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Council receives AB 2561 report on vacancies and recruitment; lifeguards cited as hardest-to-fill role
Summary
HR Manager Monique Getz presented the city's AB 2561 annual hearing: 2025 separations equaled 26 full‑time equivalents (about 17% turnover); staff described retention steps (reclassifications, salary adjustments, lump-sum bonuses, 2% COLA) and identified lifeguards and animal control officers as challenging positions to recruit.
The council received a statutorily required report on vacancies, recruitment and retention as required by Assembly Bill 2561. HR Manager Monique Getz summarized 2025 staffing changes and the city’s recruitment and retention strategies.
Getz said the city recorded 26 full-time-equivalent separations in calendar year 2025, a turnover rate of about 17%, attributable to retirements, transfers to other public agencies, moves to the private sector, school attendance, family obligations and a small number failing probation. To retain staff, the city has maintained salary ranges at or above median of comparator agencies, reclassified positions, provided employee recognition, issued a one-time lump-sum bonus in September 2025 for many employees, and granted a 2% cost-of-living adjustment in December 2025.
Getz said the city anticipates presenting the mid-cycle 2026–27 budget on or after May 20–June 6, 2026, and that final salary and benefits decisions will be shared with employees once the mid-cycle budget is developed. She also identified lifeguards as the most difficult positions to recruit and said animal control officer positions are sometimes hard to fill as well.
Council moved to "receive and file" the AB 2561 report; the motion passed and the council approved the report.
