Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Workforce Recruitment topic
No spam. Unsubscribe anytime.
Modesto accepts AB 2561 workforce report; citywide vacancy rate reported at 9%
Summary
The City of Modesto presented and the council accepted an informational report required by Assembly Bill 2561 showing a citywide vacancy rate of 9%, an average time-to-hire of about 87.6 days, and other recruitment and retention metrics from 2024.
The Modesto City Council on June 3 accepted an informational report required by Assembly Bill 2561 on vacancies, recruitment and retention. The motion to accept the report was made by Council member Williams and seconded by Council member Escudia Brayton; the council approved the item on a 7-0 vote.
Human-resources staff (presentation by Christina Alger) told the council that the city began 2024 with 1,391 employees and ended the year with 1,435, an increase of 44 positions. Citywide vacancy rate at the time of the report was 9%, a figure staff described in the presentation as "a very good number." Christina Alger said the city's turnover rate was about 9.7% and that retirements and voluntary resignations had declined compared with the prior year.
Key metrics provided in the presentation:
- Citywide vacancy rate: 9% (staff noted anything below 10% is considered good) - Total employees (Jan 1, 2024): 1,391; year-end 2024: 1,435 (increase of 44) - Time-to-hire (average from requisition to hire): 87.6 days - Applications received in 2024: 16,682 (Modesto Police Department and administrative pools received the largest shares) - Turnover rate: 9.7% - Retention rate: 90.1% (average tenure ~8 years) - Internal promotions in 2024: 79; unique employees who participated in training programs: ~560
Alger described tactical recruitment strategies the city used in 2024, including targeted job postings, incentive descriptions in job announcements, open-house events, job fairs at high schools and CSU Stanislaus, and partnerships with community organizations. The presentation also broke vacancy rates down by bargaining unit; staff said some smaller units show higher percentages because of smaller allocation counts. Staff noted that a pass-through set of allocations created for recruitment purposes (MPNSA) changes the apparent percentage when included; Alger said that excluding that pass-through group raises the comparable vacancy percentage to 17.2% for certain categories used in recruitment accounting.
Council members thanked staff for the work and noted the report will be part of the annual compliance with state law; the item was accepted as an informational report and no further action was required.
