Upland files annual AB 2561 vacancies report; city reports 38 current vacancies and recruitment steps
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Summary
Under Assembly Bill 2561, Upland presented an annual report on staffing and vacancies: 270 budgeted full‑time positions and 38 vacancies as of May 31, 2025. Human Resources described process improvements and targeted recruitment, while labor representatives urged more hiring and equipment to replace contracted services.
City staff presented the report required under Assembly Bill 2561 (Gov. Code §3502.3) at the June 9 meeting, disclosing the city’s workforce numbers and steps to improve recruitment and retention.
Deputy Director of Human Resources Cecilia Todd told the council the city has 270 budgeted full‑time positions and 38 vacancies as of May 31, 2025. Staff provided a breakdown by employee group: the general employee group had 26 vacancies out of 135 positions (about 19%); management (UMMEA) reported 3 vacancies of 40 positions (7.5%); Police Officers had eight vacancies of 65 positions (12%); and police management had one vacancy of 14 positions (7%). No bargaining unit exceeded the 20% vacancy threshold that would trigger expanded AB 2561 reporting.
Recruitment and retention measures described by HR include setting recruitment timelines, using virtual interviews, prescheduling test facilities, expanding outreach to niche boards and job fairs, and removing pre‑employment medical screens for non‑manual positions (a change HR said trimmed 2–4 weeks from hiring time). The department also described pay and incentive changes targeted to public‑safety recruitment: a hiring bonus for police officers and enhanced certification pay.
Labor response and operational implications Representatives from AFSCME Local 20, which now represents general employees, and representatives from the mid‑management group spoke during public comment and urged the city to accelerate hiring and reduce reliance on outside contractors. AFSCME noted vacancies in equipment mechanics and other maintenance classifications, said prior attempts to hire had not always produced hires, and argued that insourcing certain work (storm‑drain cleaning, fleet maintenance) could save money in the long run and retain institutional knowledge. Mid‑management asked the city to complete an update of personnel rules and to continue cooperative work with HR on recruitment.
No council action required; council members asked for follow‑up communications and encouraged HR to continue process improvements. Staff said they will monitor the vacancy rate and report changes to the council per AB 2561 requirements.
Ending City staff and labor representatives agreed to continue coordination on recruitment strategies and to prioritize filling critical operational classifications tied to service delivery and infrastructure maintenance.
