Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Workforce Recruitment topic
No spam. Unsubscribe anytime.
City reports low vacancy rate under AB 2561: Roseville averaging about 7% vacancy in 2024
Summary
Human Resources director Stacy Peterson reported to council that Roseville’s calendar‑year 2024 citywide vacancy rate averaged about 7%, well below the 20% threshold in AB 2561, and described recruitment and retention practices and ongoing process improvements.
Human Resources Director Stacy Peterson presented the city’s compliance report under Assembly Bill 2561 to the City Council on April 16, saying Roseville finished calendar‑year 2024 with a citywide vacancy rate of about 7% and describing the city’s recruitment and retention practices.
Peterson said the city opened 87 new recruitments in 2024 and filled 202 regular positions overall, that the average time to fill a vacancy was 96 calendar days (about three months), and that the city routinely maintains between 300 and 600 temporary or seasonal positions in addition to regular benefited positions. She said the city’s highest monthly vacancy rate in 2024 was 8% and the lowest was 6%.
Peterson outlined several improvements the city has made to speed hiring and improve candidate experience: running some pre‑employment checks concurrently to reduce delays (while complying with legal sequencing requirements), improving applicant tracking and departmental candidate communication to reduce drop‑off, rebranding job postings with communications staff to reach targeted candidate pools, and using eligible lists where available to accelerate hires. She also provided retention context: of the vacancies last year, 43% resulted from retirements, 9 were involuntary separations and 46 were voluntary resignations; the city completed 96 promotions for employees who competed in open recruitments.
Why it matters: AB 2561 requires agencies to report vacancy and recruitment status when higher vacancy rates exist; Peterson said Roseville does not meet that high‑vacancy threshold and continues to refine hiring processes to shorten fill times and address specialized‑skill recruitments in utilities and police functions.
Public process: no formal action was required; council received the presentation as information only.
