Revision to Agenda Item #1
• Revised Discussion to the Staff Report
o Under the Vacancies subsection, the Vacancy Rate table has been revised to reflect a City of Victorville vacancy rate of 10.2%, updated from the former rate of 10.7%.
Former Vacancy Rate Table:
City of Victorville Authorized Positions Vacancy Rate
The Victorville Professional Firefighters 8.3%
City of Victorville 10.7%
* As of December 31, 2025
Revised Vacancy Rate Table:
City of Victorville Authorized Positions Vacancy Rate
The Victorville Professional Firefighters 8.3%
City of Victorville 10.2%
* As of December 31, 2025
Revision -
Clean Version
Item Number: 1
City Council / Board of Directors
Public Hearing(s)
Meeting of: May 5, 2026
Submitted By:
Heather Barber, Human Resources Officer
Subject:
Compliance with Assembly Bill 2561 - Local Public Employees Vacancies, Recruitment, and Retention Efforts
Recommendation:
That the Honorable City Council receive and file the City of Victorville Vacancies, Recruitment, and Retention presentation.
Fiscal Impact:
There is no fiscal impact associated with this item. However, addressing recruitment and retention issues may involve future budget considerations, which will be presented to the City Council as necessary.
Strategic Plan Goal:
This presentation aligns with Goal G: Organizational Effectiveness and Sustainability in the City of Victorville Strategic Plan 2023-2026 as the City is committed to providing high- quality services through a commitment to best practices and employee development, support, and retention.
Background:
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (AB 2561) into law to amend the Meyers -Milias Brown Act and create a new obligation for public agencies to publicly address the status of their vacancies, recruitment, and retention efforts. The new law became effective January 1, 2025.
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. In compliance with the legal obligations, the City of Victorville is required to do the following:
• Public Hearing: At least once each fiscal year, at a public hearing before the City Council, the City shall present information regarding the status of vacancies and recruitment and retention efforts (Gov. Code § 3502.3 (a)(1) ) and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process (Gov. Code § 3502.3 (a)(3)). • Employee Organization Participation : Allow the recognized employee organization, regardless of the vacancy rate, to make a presentation during the public hearing concerning vacancies and recruitment and retention efforts (Gov.
Code § 3502.3 (b)). There is currently one recognized bargaining unit with the City of Victorville, The Victorville Professional Firefighters. • Additional Reporting for High Vacancy Rates : If vacancies within a single bargaining unit meet or exceed 20% of authorized full -time positions in the bargaining unit, upon request of the recognized employee organization for the bargaining unit, the City must provide additional information during the public hearing, including the following: (1) the total number of vacancies; (2) the number of applicants; (3) the average time to fill positions; and (4) opportunities to improve compensation and working conditi ons for employees in the bargaining unit (Gov.
Code § 3502.3 (c)).
Discussion:
This report and corresponding presentation outline the City’s workforce composition, vacancy trends, and strategies to attract and retain employees. All data collected is from the 2025 calendar year.
On June 4, 2024, the City Council approved a total of 560 full-time authorized positions for the 2024-25 Fiscal Year budget (Resolution N o. 24-036). On February 18, 2025, the City Council approved a total of 553 full-time authorized positions for the 2024-25 Mid- Year budget (Resolution No. 25-010). Lastly, on June 3, 2025, the City Council approved a total of 570 full-time authorized positions for the 2025-26 Fiscal Year budget (Resolution No. 25-039).
There is one bargaining group at the City of Victorville, The Victorville Professional Firefighters, consisting of 72 represented full-time positions.
City of Victorville Authorized Positions Position Count The Victorville Professional Firefighters 72
City of Victorville 498
Total Authorized Positions 570
* As of December 31, 2025
Vacancies, Recruitment and Retention
Vacancies
Position vacancies are created for a number of reasons, including when newly budgeted positions are approved, there i s 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 Executive Team and the Human Resources department to fill vacant positions to ensure continuity of services to the public, maintain operational efficiency, minimize disruptions to departmental functions, and minimize the need for overtime. Timely recruitment and hiring efforts help the City maintain its workforce, uphold service standards, and provide opportunities for internal growth and external talent acquisition.
While AB 2561 requires staff to present annually on the status of vacancies and efforts to recruit and retain staff, it has always been a priority for the City to fill vacancies as soon as reasonably possible. Throughout the 2025 calendar year, the City’s average vacancy rate, including the bargaining unit, was 10.7%. The vacancy rate is calculated monthly by dividing the number of vacancies by the number of authorized full -time positions. As of December 31, 2025, the vacancy rate for The Victorville Profes sional Firefighters was
8.3%.
City of Victorville Authorized Positions Vacancy Rate
The Victorville Professional Firefighters 8.3%
City of Victorville 10.2%
* As of December 31, 2025
This is a decrease from the average vacancy rate from December 31, 2024. The vacancy rate reported during the AB 2561 presentation at the City Council Meeting on May 6, 2025, was 13.9% for The Victorville Professional Firefighters and 14.1% for the City of Victorville. Following recommendations made by The Victorville Professional Firefighters at the 2025 AB 2561 presentation, Human Resources staff continued to review the recruitment and hiring process for our Fire Department positions and met with representatives from Firefighter Candidate Testing Center (FCTC) to review and discuss available options to assist with recruitments. The City and The Victorville Professional Firefighters have continued to work collaboratively to reduce vacancies and strengthen the Fire Department’s long-term staffing model. A key component of this effort has been the successful recruitment of Firefighter EMTs and the development of an internal pathway that supports their progression to a Firefighter Paramedic. Through targeted hiring, structured training, and coordinated support for employees attending Paramedic school, the City has been able to grow its own talent and improve retention. These combined efforts have resulted in a more sustainable staffing model, decreased vacancy rates, and a stronger, more stable workforce ready to meet the community’s service needs.
Recruitment and Retention Efforts
The Human Resources Department recognize s that recruitment is about identifying, attracting, and hiring well -qualified people. Retention is about keeping employees who exemplify the City’s organizational values while also keeping them engaged, satisfied, and committed to the organization long -term. Both are critical for the success of the organization, especially in today’s competitive job market.
For a recruitment to begin, the hiring department will notify the member of the Executive Team to whom they report of the need to recruit for a vacant position. Once the recruitment is approved, Human Resources staff will work closely with the department to verify the job description and other recruitment information. Once the job posting has either reached the application limit or time limit, applications are scr eened. Candidates who pass the screening process are then invited to test, if needed, and inter view. Upon selecting a candidate, a conditional job offer is provided, the candidate complete s the necessary pre -employment procedures (e.g., background check, employment verifications, etc.), a start date is determined, and the job placement is complete.
In calendar year 2025, there were a total of 113 position vacancies, 80 job postings were opened, and staff successfully filled 119 vacancies. It should be noted that there were vacancies from calendar year 2024 which were filled in 2025 and vacancies from calendar year 2025, that will be or have been filled in calendar year 2026.
The City received 5,523 applications for positions in calendar year 2025. Advertising sources included LinkedIn, local job boards, the Daily Press, state -and-nationwide association specific websites, as well as job sites such as Indeed and ZipRecruiter. The top sources where applicants learned about job openings were the Government Jobs website, which is the City’s main recruitment platform, and the City’s website.
While the City’s average vacancy rate for calendar year 2025 was 10.7%, hiring for certain positions remains a challenge. Contributing factors include the rising demand for talent in specific sectors, such as Information Technology. In an effort to reduce the time to hire and attract qualified applicants, Human Resources staff continue to explore recruitment process enhancements.
Filling vacancies and recruiting top talent are critical to delivering core services to the community and carrying out the City Council’s priorities, but retaining talent is equally essential for sustaining long-term success and minimizing future vacancies.
For calendar year 2025, the City’s retention rate was 94%, reflecting a strong ability to retain employees. When it comes to retention, the City incorporates several retention strategies and continues to explore programs and incentives to retain employees by keeping them engaged , satisfied, and committed to the organization. The City offers compressed work weeks, including a 9/80 work schedule and hybrid-telework options to help employee s balance work and personal life. The City also offer s an Employee Assistance Program (EAP), and access to a recently updated employee gym which can be used by employees outside of normal working hours. Additionally, the City is in its second year of the Aspiring Leaders Mentorship program which helps develop leaders within the organization. Professional growth and development are also fostered through the Tuition Reimbursement Program, where employees are eligible to receive reimbursement for the cost of educational programs which are directly related to the employee’s occupa tional field with the City. These programs demonstrate the City’s commitment to employees’ long-term professional development.
In closing, the City has made significant strides in addressing vacancies and recruitment, and it is clear that retention is a crucial element for continued focus. By continuing to invest in employee engagement, wellness, professional development, and recognition, the City can continue to foster an environment where talent thrives.
Staff remains available for any comments or questions.
Prepared By:
Heather Barber, Human Resources Officer
Attachments: A. Assembly Bill No. 2561 Local Public Employees Vacant Positions
Revision -
Redline Version
Item Number: 1
City Council / Board of Directors
Public Hearing(s)
Meeting of: May 5, 2026
Submitted By:
Heather Barber, Human Resources Officer
Subject:
Compliance with Assembly Bill 2561 - Local Public Employees Vacancies, Recruitment, and Retention Efforts
Recommendation:
That the Honorable City Council receive and file the City of Victorville Vacancies, Recruitment, and Retention presentation.
Fiscal Impact:
There is no fiscal impact associated with this item. However, addressing recruitment and retention issues may involve future budget considerations, which will be presented to the City Council as necessary.
Strategic Plan Goal:
This presentation aligns with Goal G: Organizational Effectiveness and Sustainability in the City of Victorville Strategic Plan 2023-2026 as the City is committed to providing high- quality services through a commitment to best practices and employee development, support, and retention.
Background:
On September 22, 2024, Governor Newsom signed Assembly Bill 2561 (AB 2561) into law to amend the Meyers -Milias Brown Act and create a new obligation for public agencies to publicly address the status of their vacancies, recruitment, and retention efforts. The new law became effective January 1, 2025.
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. In compliance with the legal obligations, the City of Victorville is required to do the following:
• Public Hearing: At least once each fiscal year, at a public hearing before the City Council, the City shall present information regarding the status of vacancies and recruitment and retention efforts (Gov. Code § 3502.3 (a)(1) ) and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process (Gov. Code § 3502.3 (a)(3)). • Employee Organization Participation : Allow the recognized employee organization, regardless of the vacancy rate, to make a presentation during the public hearing concerning vacancies and recruitment and retention efforts (Gov.
Code § 3502.3 (b)). There is currently one recognized bargaining unit with the City of Victorville, The Victorville Professional Firefighters. • Additional Reporting for High Vacancy Rates : If vacancies within a single bargaining unit meet or exceed 20% of authorized full -time positions in the bargaining unit, upon request of the recognized employee organization for the bargaining unit, the City must provide additional information during the public hearing, including the following: (1) the total number of vacancies; (2) the number of applicants; (3) the average time to fill positions; and (4) opportunities to improve compensation and working conditi ons for employees in the bargaining unit (Gov.
Code § 3502.3 (c)).
Discussion:
This report and corresponding presentation outline the City’s workforce composition, vacancy trends, and strategies to attract and retain employees. All data collected is from the 2025 calendar year.
On June 4, 2024, the City Council approved a total of 560 full-time authorized positions for the 2024-25 Fiscal Year budget (Resolution N o. 24-036). On February 18, 2025, the City Council approved a total of 553 full-time authorized positions for the 2024-25 Mid- Year budget (Resolution No. 25-010). Lastly, on June 3, 2025, the City Council approved a total of 570 full-time authorized positions for the 2025-26 Fiscal Year budget (Resolution No. 25-039).
There is one bargaining group at the City of Victorville, The Victorville Professional Firefighters, consisting of 72 represented full-time positions.
City of Victorville Authorized Positions Position Count The Victorville Professional Firefighters 72
City of Victorville 498
Total Authorized Positions 570
* As of December 31, 2025
Vacancies, Recruitment and Retention
Vacancies
Position vacancies are created for a number of reasons, including when newly budgeted positions are approved, there i s 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 Executive Team and the Human Resources department to fill vacant positions to ensure continuity of services to the public, maintain operational efficiency, minimize disruptions to departmental functions, and minimize the need for overtime. Timely recruitment and hiring efforts help the City maintain its workforce, uphold service standards, and provide opportunities for internal growth and external talent acquisition.
While AB 2561 requires staff to present annually on the status of vacancies and efforts to recruit and retain staff, it has always been a priority for the City to fill vacancies as soon as reasonably possible. Throughout the 2025 calendar year, the City’s average vacancy rate, including the bargaining unit, was 10.7%. The vacancy rate is calculated monthly by dividing the number of vacancies by the number of authorized full -time positions. As of December 31, 2025, the vacancy rate for The Victorville Profes sional Firefighters was
8.3%.
City of Victorville Authorized Positions Vacancy Rate
The Victorville Professional Firefighters 8.3%
City of Victorville 10.27%
* As of December 31, 2025
This is a decrease from the average vacancy rate from December 31, 2024. The vacancy rate reported during the AB 2561 presentation at the City Council Meeting on May 6, 2025, was 13.9% for The Victorville Professional Firefighters and 14.1% for the City of Victorville. Following recommendations made by The Victorville Professional Firefighters at the 2025 AB 2561 presentation, Human Resources staff continued to review the recruitment and hiring process for our Fire Department positions and met with representatives from Firefighter Candidate Testing Center (FCTC) to review and discuss available options to assist with recruitments. The City and The Victorville Professional Firefighters have continued to work collaboratively to reduce vacancies and strengthen the Fire Department’s long-term staffing model. A key component of this effort has been the successful recruitment of Firefighter EMTs and the development of an internal pathway that supports their progression to a Firefighter Paramedic. Through targeted hiring, structured training, and coordinated support for employees attending Paramedic school, the City has been able to grow its own talent and improve retention. These combined efforts have resulted in a more sustainable staffing model, decreased vacancy rates, and a stronger, more stable workforce ready to meet the community’s service needs.
Recruitment and Retention Efforts
The Human Resources Department recognize s that recruitment is about identifying, attracting, and hiring well -qualified people. Retention is about keeping employees who exemplify the City’s organizational values while also keeping them engaged, satisfied, and committed to the organization long -term. Both are critical for the success of the organization, especially in today’s competitive job market.
For a recruitment to begin, the hiring department will notify the member of the Executive Team to whom they report of the need to recruit for a vacant position. Once the recruitment is approved, Human Resources staff will work closely with the department to verify the job description and other recruitment information. Once the job posting has either reached the application limit or time limit, applications are scr eened. Candidates who pass the screening process are then invited to test, if needed, and inter view. Upon selecting a candidate, a conditional job offer is provided, the candidate complete s the necessary pre -employment procedures (e.g., background check, employment verifications, etc.), a start date is determined, and the job placement is complete.
In calendar year 2025, there were a total of 113 position vacancies, 80 job postings were opened, and staff successfully filled 119 vacancies. It should be noted that there were vacancies from calendar year 2024 which were filled in 2025 and vacancies from calendar year 2025, that will be or have been filled in calendar year 2026.
The City received 5,523 applications for positions in calendar year 2025. Advertising sources included LinkedIn, local job boards, the Daily Press, state -and-nationwide association specific websites, as well as job sites such as Indeed and ZipRecruiter. The top sources where applicants learned about job openings were the Government Jobs website, which is the City’s main recruitment platform, and the City’s website.
While the City’s average vacancy rate for calendar year 2025 was 10.7%, hiring for certain positions remains a challenge. Contributing factors include the rising demand for talent in specific sectors, such as Information Technology. In an effort to reduce the time to hire and attract qualified applicants, Human Resources staff continue to explore recruitment process enhancements.
Filling vacancies and recruiting top talent are critical to delivering core services to the community and carrying out the City Council’s priorities, but retaining talent is equally essential for sustaining long-term success and minimizing future vacancies.
For calendar year 2025, the City’s retention rate was 94%, reflecting a strong ability to retain employees. When it comes to retention, the City incorporates several retention strategies and continues to explore programs and incentives to retain employees by keeping them engaged , satisfied, and committed to the organization. The City offers compressed work weeks, including a 9/80 work schedule and hybrid-telework options to help employee s balance work and personal life. The City also offer s an Employee Assistance Program (EAP), and access to a recently updated employee gym which can be used by employees outside of normal working hours. Additionally, the City is in its second year of the Aspiring Leaders Mentorship program which helps develop leaders within the organization. Professional growth and development are also fostered through the Tuition Reimbursement Program, where employees are eligible to receive reimbursement for the cost of educational programs which are directly related to the employee’s occupa tional field with the City. These programs demonstrate the City’s commitment to employees’ long-term professional development.
In closing, the City has made significant strides in addressing vacancies and recruitment, and it is clear that retention is a crucial element for continued focus. By continuing to invest in employee engagement, wellness, professional development, and recognition, the City can continue to foster an environment where talent thrives.
Staff remains available for any comments or questions.
Prepared By:
Heather Barber, Human Resources Officer
Attachments: A. Assembly Bill No. 2561 Local Public Employees Vacant Positions