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City presents AB2561 vacancy report: average annual vacancy about 7%; engineering roles hardest to fill
Summary
Human Resources reported an average annual vacancy rate near 7% for calendar 2025, 164 vacancies filled, and an average time‑to‑fill of roughly 100 calendar days. Staff singled out licensed engineers and some IT roles as the most difficult to recruit and outlined recruitment and retention strategies.
Macy Dippert, the city’s human resources manager, presented the statutorily required AB2561 vacancy and retention report for calendar year 2025, noting the city budgeted 1,390 FTE on Jan. 1, 2025 and ended the year with 1,417 budgeted positions.
Dippert said the city’s average annual vacancy rate for 2025 was about 7% (monthly range 6–7%). In 2025 the city filled 164 vacancies; the average time to fill was roughly 100 calendar days. Labor‑group details included an IBEW unit average vacancy of 6%, a Roseville Firefighters group at 1% and other represented groups in single‑digit ranges. She said the city used targeted recruiting channels (LinkedIn, Handshake, college outreach) and created career ladders to improve retention and internal promotions.
Council members asked how Roseville compares to peer agencies and how the 100‑day time‑to‑fill benchmark aligns with the market; staff said they did not have a direct market benchmark on hand but characterized Roseville as performing well compared with private sector and some public agencies. Members pressed on hard‑to‑fill roles; Dippert and staff said licensed engineers and certain specialized engineering positions are most difficult to recruit, with information technology roles improving recently.
Dippert said separations for 2025 included 37 retirements, six involuntary separations and the remainder voluntary resignations; staff will continue to present vacancy metrics and recruitment strategies in future reports as required by statute.
