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City staff report shows 18% vacancy rate; council and unions call for retention, recruitment steps
Summary
Under AB 2561 the city reported a June 1 workforce snapshot showing 45 budgeted FTEs and an 18% vacancy rate; staff described recruitment and retention tactics and labor representatives pressed for investment in retention and career development.
The city presented its AB 2561 compliance report at the June 3 meeting, giving a year‑to‑date view of vacancies, recruitment challenges and retention efforts.
Key points - Workforce snapshot: the city reported it budgeted 45 full‑time equivalent positions for the fiscal year and on June 1 had 37 filled positions (an 18 percent vacancy rate). Vacancy distribution varied: small staffing counts magnified percentage gaps in executive and confidential groups (for example, the non‑represented executive group showed a high vacancy percentage because only a few positions exist and some were intentionally held vacant). Historical 2024 vacancy rates averaged about 6–7 percent, staff said. - Recruitment challenges: HR staff described regional competition for specialized classifications (engineers, planners) where commute times and housing costs influence candidates. The hiring pipeline lengthens because recruitments include multiple steps such as posting, testing, interviews and background checks. - Retention steps: city HR described a multifaceted retention effort including competitive wages/benefits, deferred compensation, tuition reimbursement, a telecommute/alternative‑work policy, an employee assistance program and an active employee engagement committee. Staff emphasized that retaining employees reduces recurring recruiting costs.
Union and employee feedback - Represented management and Local 39 (unions) delivered a joint public comment emphasizing that two‑thirds of city staff are at top pay steps and that vacancies have increased workloads and burnout. They urged investment in retention and career development and said several recently departed employees took institutional knowledge with them.
Council direction - Council expressed support for staff and concern about workload and morale. Members asked staff to return with a reorganization plan, options to fill critical entry‑level positions quickly, and steps to address recruitment bottlenecks. Council also noted that some executive positions were intentionally held vacant pending a reorganization.
Ending The public hearing on AB 2561 was informational; no formal action was required. Council asked staff to continue recruitment and retention work and to report back with reorganization proposals and targeted hiring plans.
