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Pacifica staff reports 12% overall vacancy rate; outlines recruitment, retention steps under AB 2561
Summary
As required by Assembly Bill 2561, city staff presented a departmental vacancy snapshot and outlined recruitment and retention strategies including classification consolidation, internships and an employee engagement survey.
Staff presented Pacifica's annual vacancy and workforce planning report on June 23 to comply with Assembly Bill 2561 requirements. The presentation summarized vacancy rates, barriers to recruitment and retention and a set of proposed strategies the city will pursue.
Nut graf: Human-resources staff told the council the citywide snapshot (first pay period of February) showed an approximate 12% vacancy rate overall and identified market competition, cost-of-living barriers, a retirement wave and perceived limited career mobility as the chief obstacles to recruitment and retention. Staff outlined classification consolidations, new internship and engagement efforts, wellness initiatives and a planned master recruitment and fee-review analysis.
Human-resources presenter (identified in the transcript as Zach) walked council through the AB 2561 mandated elements: present vacancy rates before budget adoption, identify barriers, include recognized employee organizations in outreach and make vacancy data publicly available. The staff presentation described several classification changes already completed to improve career ladders: consolidating childcare classifications, creating an administrative assistant series, restructuring engineering and planning series (assistant to associate), and combining wastewater operator roles into clearer plant and collections operator series.
Staff said the city is piloting an annual employee engagement survey (administered anonymously), has started an intern program, will refresh the city's career page and will pursue grant-funded diversity-focused outreach. Staff also said they will continue compensation studies and host regular meetings with bargaining units to implement workforce strategies.
Council members asked clarifying questions about the survey (anonymous and planned communications), whether the vacancy computation compared staffing levels to peers or only to budgeted positions (staff said the vacancy rate reflects that month's budgeted FTEs and does not compare to other cities), and about potential follow-up items for council consideration such as social-media recruitment and video outreach.
Ending: Staff said they will continue to report vacancy and workforce planning data annually in compliance with AB 2561 and will return with additional recruitment and compensation analysis.
