THE CITY’S STATUS OF VACANT
POSITIONS ANNUAL REPORT
HUMAN RESOURCES DEPARTMENT
ATTACHMENT 5
• September 22, 2024, Governor Newsom signed AB 2561
into law
• Public agencies to hold a public meeting at least once per fiscal year to report on vacancy, recruitment status, and retention efforts
• Must also highlight hiring challenges and potential policy obstacles
• Employee organizations are entitled to present their
perspectives on the report
ASSEMBLY BILL 2561 (AB 2561)
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S2 Full-Time & Part-Time Positions Only:
• 1,387 FTE Budgeted Positions
• 181 Vacant FTE (13.05% Vacancy Rate)
• 161 Separations
• 144 New Hires
• 42 Promotions
STAFFING METRICS AS OF DECEMBER 31, 2025
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S3 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
RECRUITMENT METRICS
(FULL-TIME/PART-TIME/SEASONAL/RECURRENT)
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S4 2022-23
Amended
Budget
December
2022-23
Actuals
2023-24
Amended
Budget
December
2023-24
Actuals
2023-24
Projected
Total
Total Revenues 258,539,114$ 101,948,915$ 271,689,666$ 95,166,860$ 269,974,534$ Total Expenses 255,646,063$ 124,487,662$ 271,900,153$ 139,820,983$ 267,092,503$ Rev. Less Exp. 2,893,051$ (22,538,747)$ (210,487)$ (44,654,123)$ 2,882,031$
NUMBER OF VACANCIES (FTE)
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S5 2022 2023 2024 2025
295 219 197 181
2022-23
Amended
Budget
December
2022-23
Actuals
2023-24
Amended
Budget
December
2023-24
Actuals
2023-24
Projected
Total
Total Revenues 258,539,114$ 101,948,915$ 271,689,666$ 95,166,860$ 269,974,534$ Total Expenses 255,646,063$ 124,487,662$ 271,900,153$ 139,820,983$ 267,092,503$ Rev. Less Exp. 2,893,051$ (22,538,747)$ (210,487)$ (44,654,123)$ 2,882,031$
CITYWIDE VACANCIES BY BARGAINING UNIT
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S6 BU Group Vacant FTE Active FTE TotalFTE Vacant %
AFSCME 57.00 400.00 457.00 12.47%
CFTSH 9.00 92.00 101.00 8.91%
City Attorney 0.00 1.00 1.00 0.00%
City Manager 0.00 1.00 1.00 0.00%
Elected Officials 0.00 9.00 9.00 0.00%
Exec Management 8.00 79.00 87.00 9.20%
Fire Safety Management 0.00 6.00 6.00 0.00%
Police Safety Management 0.00 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 0.00 11.00 11.00 0.00%
TPSA 18.00 123.00 141.00 12.77%
Grand Total 181.
00 1,206
.00
1387.00 13.05
%
2022-23
Amended
Budget
December
2022-23
Actuals
2023-24
Amended
Budget
December
2023-24
Actuals
2023-24
Projected
Total
Total Revenues 258,539,114$ 101,948,915$ 271,689,666$ 95,166,860$ 269,974,534$ Total Expenses 255,646,063$ 124,487,662$ 271,900,153$ 139,820,983$ 267,092,503$ Rev. Less Exp. 2,893,051$ (22,538,747)$ (210,487)$ (44,654,123)$ 2,882,031$ H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S7 Employee Group/Bargaining Unit
Budgeted Positions
(FTE)
Filled Positions
(FTE)
Vacant Positions
(FTE)
Vacancy Percentage
TPCA (Police Lieutenants) 12 6 6 50%
EMPLOYEE GROUP/BARGAINING UNITS
OVER 20% VACANCY RATES
2022-23
Amended
Budget
December
2022-23
Actuals
2023-24
Amended
Budget
December
2023-24
Actuals
2023-24
Projected
Total
Total Revenues 258,539,114$ 101,948,915$ 271,689,666$ 95,166,860$ 269,974,534$ Total Expenses 255,646,063$ 124,487,662$ 271,900,153$ 139,820,983$ 267,092,503$ Rev. Less Exp. 2,893,051$ (22,538,747)$ (210,487)$ (44,654,123)$ 2,882,031$ 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.
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S8
RECRUITMENT
EFFORTS
2025
● TPOA & TPCA labor
negotiations
● TPD personnel matters
resolved.
● Hiring bonuses for the hard-to-
recruit positions
● Targeted and continuous
recruitment for Police
Department vacancies
● Efficient hiring and testing
procedures
H U M A N R E S O U R C E S D E P A R T M E N T 9
RECRUITMENT
EFFORTS
2025
● Close collaboration with PD staff
liaisons and HR
● Hiring referral program
● Social media campaign
● Web employment advertising
● Utilization of job boards and
job fairs
● Revising job descriptions
H U M A N R E S O U R C E S D E P A R T M E N T 10
RETENTION EFFORTS
2025
● Retention for sustaining long-
term success and minimizing
future vacancies
● Changes in the retirement
formula
● Civil Service Commission
H U M A N R E S O U R C E S D E P A R T M E N T 11
RETENTION EFFORTS
2025
● New multi-year bargaining unit
contracts
● City Manager one-on-one
meetings
● Professional development
opportunities
● Building the bench for succession
planning
● Tuition reimbursement program
● Clifton Strengths Finder
Assessment
H U M A N R E S O U R C E S D E P A R T M E N T 12
RETENTION EFFORTS
2025
● Compressed work weeks such as
9/80 work schedule
● Work from Home Flexibility
program
● Encourage employees to use
their paid time off
● Prioritize physical and mental
well-being
H U M A N R E S O U R C E S D E P A R T M E N T 13
RETENTION EFFORTS
2025
● Employee Assistance Program
(EAP)
● Annual Confidential Employee
Engagement Survey
● Department Heads and their
Action Plans based on the Results
of the Employee Engagement
Survey
● Performance Management
H U M A N R E S O U R C E S D E P A R T M E N T 14
CONCLUSION &
RECOMMENDATIONS
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S15 • City Council’s ongoing support
CONCLUSION
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S16 Agenda Item 10B
Accept and file the 2025 annual report on the City’s
status of vacant positions; and recommend that City
Council direct staff to continue with the employee
engagement, recruitment, and retention efforts in place and presently underway.
RECOMMENDATION
H U M A N R E S O U R C E S D E P A R T M E N T | 2 0 2 5 A N N U A L R E P O R T O N T H E C I T Y ’ S V A C A N C I E S17