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Stockton hears vacancy report, unions press plan to fill gaps; council seeks auditor cooperation
Summary
Human Resources presented AB 2561 vacancy and recruitment data; HR reported 305 full-time hires in the last 12 months and 68 separations so far in 2025. The SCA union demanded a plan to replace long-term vacancies and questioned the city's use of at-will "program specialists." Council also authorized staff to seek a meeting with the city's external auditors/contractors (Moss Adams/Baker Tilly) and, if necessary, pursue an investigation under Charter section 4.06.
Human Resources presented Stockton's AB 2561 workforce vacancy, recruitment and retention report on June 3, and the council received extended public comment from labor and community representatives focused on vacancies, hiring practices and organizational culture.
HR officials said the report (data as of April 17) documented 305 full-time hires in the prior 12 months and that, during the previous six months (01/01/2025 through the reporting date), the city recorded approximately 68 full-time separations; HR also reported eight leadership departures since January 2025. HR noted that none of the bargaining units met or exceeded the 20% vacancy threshold specified in AB 2561 and that some retention incentives are funded through Measure A, including sign-on bonuses that range (by position) from $2,000 to $15,000 for paramedics and firefighter engineers.
HR told council that the civil-service process can lengthen hiring timelines and that the department is reviewing civil-service rules and testing changes (online testing) intended to speed recruitment. HR also described expanded outreach — job fairs and internship MOUs with regional universities — and a move to online testing that increased participation rates in some recruitments.
Jenny Hernandez, president of the SCA union representing many city analysts and technicians, urged a transparent comparison of duties between long-term at-will "program specialists" and bargaining-unit positions, arguing the city has come to rely on program specialists rather than filling permanent slots. Hernandez asked the council to work with employee organizations to develop a plan to fill vacancies within 100 days where AB 2561 requires it.
Multiple councilmembers pressed HR for separation and turnover data. HR provided turnover rates for 2022 (approx. 14.95%), 2023 (11.8%), and 2024 (11.6%) and confirmed HR was trending toward ~4% of separations year-to-date for 2025 based on the period referenced in the report.
During later council comments Vice Mayor Lee moved that the city attorney request a meeting with Moss Adams (and Baker Tilly where applicable) to discuss the audit transition and concerns raised about ASD and payroll findings; the motion directed staff to seek cooperation within 30 days and, if not cooperative, authorized initiating an investigation under Charter section 4.06. The motion passed 6-0. Council discussed oversight options and suggested the audit committee or an external investigator could conduct the oversight.
The session included extended public testimony from community members about homelessness and staffing, and several councilmembers said they will press for clearer performance metrics, improved staff morale and transparent communication as part of ongoing budget and manager-selection work.
