Town of Yountville
Staff Report
6550 Yount Street
Yountville, CA 94599
Agenda Item #: 10A
Yountville Town Council Staff Report
DATE: May 20, 2025
TO: Mayor and Town Council
FROM: Ashley Ray, Human Resources Analyst
PREPARED BY: Ashley Ray, Human Resources Analyst
RECOMMENDATION
Receive presentation at public hearing to satisfy requirements of Assembly Bill (AB) 2561 on Town of Yountville’s workforce vacancies, and recruitment and retention efforts.
DISCUSSION/BACKGROUND
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. AB 2561 requires public agencies to hold at least one (1) public hearing per fiscal year to discuss vacancies, recruitment and retention efforts, and entitles recognized employee organizations to present at the hearing.
In passing AB 2561, the legislature determined that:
• Job vacancies in local government are a widespread and significant problem for the public sector; and • 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; and
• 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.
This presentation must be held annually at a Town Council Meeting. This meeting must occur prior to the annual budget being approved.
ANALYSIS
Vacancies
In calendar year 2024, the Town of Yountville had thirty-eight (38) budgeted/authorized full-time positions:
• 1 Town Manager
• 5 Department Heads
• 4 Administrative Services Staff
• 2 Communications/Town Clerk Staff
• 5 Parks and Recreation Staff
• 5 Budgeted Planning and Building Staff
• 16 Public Works Staff
In calendar year 2024, the Yountville Employee Association (YEA) was comprised of seventeen (17) of the budgeted/authorized full-time positions:
• Administrative Assistants (2)
• Accounting Assistant
• Maintenance Workers (6)
• Recreation Coordinators (3)
• Utility Operators (5)
In calendar year 2024, the Mid-Management and Professionals Unit (MMP) was comprised of thirteen (13) of the budgeted/authorized full-time positions:
• Assistant/Associate Planners (2)
• Code Compliance Officer
• Engineering Technician
• Financial Analyst
• Human Resources Analyst
• Information Systems Administrator
• Management Analyst (3)
• Public Works Manager
• Recreation Supervisor
• Utility Operations Manager
The remaining eight (8) full-time positions are budgeted for at-will executive management:
• Town Manager
• Administrative Services Director
• Communications Director/Town Clerk
• Parks and Recreation Director
• Planning and Building Director
• Deputy Planning and Building Director
• Public Works Director
• Deputy Public Works Director
In FY 24/25, the Town reorganized the Planning and Building Department, creating and budgeting the Deputy Planning and Building Director position. A contract employee through waterTalent now performs the Utilities Operations Manager's duties, due to the necessary state certifications that someone in that position must possess to operate the Wastewater Treatment Plant. The Management Analyst, Public Works Manager, and Utilities Operator positions that were vacant in December 2024 were filled in January and February 2025. As of the date this staff report was prepared, the only Town positions that remain unfilled are the Deputy Planning and Building Director, Assistant/Associate Planners (2), and Code Enforcement Officer positions.
Recruitment Efforts
In March of 2024, the Town of Yountville internally promoted a new Human Resources Analyst. One of the top priorities was to modernize our Human Resources (HR) services to better meet the needs of current and potential employees. This included streamlining internal processes, enhancing digital tools, and collaborating more closely with departments. Some significant changes were use of better software to create more interesting recruitment brochures, replace paper applications with digital, implement HRIS software to streamline and automate the recruitment, hiring, and onboarding process, including automating and tracking communications throughout the interview process. The HR Analyst continues to make changes to implement efficient workflows and identify and reduce pain points.
Retention Efforts
The Town of Yountville offers competitive pay and benefits, a full employee assistance program, annual Cost of Living Adjustment (COLA) increases, remote work options for many positions, generous paid time off (PTO) benefits, opportunity for annual merit increases based on performance, recognizes workplace accomplishments and milestones like work anniversaries and promotions, and provides training and development opportunities to staff at all levels.
ENVIRONMENTAL REVIEW
Exempt per California Environmental Act (CEQA) Guideline, Section 15061(b)(3).
FISCAL IMPACT
Is there a Fiscal Impact? No
Is it Currently Budgeted? N/A
Where is it Budgeted? N/A
Is it Mandatory or Discretionary? Mandatory
Is there a Staff Resource Impact? Yes
STRATEGIC PLAN GOAL
Is item Identified in Strategic Plan? Yes
If yes, Identify Strategic Goal and Objective. Exceptional Town Services and Staff: The Town supports its talented staff who deliver high quality municipal programs and services while maintaining public infrastructure for the benefit of the community.