TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Diego Chavez, Administrative Services Director
PREPARED BY: Jakkie Arellano, Management Analyst - Administrative Services
SUBJECT:
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Public Hearing: Compliance with Assembly Bill 2561 - Status of Vacancies
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RECOMMENDATION
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Conduct a Public Hearing to present the status of vacancies and the City’s recruitment and retention efforts, as required by Government Code Section 3502.3.
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PRIOR ACTION/VOTE
None.
CITY COUNCIL GOAL
Maintain a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency.
BACKGROUND
On September 22, 2024, Governor Newsom signed into law Assembly Bill 2561 (AB 2561), which became effective January 1, 2025. The Legislature found that job vacancies are a widespread and significant problem for the public sector, and that high job vacancies impact public service delivery and the workers who are forced to handle heavier workloads. The Legislature further declared that there is a statewide interest in ensuring that public agency operations are appropriately staffed and that high vacancy rates do not undermine public employee labor relations.
AB 2561 added Section 3502.3 to the Government Code, which requires a public agency to present the status of vacancies and recruitment and retention efforts at a public hearing at least once per fiscal year. If the public agency is adopting a budget, the public hearing must occur prior to the adoption of the final budget. The new law also entitles recognized employee organizations to make a presentation during the hearing. In its presentation of this item, the public agency is required to identify any necessary changes to policies, procedures, and recruitment activities leading to obstacles in the hiring process.
If the number of job vacancies within a single bargaining unit meets or exceeds 20% of the total number of authorized positions, the public agency shall, upon request of the employee organization, include the following information during the public hearing:
1) The total number of job vacancies within the bargaining unit;
2) The total number of applicants for vacant positions within the bargaining unit;
3) The average number of days to complete the hiring process from when a position is posted; and
4) Opportunities to improve compensation and other working conditions.
The City of Murrieta has six bargaining units, and no bargaining unit has a job vacancy rate of 20% or greater.
To comply with this new law, staff will conduct a public hearing to present the current status of vacancies and the City’s recruitment and retention efforts, which are summarized below.
Status of Vacancies
The City currently has 468 authorized positions covering 142 different job classifications. Of the authorized positions, 427 are full-time, while the remaining are staffed with part-time employees. This past year, the average vacancy rate was approximately 8% across all authorized positions. City departments with the highest vacancy rates included the Community Services Department (Recreation), City Clerk, Finance, City Manager’s Office, and Building & Safety.
Staff did not identify any specific classification with consistent vacancies. Most vacancies were due to part-time turnover, retirements, promotions, inter-departmental appointments, and other personal reasons. As such, staff are not recommending any changes to policies, procedures, or recruitment activities this year.
The City is currently recruiting for the following vacancies:
Recruitment Efforts
The City utilizes various methods to recruit employees, including:
• Online recruitment platforms, such as Government Jobs, LinkedIn, and the City’s website;
• Trade-specific platforms that are unique to the position and profession. For example, the Building Official recruitment was publicized on the International Code Council and California Building Officials websites;
• The Human Resources team participates in various job fairs throughout the year, including fairs hosted by the Wildomar/Murrieta Chamber of Commerce, local colleges (MSJC, UC San Marcos, CBU), and local high schools;
• Announcements at City Council Meetings and other community events; and
• Advertisements in City publications and on local billboards.
Retention Efforts
Recent employee retention efforts include the following:
• Negotiated contracts with bargaining units that considered market competitiveness in compensation, including benefits;
• Market equity adjustments to salaries for public safety classifications, including Dispatch, Police, and Fire personnel, and new specialty pay items;
• Implementation of alternative work schedules in certain divisions;
• Implementation of hybrid work schedules that provide for onsite and remote work opportunities for eligible employees;
• Investments in new office furniture and renovations of certain facilities;
• Enhancements to equipment and technology that provide employees with the latest tools to perform their work in modern, safe, and efficient ways;
• Ongoing discussions with management to identify opportunities for employee development and engagement; and
• Longevity Pay that provides base salary increases after 15 and 20 years of employment.
FISCAL IMPACT
There is no fiscal impact associated with this Public Hearing, which is required by State law.
ATTACHMENTS
1. Assembly Bill 2561