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City reports low vacancy rates under new AB 2561 transparency law; overall vacancy 4.9%
Summary
As required by AB 2561, the city held a public hearing and reported a 4.9% overall vacancy rate across 244.75 authorized positions. No bargaining group exceeded the 20% threshold that would require additional disclosure; staff described recruitment timelines and recent turnover.
Monrovia staff on Tuesday completed a public hearing required by Assembly Bill 2561 and reported the citywide vacancy picture ahead of the budget process.
Lauren (last name given in staff materials as Lauren Vasquez) presented the required AB 2561 report, saying the city has 244.75 authorized positions and an overall vacancy rate of 4.9% as of the reporting date. Of the three employee bargaining groups, the Monrovia Fire Association had a 2.6% vacancy rate (one vacancy), the Monrovia Police Officers Association had a 5.7% vacancy rate (four vacancies) and the Monrovia Municipal Employee Association had a 7.2% vacancy rate (seven vacancies). None met or exceeded the 20% threshold that triggers expanded reporting requirements under the law.
Lauren explained typical recruitment timelines: non‑safety recruitments take roughly six to eight weeks; safety recruitments (police, fire) can take up to six months because of expanded testing and background needs. Staff said recruitment activity in 2024 included filling 52 full‑time positions and 56 part‑time positions and that Human Resources reviewed 2,595 full‑time and 1,670 part‑time applications in 2024. Separations in 2024 included 14 voluntary resignations, nine retirements and four probationary releases, for 27 full‑time separations in the calendar year.
Because no bargaining group exceeded the 20% threshold, staff recommended the council receive and file the report. Council received and filed the item; staff noted the figures are tracked continuously and the city will provide additional data on request if a bargaining unit reaches the statutory threshold.
Why it matters: AB 2561 requires public agencies to report vacancy rates and recruitment activity ahead of final budget adoption; the law provides a tool for transparency about staffing challenges that can affect service delivery and budget assumptions.
What happens next: The city will continue recruiting for open positions and will provide requested additional details should any bargaining group meet or exceed the 20% vacancy threshold.
