1.00 - 1.00 CFTSH Workers' Comp Claims Examiner - 1.00 1.00 CFTSH Total 9.00 92.00 101.00 City Attorney City Attorney - 1.00 1.00 City Attorney Total - 1.00 1.00 9 Bargaining Group Position Name Vacant FTE Active FTE Total FTE City Manager City Manager - 1.00 1.00 City Manager Total - 1.00 1.00 Elected Officials City Clerk - 1.00 1.00 Elected Officials City Treasurer - 1.00 1.00 Elected Officials Councilperson & Mayor - 7.00 7.00 Elected Officials Total - 9.00 9.00 Exec Management Accounting Manager - 1.00 1.00 Exec Management Admin Services Manager 2.00 5.00 7.00 Exec Management Assistant City Attorney - 1.00 1.00 Exec Management Assistant City Librarian - 1.00 1.00 Exec Management Assistant City Manager - 1.00 1.00 Exec Management Assistant Finance Director - 1.00 1.00 Exec Management Assistant Police Chief 1.00 - 1.00 Exec Management Assistant to the City Manager - 1.00 1.00 Exec Management Building Official - 1.00 1.00 Exec Management City Librarian - 1.00 1.00 Exec Management Civil Service Manager - 1.00 1.00 Exec Management Community Development Director - 1.00 1.00 Exec Management Community Services Director - 1.00 1.00 Exec Management Cultural Services Manager - 1.00 1.00 Exec Management Deputy City Attorney I 1.00 2.00 3.00 Exec Management Deputy City Attorney II - 1.00 1.00 Exec Management Deputy City Attorney III - 3.00 3.00 Exec Management Deputy City Clerk III - 1.00 1.00 Exec Management Deputy City Manager 1.00 1.00 2.00 Exec Management Deputy City Treasurer - 1.00 1.00 Exec Management Deputy Finance Director - 1.00 1.00 Exec Management Deputy Public Works Director - 1.00 1.00 Exec Management Deputy Public Works Dir-Ops - 1.00 1.00 Exec Management Deputy Transit Director - 1.00 1.00 Exec Management Economic Development Manager - 1.00 1.00 Exec Management Engineering Manager - 4.00 4.00 Exec Management Engineering Services Manager - 1.00 1.00 Exec Management Facility Operations Manager - 1.00 1.00 Exec Management Farmers' Market Manager - 1.00 1.00 Exec Management Finance Director - 1.00 1.00 Exec Management Fire Chief - 1.00 1.00 Exec Management Fire Prevention Manager-Fire Marshal - 1.00 1.00 Exec Management Fleet Services Manager - 2.00 2.00 Exec Management General Services Director - 1.00 1.00 Exec Management Human Resources Director - 1.00 1.00 Exec Management Info Technology Director - 1.00 1.00 Exec Management Information Technology Manager 2.00 3.00 5.00 Exec Management Landscape Mgr/City Arborist - 1.00 1.00 Exec Management Law Office Administrator - 1.00 1.00 Exec Management Management Associate 1.00 4.00 5.00 Exec Management Neighborhood Services Manager - 1.00 1.00 Exec Management Parks Services Manager - 1.00 1.00 Exec Management Planning Manager - 2.00 2.00 Exec Management Police Chief - 1.00 1.00 Exec Management Police Commander - 1.00 1.00 Exec Management Police Services Administrator - 1.00 1.00 Exec Management Principal Human Resources Analyst - 4.00 4.00 Exec Management Public Works Director - 1.00 1.00 Exec Management Recreation Services Manager - 1.00 1.00 Exec Management Revenue Manager - 1.00 1.00 Exec Management Risk Manager - 1.00 1.00 Exec Management Sanitation Services Manager - 1.00 1.00 Exec Management Street Operations Manager - 1.00 1.00 Exec Management Transit Director - 1.00 1.00 Exec Management Transit Manager - Admin - 1.00 1.00 Exec Management Transit Manager - Operations - 1.00 1.00 10 Bargaining Group Position Name Vacant FTE Active FTE Total FTE Exec Management Transit Manager - Planning - 1.00 1.00 Exec Management Transit Manager - Services - 1.00 1.00 Exec Management Water Operations Manager - 1.00 1.00 Exec Management Workers Comp Manager - 1.00 1.00 Exec Management Total 8.00 79.00 87.00 Fire Safety Management Fire Battalion Chief-Manager - 5.00 5.00 Fire Safety Management Fire Chief,Deputy - 1.00 1.00 Fire Safety Management Total - 6.00 6.00 Police Safety Management Police Captain - 3.00 3.00 Police Safety Management Total - 3.00 3.00 TCEA Administrative Assistant 3.00 41.00 44.00 TCEA Claims Technician 1.00 1.00 2.00 TCEA Deputy City Clerk I - 3.00 3.00 TCEA Driver/Clerk, Delivery 1.00 1.00 2.00 TCEA Graphic Designer - 2.00 2.00 TCEA Human Resources Technician - 8.00 8.00 TCEA Legal Assistant II 1.00 3.00 4.00 TCEA Police Records Technician 7.00 10.00 17.00 TCEA Reprographic Specialist 1.00 2.00 3.00 TCEA Total 14.00 71.00 85.00 TFEA Account Clerk - 4.00 4.00 TFEA Accountant - 5.00 5.00 TFEA Accounting Technician 1.00 4.00 5.00 TFEA Assistant Engineer 1.00 8.00 9.00 TFEA Associate Engineer 2.00 9.00 11.00 TFEA Code Enforcement Officer - 3.00 3.00 TFEA Code Enforcement Officer, Sr - 1.00 1.00 TFEA Electrical Inspector, Sr - 1.00 1.00 TFEA Engineering Technician I 1.00 2.00 3.00 TFEA Engineering Technician III 1.00 2.00 3.00 TFEA Environmental Qual Officer - 3.00 3.00 TFEA Environmental Qual Officer, Sr - 1.00 1.00 TFEA Fire Prevention Specialist 2.00 4.00 6.00 TFEA Housing Specialist 1.00 3.00 4.00 TFEA Inspector, Building 1.00 1.00 2.00 TFEA Inspector, Mech & Plumbing, Sr - 2.00 2.00 TFEA Inspector, Public Works - 3.00 3.00 TFEA Inspector, Public Works-Cap Proj - 3.00 3.00 TFEA Payroll Specialist - 3.00 3.00 TFEA Permit Technician I - 5.00 5.00 TFEA Permit Technician II - 3.00 3.00 TFEA Planning Assistant - 4.00 4.00 TFEA Planning Associate - 8.00 8.00 TFEA Plans Examiner 3.00 2.00 5.00 TFEA Senior Building Inspector 1.00 3.00 4.00 TFEA Senior Planner - 1.00 1.00 TFEA Sr. Fire Prevention Specialist - 3.00 3.00 TFEA Supervising Plans Examiner - 1.00 1.00 TFEA Total 14.00 92.00 106.00 TFFA Fire Captain 2.00 27.00 29.00 TFFA Fire Engineer 2.00 25.00 27.00 TFFA Fire Fighter 9.00 72.00 81.00 TFFA Total 13.00 124.00 137.00 TLEA Librarian 4.00 8.00 12.00 TLEA Library Technician - 8.00 8.00 TLEA Senior Library Technician - 8.00 8.00 TLEA Total 4.00 24.00 28.00 TPCA Police Lieutenant 6.00 6.00 12.00 TPCA Total 6.00 6.00 12.00 TPOA Police Officer 32.00 138.00 170.00 TPOA Police Sergeant 6.00 26.00 32.00 11 Bargaining Group Position Name Vacant FTE Active FTE Total FTE TPOA Total 38.00 164.00 202.00 TPPREO Recreation Supervisor - 7.00 7.00 TPPREO Recreation Supvsr, Sr - 4.00 4.00 TPPREO Total - 11.00 11.00 TPSA Accountant, Senior - 2.00 2.00 TPSA Accounting Supervisor - 1.00 1.00 TPSA Administrative Analyst 2.00 16.00 18.00 TPSA Air Con/Heat/Elec Supervisor - 1.00 1.00 TPSA Bldg Inspection Supervisor - 1.00 1.00 TPSA Budget Supervisor - 1.00 1.00 TPSA Building Maintenance Supervisor - 1.00 1.00 TPSA Buyer - 1.00 1.00 TPSA Central Services Coordinator 1.00 - 1.00 TPSA Central Services Supervisor - 1.00 1.00 TPSA Communications Supervisor - 1.00 1.00 TPSA Content Creator 1.00 1.00 2.00 TPSA Deputy City Clerk II - 2.00 2.00 TPSA Facilities Service Supervisor - 2.00 2.00 TPSA Fire Prevention Supervisor - 1.00 1.00 TPSA Fleet Services Supervisor - 4.00 4.00 TPSA Forensic ID Specialist - 1.00 1.00 TPSA Forensic Supervisor - 1.00 1.00 TPSA Housing Supervisor - 1.00 1.00 TPSA Info Tech Specialist 2.00 5.00 7.00 TPSA Info Technology Analyst 3.00 5.00 8.00 TPSA Juvenile Diversion Case Worker - 1.00 1.00 TPSA Juvenile Diversion Coordinator - 1.00 1.00 TPSA License Supervisor - 1.00 1.00 TPSA Park Services Supervisor - 3.00 3.00 TPSA Permit Center Supervisor - 1.00 1.00 TPSA Police Services Supervisor - 7.00 7.00 TPSA Policy & Resources Specialist - 3.00 3.00 TPSA Public Safety Comm Supvr 1.00 2.00 3.00 TPSA Public Works Supervisor 1.00 7.00 8.00 TPSA Ranger Supervisor - 1.00 1.00 TPSA Senior Admin Assistant - 6.00 6.00 TPSA Senior Buyer - 1.00 1.00 TPSA Senior Librarian 2.00 4.00 6.00 TPSA Sr. Forensic ID Specialist - 4.00 4.00 TPSA Supervising Admin Assistant - 3.00 3.00 TPSA Supervising Content Creator - 1.00 1.00 TPSA Systems Analyst 2.00 12.00 14.00 TPSA Traffic & Lighting Superv - 1.00 1.00 TPSA Transit Supervisor 3.00 9.00 12.00 TPSA Transit Training Coordinator - 1.00 1.00 TPSA Warehouse Supervisor - 1.00 1.00 TPSA Waste Management Coordinator - 1.00 1.00 TPSA Water Operations Supervisor - 3.00 3.00 TPSA Total 18.00 123.00 141.00 Grand Total 181.00 1,206.00 1,387.00 12 City of Torrance Summary of Eligible Lists Established 2025 Job Title
Submitted
Application
Count
Job Adv
From Job Adv To Exam Type Eligible List
Date
ACCOUNT CLERK 569 03/05/2025 05/12/2025 Open Continuous 03/28/2025 ACCOUNTANT 145 09/16/2025 10/30/2025 Open Continuous 10/09/2025

ACCOUNTING SUPERVISOR
(REISSUE)
106 05/22/2025 07/31/2025 Open 06/17/2025
ACCOUNTING TECHNICIAN 187 10/29/2025 12/01/2025 Open Continuous 11/17/2025 ADMINISTRATIVE ANALYST 389 10/29/2025 12/23/2025 Open 12/17/2025

ADMINISTRATIVE ASSISTANT I
(REISSUE)
343 04/30/2025 05/07/2025 Open Continuous 06/04/2025

ADMINISTRATIVE ASSISTANT II
(REISSUE)
189 04/30/2025 05/07/2025 Open Continuous 06/05/2025

ADMINISTRATIVE SERVICES

MANAGER (POLICE DEPARTMENT-

FINANCIAL PLANNING AND

STRATEGY)
170 03/20/2025 07/22/2025 Open 06/05/2025

AIR CONDITIONING/ HEATING

TECHNICIAN
18 07/16/2025 07/30/2025 Open 09/08/2025

AIR CONDITIONING/HEATING AND

ELECTRICAL SUPERVISOR
9 03/31/2025 06/02/2025 Open Continuous 05/08/2025
AIRPORT WORKER 628 06/02/2025 07/28/2025 Open Continuous 08/29/2025 AIRPORT WORKER (PROMOTIONAL) 11 12/11/2024 12/20/2024 Promotional 02/06/2025 AMBULANCE OPERATOR (AT-WILL) 399 05/23/2024 03/03/2025 Non-Civil Service 01/13/2025 AMBULANCE OPERATOR (AT-WILL) 399 05/23/2024 03/03/2025 Non-Civil Service 03/28/2025 AMBULANCE OPERATOR (AT-WILL) 710 01/01/2026 01/14/2026 Non-Civil Service 06/18/2025 AMBULANCE OPERATOR (AT-WILL) 710 01/01/2026 01/14/2026 Non-Civil Service 08/14/2025

ASSISTANT BOOKING MANAGER
(MARKETING)
36 07/16/2025 07/30/2025 Non-Civil Service 11/03/2025

ASSISTANT ENGINEER (COMMUNITY

DEVELOPMENT)
143 06/30/2025 10/06/2025 Open Continuous 07/23/2025
ASSISTANT POLICE CHIEF 18 11/19/2025 Open 12/17/2025

ASSISTANT POOL MANAGER (AT-
WILL)
35 02/28/2025 06/24/2025 Open Continuous 04/28/2025

ASSISTANT POOL MANAGER (AT-

WILL) (REISSUE)
10 08/20/2025 10/16/2025 Open 11/06/2025

ASSOCIATE ENGINEER (COMMUNITY

DEVELOPMENT)
47 03/28/2025 05/21/2025 Open 04/22/2025

ASSOCIATE ENGINEER (PUBLIC
WORKS)
174 05/23/2023 07/02/2025 Open Continuous 06/10/2025
BOOKKEEPER (AT-WILL) 183 08/18/2025 11/03/2025 Open Continuous 10/02/2025 BUDGET SUPERVISOR 35 07/15/2025 07/28/2025 Open Continuous 08/07/2025 BUILDING INSPECTOR 69 11/13/2025 01/16/2026 Open 12/16/2025 BUS OPERATOR (PROMOTIONAL) 16 10/29/2025 11/05/2025 Promotional 11/17/2025 BUS OPERATOR - PROMOTIONAL 36 04/22/2024 Promotional 03/12/2025 13 City of Torrance Summary of Eligible Lists Established 2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
178 10/22/2025 Non-Civil Service 11/12/2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
178 10/22/2025 Non-Civil Service 12/15/2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
405 07/16/2024 Non-Civil Service 01/17/2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
405 07/16/2024 Non-Civil Service 02/06/2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
405 07/16/2024 Non-Civil Service 04/11/2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
405 07/16/2024 Non-Civil Service 05/14/2025

BUS OPERATOR, APPRENTICE

RELIEF/TRAINEE (AT-WILL)
405 07/16/2024 Non-Civil Service 06/06/2025
BUS OPERATOR, RELIEF (PART-TIME) 724 07/19/2022 01/12/2026 Open Continuous 01/17/2025 BUS OPERATOR, RELIEF (PART-TIME) 724 07/19/2022 01/12/2026 Open Continuous 04/11/2025 BUS OPERATOR, RELIEF (PART-TIME) 724 07/19/2022 01/12/2026 Open Continuous 06/16/2025 BUS OPERATOR, RELIEF (PART-TIME) 724 07/19/2022 01/12/2026 Open Continuous 08/28/2025 BUS OPERATOR, RELIEF (PART-TIME) 724 07/19/2022 01/12/2026 Open Continuous 10/06/2025

CABLE TELEVISION ASSISTANT

PRODUCER/WRITER
77 02/06/2025 04/21/2025 Open 03/06/2025

CAPITAL PROJECTS CONSTRUCTION

SUPERINTENDENT
18 01/14/2025 02/05/2025 Non-Civil Service 02/18/2025

CLAIMS TECHNICIAN (WORKERS'

COMPENSATION)
44 10/09/2025 10/24/2025 Open 11/06/2025
COMMUNITY SERVICES DIRECTOR 156 10/08/2025 12/15/2025 Open 11/07/2025 CROSSING GUARD (AT-WILL) 204 08/15/2023 08/28/2025 Open 02/11/2025 CROSSING GUARD (AT-WILL) 204 08/15/2023 08/28/2025 Open 04/28/2025 CUSTODIAN 78 08/14/2025 08/17/2025 Open Continuous 09/22/2025

CUSTOMER SERVICE

REPRESENTATIVE (AT-WILL)
71 09/03/2025 09/04/2025 Open 10/13/2025
DEPUTY CITY CLERK I 358 02/13/2025 05/14/2025 Open Continuous 04/02/2025 ENGINEERING MANAGER 36 04/24/2025 10/16/2025 Open Continuous 08/11/2025 ENGINEERING SERVICES MANAGER 15 01/23/2025 03/13/2025 Open Continuous 02/19/2025

ENGINEERING TECHNICIAN I (GIS-

GEOGRAPHIC INFORMATION

SYSTEMS)
146 09/09/2025 10/24/2025 Open Continuous 10/23/2025

ENGINEERING TECHNICIAN III
(PUBLIC WORKS)
56 08/14/2024 01/13/2025 Open Continuous 01/13/2025
14 City of Torrance Summary of Eligible Lists Established 2025

ENGINEERING TECHNICIAN III
(PUBLIC WORKS)
168 01/13/2025 01/30/2026 Open Continuous 10/02/2025

ENGINEERING TECHNICIAN III
(PUBLIC WORKS)
168 01/13/2025 01/30/2026 Open Continuous 12/09/2025
EQUIPMENT ATTENDANT 185 03/26/2025 07/15/2025 Open Continuous 04/21/2025

FACILITIES OPERATIONS

ATTENDANT (AT-WILL) (PART-TIME)
191 06/17/2025 Non-Civil Service 09/22/2025

FACILITIES OPERATIONS

ATTENDANT (AT-WILL) (RE-ISSUE)
273 08/04/2021 06/17/2025 Non-Civil Service 06/23/2025

FIRE ASSISTANT CHIEF (BATTALION

CHIEF) (PROMOTIONAL)
3 09/09/2025 09/24/2025 Promotional 10/27/2025
FIRE CADET (AT-Will) 4 02/06/2025 02/13/2025 Non-Civil Service (no recruit)
02/06/2025
FIRE CAPTAIN (PROMOTIONAL) 13 09/02/2025 09/14/2025 Promotional 10/16/2025

FIRE ENGINEER (PROMOTIONAL) (RE-
ISSUE)
19 11/04/2024 11/18/2024 Promotional 01/31/2025

FIRE PREVENTION SPECIALIST
(COMMUNITY RISK REDUCTION)
69 08/06/2025 10/23/2025 Open Continuous 09/11/2025
FIREFIGHTER (FIRE RECRUIT) 648 07/21/2025 08/17/2025 Open 09/02/2025

HOMELESS OUTREACH

COORDINATOR (STAFF ASSISTANT)
(AT-WILL)
110 07/10/2025 07/27/2025 Non-Civil Service 08/06/2025
HOUSING SPECIALIST (AT-WILL) 198 01/30/2025 03/31/2025 Non-Civil Service 02/25/2025 HOUSING SUPERVISOR 286 08/12/2025 10/24/2025 Open 09/18/2025

HUMAN RESOURCES TECHNICIAN
(REISSUE)
572 05/29/2025 08/26/2025 Open Continuous 08/25/2025

INFORMATION TECHNOLOGY

ANALYST (IT NETWORK SUPPORT)
730 02/05/2025 09/24/2025 Open Continuous 02/28/2025

INFORMATION TECHNOLOGY

ANALYST (IT NETWORK SUPPORT)
730 02/05/2025 09/24/2025 Open Continuous 09/04/2025

INFORMATION TECHNOLOGY

MANAGER - PUBLIC SAFETY
(REISSUE)
215 01/17/2025 07/23/2025 Open Continuous 04/01/2025

INFORMATION TECHNOLOGY

MANAGER - PUBLIC SAFETY
(REISSUE)
215 01/17/2025 07/23/2025 Open Continuous 06/24/2025

INFORMATION TECHNOLOGY

MANAGER - PUBLIC SAFETY
(REISSUE)
215 01/17/2025 07/23/2025 Open Continuous 08/13/2025
INSTRUCTOR I (AT-WILL) 32 07/25/2024 01/26/2026 Open Continuous 02/25/2025 INSTRUCTOR I (AT-WILL) 107 10/01/2024 Non-Civil Service 05/15/2025 INSTRUCTOR I (AT-WILL) 107 10/01/2024 Non-Civil Service 07/21/2025 INSTRUCTOR I (AT-WILL) 107 10/01/2024 Non-Civil Service 09/02/2025 15 City of Torrance Summary of Eligible Lists Established 2025 INSTRUCTOR I (AT-WILL) 107 10/01/2024 Non-Civil Service 11/04/2025

INSTRUCTOR I (TORRANCE THEATRE

COMPANY) (AT-WILL) (REISSUE)
133 05/25/2023 Open Continuous 01/14/2025

INSTRUCTOR I (TORRANCE THEATRE

COMPANY) (AT-WILL) (REISSUE)
133 05/25/2023 Open Continuous 05/13/2025

INSTRUCTOR I (TORRANCE THEATRE

COMPANY) (AT-WILL) (REISSUE)
133 05/25/2023 Open Continuous 09/04/2025
INSTRUCTOR II (AT-WILL) 1 07/25/2024 03/13/2025 Open 03/14/2025

INSTRUCTOR II (CAIFORNIA EARTH

SCIENCE)
18 01/15/2025 07/02/2025 Non-Civil Service 01/30/2025

INTERACTIVE COMMUNICATIONS

OFFICER (STAFF ASSISTANT) (ON-

CALL/PART-TIME)
193 05/29/2024 03/12/2025 Non-Civil Service 03/12/2025

INTERACTIVE COMMUNICATIONS

OFFICER (STAFF ASSISTANT) (ON-

CALL/PART-TIME/AT-WILL)
236 03/12/2025 12/29/2025 Non-Civil Service 11/07/2025

LEAD MAINTENANCE WORKER
(PARKS) (PROMOTIONAL)
20 08/28/2025 09/10/2025 Promotional 10/14/2025
Lead Maintenance worker
(Streetscape/Parkway) (Promo)
12 01/22/2025 02/02/2025 Promotional 02/25/2025
LIBRARY TECHNICIAN (PART-TIME) 553 05/27/2025 07/24/2025 Open Continuous 08/18/2025