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City holds required public hearing on staffing, reports vacancy rate and recruitment steps under AB 2561
Summary
Human Resources Director Gabe Garcia presented the city’s annual staffing and vacancy status under Assembly Bill 2561 (Gov. Code §3502.3). As of the report, the city had about 392 authorized positions and 38 vacancies; HR described an average 60‑day recruitment cycle and multiple retention measures in place.
The City Council held a public hearing required by Assembly Bill 2561 (Government Code §3502.3) to review vacancies, recruitment and retention efforts across city departments.
Gabe Garcia, the city’s human resources director, said the city has 392 authorized positions and reported 38 vacancies as of the staff report dated May 4. “From the start, when we get a requisition to appointment, on average, it’s about 60 days,” Garcia said, summarizing the typical recruitment timeline. He described HR procedures: department requisition, city manager authorization, posting, minimum‑qualifications screening, exams or panels as needed, background checks and pre‑employment screening.
Retention efforts: Garcia listed retention measures including recruitment and retention bonuses, flexible scheduling (9/80 compressed schedules), tuition reimbursement, targeted training and internal promotion where possible. He told council the city has focused on employee engagement, professional development and recognition to reduce turnover.
Status and challenges: Garcia said the city’s vacancy rate remains below the statutory threshold that would trigger additional reporting (the staff report used a 20% threshold), but the city still faces challenges recruiting specialized technical staff — such as planners, building officials, and public safety specialists — because of regional competition and cost‑of‑living pressures.
Public comment: Council received no public speakers on the item. The presentation was also distributed to employee organizations; staff said unions were provided a copy and offered an opportunity to present.
Next steps: Staff will continue to return annually as required by state law and to report any negotiated changes with employee organizations. The council formally received the staff report at the hearing.
Ending: The council opened the hearing, took public comment (none), and received and filed the staff report as the AB 2561 compliance action for the fiscal year.
