San Gabriel receives AB 2561 vacancy report showing police vacancy above state threshold; fire vacancies reduced

Human Resources & Risk Management Director Edward Macias presented San Gabriel’s first public compliance report under Assembly Bill 2561 on June 3, detailing citywide staffing levels, recent hiring activity and ongoing recruitment and retention steps. The report was received and filed by the council with no vote required.

The report matters because AB 2561 requires public agencies to report vacancy rates for each recognized bargaining unit and to publicly explain efforts to reduce vacancy rates for any unit whose rate meets or exceeds 20 percent. Macias said the city provided two point-in-time vacancy snapshots: one for Jan. 1, 2025 (the bill’s effective date) and one for May 31, 2025, closest to the council meeting.

Macias said the Jan. 1 snapshot showed the Firefighters Association (FFA) with 30 authorized full‑time positions and six operational vacancies (20%), meeting the statute’s reporting threshold. By May 31 the city had reduced FFA operational vacancies to one (a 3.3% vacancy rate) after targeted recruitments and agreement changes. “We completed contemporaneous recruitments for firefighter EMT and firefighter‑paramedic,” Macias said, adding the department received 107 applications for firefighter EMT, tested 26, referred 13 for hiring consideration and hired six; average time to hire was about 180 days. For paramedics he reported 15 applicants, six tested and zero referred for hire during that cycle.

Macias said the Police Officers Association (POA) moved from roughly 12.8% vacant on Jan. 1 to a 20.5% operational vacancy rate on May 31 (39 authorized FTEs with eight operational vacancies, including recruits in training counted as underfilled). For police recruit hiring since Jan. 1 he reported 59 applications, 26 referrals and four hires with an average of 64 days from application to start; police lateral hires were limited (three applications, zero referrals and hires in that period). “We implemented online testing and a hybrid hiring path and continue to offer hiring retention bonuses up to $15,000,” Macias said.

Macias listed other measures the city has taken: a compensation and benefits study comparing San Gabriel to 10 comparator cities, implementation of the NeoGov online application system, online testing to expand applicant pools, temporary facility modules for the police station, and an MOU side letter allowing conversion of some EMT hires to paramedic vacancies. He also described ongoing challenges including a scarce applicant pool, competitive labor market for public safety positions, the need to balance speed with due diligence in background checks, aging facilities and funding constraints.

Councilmembers pressed staff on terms and next steps. Vice Mayor Eric Chan asked how the report defines “vacant” versus “underfilled”; Macias explained that underfilled positions (for example, a police recruit) occupy the authorized FTE but are not yet performing full shift duties and are therefore treated operationally as vacancies. Councilmember John Woo asked about timelines for facility improvements; Macias and City Manager Mark Lazaretto said facility studies and possible future capital investments are being considered and that long‑term fixes would likely be a council policy decision and funding discussion.

Councilmembers and staff discussed additional administrative steps the city can take without council action, including optional exit interviews and developing an annual employee satisfaction survey. Macias said exit interviews are offered but voluntary, and staff will more proactively invite departing employees to participate. He recommended periodic compensation studies (a light update every five years and a comprehensive one every 10 years) as a council policy decision.

The council received the report for the public record; Macias noted that bargaining units were invited to present but none chose to do so that evening. Council members asked staff to consider more frequent status updates (quarterly or semiannual) on hiring for units above the 20% threshold.

Ending: The report underscores the operational challenge AB 2561 intends to surface. The city credited recent recruitments and administrative changes with reducing firefighter vacancies substantially while continuing targeted efforts to reduce police vacancies, improve workplace conditions and modernize hiring practices.