Santa Barbara City Council reviews workforce vacancies and recruitment strategies under AB 2561

The Santa Barbara City Council convened on April 15, 2025, to discuss critical issues surrounding city workforce vacancies, recruitment, and retention trends, as mandated by Assembly Bill 2561. The meeting featured presentations from city officials and representatives from various bargaining units, highlighting the ongoing challenges and strategies to improve staffing levels across city departments.

Sam Ramirez, the labor relations manager from human resources, opened the discussion by outlining the requirements of Assembly Bill 2561, which necessitates public agencies to report on their staffing status at least once per fiscal year. He noted that the city currently has 1,098 budgeted full-time positions, which support a range of services including public safety and community programs.

Megan Wilson, an analyst in human resources, provided a detailed overview of the city's recruitment and hiring processes. She reported that in 2024, the city filled 207 vacancies, with 49% of hires coming from external candidates and 51% from internal promotions. However, the city also faced significant turnover, with a total of 166 vacancies created during the year due to various reasons, including retirements and voluntary separations.

Representatives from the Police Officers Association and SEIU Local 620 subsequently addressed the council, expressing concerns about the city's ability to retain staff amid competitive labor markets. Adam Mick, representing the Police Officers Association, emphasized the challenges of recruitment and retention, citing that the department had hired 41 officers but lost 36 during the contract period from 2022 to 2024. He urged the city to enhance salary and benefits to remain competitive with neighboring agencies.

Leo De Casals, a field representative for SEIU Local 620, acknowledged the city's progress in recruitment but pointed out critical vacancies that have persisted for extended periods. He highlighted the need for the city to lead in compensation and to reevaluate hiring practices to attract and retain top talent.

The council members engaged in discussions about the presentations, with some expressing appreciation for the recommendations made by the bargaining units. They emphasized the importance of incorporating this feedback into future hiring strategies and acknowledged the need for ongoing evaluation of recruitment processes.

The meeting concluded without any formal action, but it set the stage for further discussions on how to address the staffing challenges facing the city. The council plans to consider the input from the bargaining units as they move forward with budget preparations and workforce planning.