AB 2561 Presentation
Status of Town of Yountville Vacancies
and Recruitment and Retention Efforts in
Calendar Year 2025
Presented by
Ashley Ray, Human Resources Analyst
BACKGROUND
Effective January 1, 2025
Requirements
Adds section 3502.3 to the Government Code which applies to all public agencies subject to the Brown Act
On September 22, 2024, Governor Newsom signed 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. As a basis for the new requirements, the California Legislature determined that vacancies are a widespread and can be a significant problem in the public sector. Vacancies require employees to take on heavier workloads, resulting in burnout and increased turnover, which could negatively impact the delivery of public service.
Presentation at a public hearing at least once per fiscal year prior to adopting an annual budget
Must include the status of vacancies, recruitment and retention efforts, and must identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process.
Must allow the recognized employee organization for a bargaining unit to make a presentation at the hearing, should they wish to do so.
Provide additional information if vacancies within a single bargaining unit meet or exceed 20% of budgeted/authorized full-time positions in that bargaining unit.
AGENDA
Town-Wide Information
Workforce Information
Vacancy Information
Recruitment Information
Hiring Obstacles
Retention Information
Bargaining Unit Specific Information
Vacancy Information
Recruitment Information
Pay & Benefits Information
Going Forward
Retention Efforts in 2026
WORKFORCE INFORMATION
AS OF DECEMBER 31, 2025
Total Budgeted/Authorized
Full-Time Positions
Services Rendered to the Public by
Budgeted/Authorized Workforce
36 Administrative Services Department
Communications Department/Town Clerk
Parks and Recreation Department
Planning and Building Department
Public Works Department
WORKFORCE INFORMATION
ADMINISTRATIVE SERVICES DEPARTMENT
Services Rendered to the Public
Provide service and information to the
public
Develop and monitor the Town's annual
budget and coordinate financial audits
Manage the Town's investments
Process and approve biweekly payroll and
weekly payments to vendors
Monthly utility billing and other revenue
collections
Administration of the transient occupancy
tax (TOT) and business licenses
Recruitment and Staffing
Workplace culture and morale
Training and development
Compliance management and ethical
standards
Budgeted/Authorized Full-Time Workforce
Administrative Services Director
Financial Analyst
Administrative Assistant
(shared position with Town Manager and
Communications/Town Clerk)
Accounting Technician
Human Resources Analyst
1 Part-Time Accounting Assistant
WORKFORCE INFORMATION
COMMUNICATIONS DEPARTMENT/TOWN CLERK
Services Rendered to the Public
Provide oversight and administration for
legislative proceedings of the Town
Council and its subcommittees
Administer municipal elections, campaign
finance reporting, and conflict of interest
regulations
Manage the Town-wide Records
Management Program
Coordinate Town-wide communications to
engage and inform the community
Provide communication support across all
departments
Coordinate IT systems and services across
departments
Build relationships with local businesses
for marketing and promotion of the Town
of Yountville
Budgeted/Authorized Full-Time Workforce
Communications Director/Town Clerk
Deputy Director of Marketing & Economic
Development
Deputy Town Clerk/Records Coordinator
Information Systems Administrator
WORKFORCE INFORMATION
PARKS AND RECREATION DEPARTMENT
Services Rendered to the Public
Parks and facility rentals
Youth programming
Teen programming
Adult programming
Administer the Golden Ticket membership
and programs
Trips and excursions
Sports programs
Camp Y-Ville
Arts and cultural engagement
Special and Community events
Coordinate volunteer opportunities
Budgeted/Authorized Full-Time Workforce
Parks and Recreation Director
Recreation Supervisor
Administrative Assistant
Recreation Coordinators (3)
Multiple Part-Time and Seasonal Staff
WORKFORCE INFORMATION
PLANNING AND BUILDING DEPARTMENT
Services Rendered to the Public
Provide planning, building, housing,
environmental services, and code
enforcement services
Provide applicants with efficient permit
processing services
Provide citizens with opportunities to
participate in land use decisions
Administer the General Plan
Implement the Zoning and Design
Ordinances
Oversee the Zoning and Design Review
Board (ZDRB)
Climate Action Plan
Administer the Rental Registration
Program and other initiatives
Budgeted/Authorized Full-Time Workforce
Planning and Building Director
Deputy Planning and Building Director
Management Analyst
WORKFORCE INFORMATION
PUBLIC WORKS DEPARTMENT
Services Rendered to the Public
Administration
Project management, manage budgets
and permits, and coordinate the work for
the field staff.
Utility Operations
Water and Wastewater
Operate and maintain the Town's water
distribution and wastewater systems to
ensure safe and reliable services.
Municipal Operations
Parks, Streets, and Facilities Maintenance
Ensuring public parks, facilities and
pathways are well-maintained for
community use as well as repairing pothole
or road issues and damaged street signs.
Budgeted/Authorized Full-Time Workforce
Public Works Director
Deputy Public Works Director
Management Analyst
Engineering Technician
Public Works Manager
Lead Maintenance Workers (2)
Maintenance Workers (4)
Utility Operations Manager
Utility Operators (5)
2 Part-Time Maintenance Assistants
VACANCY INFORMATION
TOWN OF YOUNTVILLE
2025 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
# of Vacancies Created 1 0 0 0 1 1 1 1 1 0 0 0
# of Vacancies Filled 1 2 1 0 0 4 2 0 0 1 0 1
# of Remaining Vacancies 7 5 4 4 5 2 1 2 3 2 2 1
# of Budgeted FTEs 38 38 38 38 38 38 36 36 36 36 36 36
% of Vacancies 18.4% 13.2% 10.5% 10.5% 13.2% 5.3% 2.8% 4.6% 8.3% 5.6% 5.6% 2.8% Average % of Vacancies at the End of Each Month: 8.5%
Highest % of Vacancies at the End of a Month: 18.4%
Lowest % of Vacancies at the End of a Month: 2.8%
RECRUITMENT INFORMATION
Recruitment/Hiring Process Description
Vacancy Created Voluntary/Involuntary Separation, Retirement, Internal Movement, Newly Budgeted Position.
Recruitment Request
Department Head and HR meet to discuss opening a recruitment for the vacancy. HR, Department Head & Town Manager determine if the recruitment will be a promotional recruitment or external recruitment.
Job Posting
HR creates a recruitment brochure and advertises the job opening on the Town website, specific job boards based on the position and department, and partners with the Communications/Town Clerk Department to post on the Town’s social media accounts. Recruitment is generally open 30 days.
Application Screening
HR reviews the applications throughout the recruitment period and rejects candidates that do not meet the minimum qualifications or advances the candidates that do meet the minimum qualifications.
MQ Application Screening
HR reviews the applications that meet the minimum qualifications with the Department Head and direct Supervisor of the open position. Top candidates are selected for interviews, remaining are rejected. Interview date and interview panel is finalized.
Schedule Interviews
Candidates chosen in the previous step are scheduled for the first interview via email from HR. The email contains a link to schedule the interview at a time that works best for the candidate on the date selected.
Candidate Interviews
Candidate interviews are performed by the interview panel of 3-4 people. HR is present during the interviews to facilitate but does not participate. The top 3 candidates from the interview are selected to move forward to a second interview, remaining are rejected.
Top Candidate Interviews
Top 3 candidates are scheduled for an interview with the Town Manager and other DH’s as necessary. Top candidate is selected.
Conditional Job Offer
Conditional Offer is made to the candidate. After acceptance, HR processes background check and pull notice (select positions), and sends new hire paperwork to the candidate.
Job Placement
Selected candidate passes background check and pull notice (select positions), returns new hire paperwork, and is given start date.
RECRUITMENT INFORMATION
Recruitment Statistics
Total # of Vacancies Filled During 2025: 9 of 10
# of Vacancies Filled by Existing Eligibility List/Ongoing Recruitment: 1
Average # of Calendar Days to Fill Vacancies: 0
# of Vacancies Filled by External/Internal Recruitment: 5 Average # of Calendar Days to Fill Vacancies: 73
# of Vacancies Filled by Internal Only Recruitment: 3
Average # of Calendar Days to Fill Vacancies: 30
HIRING OBSTACLES
The Town of Yountville reviewed applicable policies,
procedures, and recruitment activities to identify any
potential obstacles in the Town’s hiring process during calendar year 2025.
The Town of Yountville has identified the following obstacles in the hiring process:
Background Checks and Clearance Delays
Limited Candidate Pool for positions that require specific state certifications
HIRING OBSTACLES ADDRESSED
The Town of Yountville reviewed applicable policies,
procedures, and recruitment activities to identify any
potential obstacles in the Town’s hiring process during calendar year 2025.
No obstacles were left unaddressed
RETENTION INFORMATION
Retention Statistics
Total # of Vacancies Created During 2025: 6
# of Vacancies Created by Newly Budgeted Positions: 2
Percent of Vacancies Resulting from Staffing Growth: 33% # of Vacancies Created by Internal Promotion: 3
# of Vacancies Created by Internal Transfer: 0
Percent of Vacancies Resulting from Internal Opportunity: 50% # of Vacancies Created by Retirement: 0
Percent of Vacancies Resulting from Retirement: 0%
# of Vacancies Created by Involuntary Separation: 0
# of Vacancies Created by Voluntary Separation: 1
Percent of Vacancies Resulting from Turnover: 17%
Annual Staffing Turnover Rate: 17% of vacant positions
VACANCY INFORMATION
BARGAINING UNITS - YEA & MMP
2025 # of Vacancies # of Budgeted FT Employees % of Vacancies Yountville Employee
Association (YEA)
0 17 0.00%
Mid-Management and
Professional Unit (MMP)
0 10 0.00%
Executive Management
(Town Manager, DH, DD)
1 9 11.10%
Bargaining Units at or Exceeding 20% Vacancy Rate:
None
VACANCY INFORMATION
YOUNTVILLE EMPLOYEE ASSOCIATION
2025
# of
Vacancies
@ EOY
# of
Budgeted FT
Employees
% of
Vacancies
Reason for
Vacancy
Recruitment
Dates
Days Open
Utilities Operator I/II 0 5 0.00%
Voluntary
Separation
12/17/24-
2/14/2025
59 Maintenance Worker I/II
(Streets)
0 4 0.00%
Internal
Promotion
1/2/2025-
3/18/2025
75 Lead Maintenance Worker
(Parks)
0 2 0.00%
Internal
Promotion
5/19/25-6/13/25 25
Lead Maintenance Worker
(Facilities)
0 2 0.00%
Internal
Promotion
6/16/25-7/22/25 36
Utilities Operator I/II 0 5 0.00%
Voluntary
Separation
9/30/25-12/9/25 70
Classifications at or Exceeding 20% Vacancy Rate (EOY):
None
RECRUITMENT INFORMATION
YOUNTVILLE EMPLOYEE ASSOCIATION
Total # of Vacancies Filled During 2025: 5 of 5
# of Vacancies Filled by Existing Eligibility/Ongoing Recruitment: 0 Average # of Calendar Days to Fill Vacancies: 0
# of Vacancies Filled by New External/Internal Recruitment: 3 Average # of Calendar Days to Fill Vacancies: 68
# of Vacancies Filled by Internal Only Recruitment: 2
Average # of Calendar Days to Fill Vacancies: 30
Total # of Remaining Vacancies as of 12/31/2025: 0
Total # of Applications Received for Remaining Vacancies:
N/A
Recruitment Statistics
PAY AND BENEFITS - YEA
Pays Description Benefits Description
Base Salary
The salary range is 5 steps, with a 5% increment between steps. Salary adjustments within the range can occur at 6- months, and annually thereafter to the top of the range.
Medical
The Town contributes an amount equal to 90% of the cost of the Kaiser Health plan. The cost is determined by the CalPERS health Program.
COLA
Amount determined by CPI and as bargained for in the
MOU Dental
The Town pays the entire premium for employees and
dependents.
Incentive Pay Longevity pay Retirement
CalPERS pension: 2% @ 55 formula for CalPERS “Classic”
members, 2% @ 62 formula for new members (PEPRA),
2.7% @ 55 for employees hired before January 1, 2011.
Certificate Pay
Certificate Pay based on the amounts bargained for in the MOU.
Deferred
Compensation
Employees are eligible to enroll in 457b plans. The Town contributes up to 7% match on base salary.
Special Pay Bilingual Pay, Lead Worker Pay, Standby Pay Paid Time Off Vacation accrual 10-20 days/year based on years of
service (accrued up to 360 hours), sick leave accrual
equivalent to 8 hours per month (unlimited accrual), 12 Holidays per year, 24 hours float holiday per FY (unused cashed out at EOFY).
Employee
Assistance
Program
The eMbrace EAP program offers personalized support and comprehensive services to help build thriving and resilient minds.
Life & Disability
Insurance
The Town provides Short- and Long-Term Disability
Insurance, Life Insurance, and AD&D to full-time
employees.
Reimbursements/
Stipends
Vision reimbursement of up to $500.00 each fiscal year, cell phone stipend, gym, boot, tuition reimbursements
Supplemental
Benefits
Provided by American Fidelity, employees have the option to enroll in Accident, Critical Illness, Cancer, Life
insurances and/or Flex Spending Accounts.
VACANCY INFORMATION
MID-MANAGEMENT AND PROFESSIONAL UNIT
2025
# of
Vacancies
@ EOY
# of
Budgeted FT
Employees
% of
Vacancies
Reason for Vacancy
Recruitment
Dates
Days Open
Management Analyst I/II 0 1 0.00%
Newly Budgeted
Position
11/21/24-2/20/25 91
Public Works Manager 0 1 0.00% Retirement 12/9/24-1/8/25 30 Utility Operations Manager 0 1 0.00%
Newly Budgeted
Position
8/11/25-10/22/25 72
Classifications at or Exceeding 20% Vacancy Rate (EOY):
None
Total # of Vacancies Filled During 2025: 3 of 3
# of Vacancies Filled by Existing Eligibility/Ongoing Recruitment: 0 Average # of Calendar Days to Fill Vacancies: 0
# of Vacancies Filled by New External/Internal Recruitment: 2 Average # of Calendar Days to Fill Vacancies: 81
# of Vacancies Filled by Internal Only Recruitment: 1
Average # of Calendar Days to Fill Vacancies: 30
Total # of Remaining Vacancies as of 12/31/2025: 0
Total # of Applications Received for Remaining Vacancies:
N/A
RECRUITMENT INFORMATION
MID-MANAGEMENT AND PROFESSIONAL UNIT
Recruitment Statistics
PAY AND BENEFITS - MMP
Pays Description Benefits Description
Base Salary
The salary range is 5 steps, with a 5% increment between steps. Salary adjustments within the range can occur at 6- months, and annually thereafter to the top of the range.
Medical
The Town contributes an amount equal to 90% of the cost of the Kaiser Health plan. The cost is determined by the CalPERS health Program.
COLA
Amount determined by CPI and as bargained for in the
MOU Dental
The Town pays the entire premium for employees and
dependents.
Incentive Pay Management Incentive Pay, Longevity pay Retirement CalPERS pension: 2% @ 55 formula for CalPERS “Classic”
members, 2% @ 62 formula for new members (PEPRA),
2.7% @ 55 for employees hired before January 1, 2011.
Certificate Pay
Certificate Pay based on the amounts bargained for in the MOU.
Deferred
Compensation
Employees are eligible to enroll in 457b plans. The Town contributes up to 7% match on base salary.
Special Pay
Bilingual Pay, Lead Worker Pay, Standby Pay, Confidential Pay Paid Time Off
Vacation accrual 10-20 days/year based on years of
service (accrued up to 360 hours), sick leave accrual
equivalent to 8 hours per month (unlimited accrual), 12 Holidays per year, 24 hours float holiday per FY (unused cashed out at EOFY), Administrative Leave (80 hours/FY) Employee
Assistance
Program
The eMbrace EAP program offers personalized support and comprehensive services to help build thriving and resilient minds.
Life & Disability
Insurance
The Town provides Short- and Long-Term Disability
Insurance, Life Insurance, and AD&D to full-time
employees.
Reimbursements/
Stipends
Vision reimbursement of up to $500.00 each fiscal year, cell phone stipend, gym, boot, tuition reimbursements,
tablet stipend
Supplemental
Benefits
Provided by American Fidelity, employees have the option to enroll in Accident, Critical Illness, Cancer, Life
insurances and/or Flex Spending Accounts.
V
ACANCYINFORMATION
EXECUTIVEMANAGEMENT
2025
#of
Vacancies
#of
BudgetedFT
Employees
%of
Vacancies
Reasonfor
Vacancy
Recruitment
Dates
DaysOpen
DeputyPlanningand
BuildingDirector
11100.00%
NewlyBudgeted
Position
Nov20,2024
DeputyDirectorof
Marketing&Economic
Development
010.00%
NewlyBudgeted
Position
7/1/25-7/1/250
ClassificationsatorExceeding20%VacancyRate(EOY):
DeputyPlanningandBuildingDirector
RecruitmentClosedFebruary20,2025,after90dayswith
potentialtoreopeninthefuture
RETENTION EFFORTS
2026
Pay and Compensation
Benefits
Recognition/Reward
Training & Development/Growth Opportunities
Work Flexibility
Core Values/Culture
THANK YOU