HomeMy WebLinkAboutITEM 9ASSEMBLY BILL 2561
COMPLIANCE
CITY COUNCIL MEETING
JANUARY 2 01 2 0 2 6
ASSEMBLYBItT.2561
• State Legislature declared job vacancies are a widespread and significant problem in the
public sector, high job vacancy rates adversely impact public service and employees, and
there is a statewide interest in ensuring public agencies are appropriately staffed
• As of January 1, 2025, public agencies are required to annually present the status of their
vacancies and recruitment and retention efforts during a public hearing
• If the vacancy rate of any bargaining
unit is
20%
or higher, the public agency must provide
additional
vacancy/recruitment information
upon
request of the
bargaining unit
• Employee bargaining unit representatives have the o of making a presentation
VACANCYRATES
REPRESENTED
TMEA
11.5
106.5
10.8 %
TPMA
0.0
28.0
0.0%
TPOA
4.0
76.0
5.3%
TPSSA
9.0
47.0
19.1 %
TPSSMA
0.0
9.0
0.0%
UNREPRESENTED
EmploVacancies Positions Vacanc
yee
Group Rate
Confidential
0.0
7.0
0.0%
Executive
0.0
9.0
0.0%
Management
3.0
41.0
7.3 %
Supervisory
0.0
10.0
0.0%
CITYW IDE TOTAL
27.5 vacancies / 3 3 3.5 positions = 8.2% vacancy rate
Recruitment efforts are underway for all vacancies
RECRUITMENT & RETENTION EFFORTS
• Flexible/adaptable recruitment process
• Job postings on targeted websites and increased
presence on social media
• Collaboration with employee associations
• Total compensation surveys
• Negotiated multi -year agreements designed to
address recruitment and retention
• New approaches for difficult -to -fill positions (e.g.
hiring incentives)
• Evaluate/update job classifications and position
requirements
• Expedite hiring process when feasible
• Increased authorized budgeted positions
• Te le commuting
• Alternative work schedules
• Additional resources for staff development and
employee appreciation
RECOMMENDATION
Receive and file