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Hemet staff outlines AB 2561 vacancy reporting; city reports about 8% vacancy and new recruitment steps
Summary
Human resources manager Norma Rango presented AB 2561 vacancy reporting requirements and described Hemet's recruitment and retention measures, including market equity adjustments, increased medical contributions, and hiring bonuses for lateral police officers and dispatchers.
Human resources manager Norma Rango briefed the Hemet City Council on May 27 about AB 2561, the state law requiring annual vacancy reporting and additional hearings for agencies with vacancy rates of 20% or more.
Rango said AB 2561 became effective Jan. 1, 2025, and added Government Code section 3502.3, with the Public Employees Relations Board overseeing implementation. Hemet falls under the statute's "regular hearing" requirements because its overall vacancy rate was about 8% as of Dec. 31, 2024, she said; agencies at or above 20% vacancy must hold a special hearing with additional reporting requirements.
Citywide actions described to recruit and retain staff included market equity salary adjustments implemented in July 2024 and an increased employer contribution toward medical insurance. Rango described department-specific efforts: the police department is offering a $60,000 lateral hiring bonus for officers and a $20,000 bonus for lateral public safety dispatchers, providing ride-alongs, hosting recruitment events (including a Cal State San Bernardino Criminal Justice career fair and a San Jacinto College career fair), and using social media and live Instagram Q&A sessions to reach applicants. A promotional reel about department-sponsored jujitsu reached more than 38,000 views, Rango said.
The fire department has created a firefighter trainee classification that sponsors academy attendance, launched a lateral firefighter classification to reduce probation periods, increased participation in the explorer program, and started a girls empowerment camp to attract women into fire careers. The city also described retention measures such as employee appreciation events and training and internal promotional opportunities.
Rango said bargaining units were invited to address the council as part of the new reporting process but none chose to participate; she attributed that to the city's relatively low vacancy rate. During Q&A, council members praised fire explorer and ride-along programs; one council member described a recent fire department ride-along and meeting firefighting trainees.
Rango said the city will present this annual vacancy report each year based on conditions as of Dec. 31 of the prior calendar year.
