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Folsom staff brief council on AB 2561 public hearing on vacancies, recruitment and retention
Summary
Human Resources Director Allison Garcia presented the city’s AB 2561 annual hearing on recruitment and retention, showing a 6% average vacancy rate for 2025 and highlighting challenges (retirements, certification requirements) and proposed recruitment strategies; Folsom Middle Management Group urged continued internal promotions and non‑financial incentives.
At the May 26 council meeting Allison Garcia, the city’s Human Resources Director, presented the annual AB 2561 hearing reviewing vacancies, recruitment and retention efforts. She explained the statute’s requirement for an annual public hearing before adopting the next year’s budget and presented Folsom’s vacancy methodology: citywide average vacancy for 2025 of about 6% (on ~505–513 authorized FTEs during the reporting period). Garcia said the highest vacancy rates were in the Folsom Middle Management Group and unrepresented/confidential groups (both ~12%), driven in part by a retirement wave in late‑career positions and by specialized certifications required for some roles.
She told council the city filled 46 of 86 vacancies through new recruitment and 39 via internal promotions, with an average time‑to‑hire of about 100 days, and outlined steps to reduce hiring time and broaden applicant pools: elevating the city brand, clarifying minimum qualifications and timelines, and collaborating with departments and unions to reassess rigid qualifications. Garcia said AB 2561 does not apply because no bargaining unit exceeded a 20% vacancy threshold during the look‑back period.
Jameson Larson, president of the Folsom Middle Management Group, thanked staff for collaboration during MOU negotiations and said while the FMMG vacancy rate has improved (from ~17% to 12–13%) there remains work to develop succession and retain institutional knowledge. Council had no public speakers under the item and closed the hearing.
