HomeMy WebLinkAboutItem 6.1 Status Update on Vacancies in Compliance with Assembly Bill 2561 Agenda Item 6.1
STAFF REPORT
CITY COUNCIL
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DATE: May 19, 2026
TO: Honorable Mayor and City Councilmembers
FROM: Colleen Tribby, City Manager
SUBJECT:
Status Update on Vacancies in Compliance with Assembly Bill 2561
Prepared by: Sarah Monnastes, Human Resources Director
EXECUTIVE SUMMARY:
The City Council will conduct a public hearing on position vacancies for 2025, in compliance
with Assembly Bill 2561 – Local public employees; vacant positions.
STAFF RECOMMENDATION:
Conduct the public hearing, deliberate, and by motion, direct Staff to continue recruitment and
retention efforts.
FINANCIAL IMPACT:
None.
DESCRIPTION:
Background
On September 22, 2024 Governor Newsom signed Assembly Bill (AB) 2561 into law, adding
Government Code section 3502.3 and establishing new workforce reporting requirements for
local public agencies effective January 1, 2025.
Under AB 2561, local agencies must hold at least one public hearing each fiscal year prior to
adopting an annual or multi-year budget to report on job vacancies, recruitment and retention
efforts, and any policies or procedures that may hinder hiring. Recognized employee
organizations must also be provided an opportunity to present during the hearing. Pursuant to
Government Code § 3502.3, this presentation requirement does not apply to the City of Dublin,
as City employees are not represented by employee organizations.
The intent of AB 2561 is to promote transparency regarding staffing vacancies and ensure
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governing bodies and the public are informed about workforce trends and their potential
impacts on service delivery.
Vacancy Overview
In calendar year 2025, the City's average vacancy rate for regular full-time equivalent (FTE)
positions was 6.92%, compared to an updated 2024 vacancy rate of 6.61%. Vacancies were
primarily driven by retirements, recruitment challenges for highly technical positions,
organizational growth, and normal employee turnover. The modest year-over-year increase
reflects slightly higher turnover activity compared to 2024. The City's vacancy rate remains
within a range considered manageable for comparable agencies.
A total of 14 employees separated from City employment during the year, including four
retirements. Vacancies also occurred due to internal promotions, external job opportunities,
and personal circumstances such as relocation or career changes. While vacancies created
temporary workload redistribution in certain departments, the City maintained core service
levels throughout the reporting period.
Table 1. Vacancy Summary*
Metric 2024 (Updated) 2025
Average Approved FTE 107 109
Average Vacant FTE 7.08 7.58
Average Vacancy Rate 6.61% 6.92%
Highest Monthly Vacancy
Rate 9.72% 9.72%
* A month-by-month vacancy breakdown is included in Attachment 1.
Methodology Clarification
During preparation of the 2025 vacancy analysis, Staff identified that the methodology used
during for City’s April 15, 2024 public hearing did not fully account for vacancies created
through internal workforce movement, such as lateral transfers and promotions that created
subsequent vacancies.
To ensure consistency and improve reporting accuracy, Staff recalculated the 2024 vacancy
rate using the updated methodology. As a result, the previously reported 2024 vacancy rate of
5.05% was revised to 6.61%. The updated methodology, which now fully captures vacancies
arising from internal workforce movement, will be applied consistently in all future annual
reports. The updated and previously reported metrics are included in Attachment 1.
Recruitment and Retention Activity
The City experienced workforce movement throughout 2025 as positions were filled,
employees advanced internally, and departments adjusted staffing to meet operational needs.
During this period, the City:
Hired 17 new employees
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Promoted 15 employees internally
Completed six internal transfers
Reclassified one employee
Hired or rehired 181 temporary/seasonal employees
The City continues to offer competitive salaries and benefits to attract and retain qualified
employees. Recruitment challenges were primarily concentrated in specialized and highly
technical classifications, specifically planners and engineers, which remains a trend across the
region. To address these challenges, the City employed targeted outreach strategies including
professional association postings and expanded use of online recruitment platforms.
Review of Hiring Practices
In accordance with AB 2561, Staff reviewed the City’s hiring policies, procedures, and
recruitment practices to identify potential barriers to recruitment. Staff did not identify any
policies or procedures that materially hinder hiring efforts. The City continues to maintain
competitive compensation practices, flexible recruitment strategies, and efficient hiring
processes designed to remain responsive to operational needs. Staff will continue to monitor
workforce trends and identify opportunities to improve hiring efficiency as needed.
Outlook for 2026
In 2026, the City anticipates continued workforce stability based on current staffing levels and
organizational planning. Staff will proactively monitor potential retirements and succession
needs, particularly in technical and senior-level classifications. Human Resources will evaluate
compensation benchmarking data and continue refining recruitmen t strategies to ensure the
City remains competitive in the regional labor market. Staff will return to the City Council for the
next AB 2561-required public hearing prior to adoption of the Fiscal Year 2027-28 budget.
STRATEGIC PLAN INITIATIVE:
None.
NOTICING REQUIREMENTS/PUBLIC OUTREACH:
The City Council Agenda was posted.
ATTACHMENTS:
1) Month-by-Month Vacancy Breakdown
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Attachment 1
2024 and 2025 Vacancy Summary
2024 (Originally Report) 2024 (Updated) 1 2025
Month &
Year
Approved
FTE
Number
of
Vacant
FTE
% of
Vacancies
Approved
FTE
Number
of
Vacant
FTE
% of
Vacancies
Approved
FTE
Number
of
Vacant
FTE
% of
Vacancies
January 106 6.5 6.13% 105 5.5 5.24% 108 10.5 9.72%
February 106 4.5 4.25% 105 4.5 4.29% 108 7.5 6.94%
March 106 3.5 3.30% 106 3.5 3.30% 108 6.5 6.02%
April 106 3.5 3.30% 106 4.5 4.25% 108 7.5 6.50%
May 106 4.5 4.25% 106 5.5 5.19% 108 6.5 6.02%
June 106 4.5 4.25% 106 5.5 5.19% 108 8.5 7.87%
July 108 5.5 5.09% 108 7.5 6.94% 110 8.5 7.73%
August 108 6.5 6.02% 108 8.5 7.87% 110 7.5 6.82%
September 108 4.5 4.17% 108 8.5 7.87% 110 4.5 4.09%
October 108 6.5 6.02% 108 10.5 9.72% 110 8.5 7.73%
November 108 7.5 6.94% 108 10.5 9.72% 110 7.5 6.82%
December 108 7.5 6.94% 108 10.5 9.72% 110 7.5 6.82%
Average 5.42 5.05% Average 7.08 6.61% Average 7.58 6.92%
1 Updated figures include vacancies that resulted from internal movement within the organization (i.e., internal promotions and lateral transfe rs).
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AB 2561 Public Hearing
May 19, 2026
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Legal Background
AB 2561
Assembly Bill 2561
Signed into law September 22,
2024 by Governor Newsom.
Added Government Code
Section 3502.3, effective
January 1, 2025.
MANDATE
Annual Public Hearing
Local agencies must hold at
least one public hearing per
fiscal year, prior to budget
adoption, to report on
vacancies, recruitment, and
retention efforts.
INTENT
Transparency Goal
Promote public transparency
about staffing vacancies and
their potential impact on
service delivery. Governing
bodies and the public must be
informed.
Note: The employee organization presentation requirement does not apply to the City of Dublin (employees are not represented by employee organizations).
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2025 Vacancy Summary
Avg Approved FTE
2024
107
▼
2025
109
Avg Vacant FTE
2024
7.08
▼
2025
7.58
Avg Vacancy Rate
2024
6.61%
▼
2025
6.92%
Peak Monthly Rate
2024
9.72%
▼
2025
9.72%
Context: The City's 6.92% average vacancy rate reflects a modest year-over-year increase from 2024. This rate remains within a range
considered manageable for comparable agencies. Vacancies were primarily driven by retirements, recruitment challenges for technical
positions, organizational growth, and normal employee turnover.
* 2024 figures updated using revised methodology that fully captures vacancies from internal movement (promotions, lateral transfers).
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Month-by-Month Vacancy Rate – 2025 vs. 2024
10
7
6
7
6
8 8
7
4
8
7 7
5
4
3
4
5 5
7
8 8
10 10 10
0
2
4
6
8
10
12
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
2025 Vacancy Rate 2024 Vacancy Rate (Updated)
Vacancy rates calculated as a percentage of approved full-time equivalent (FTE) positions.
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Workforce Movement in 2025
29%
14%
22%
21%
14%
Retirements (4)
External Promotion (2)
Moved out of State (3)
Personal Circumstances (3)
Other (2)
Separations – 14 Employees Total Recruitment Activity – 39 Employees Total
NEW HIRES (17)
INTERNAL PROMOTIONS (15)
INTERNAL TRANSFERS (6)
RECLASSIFICATIONS (1)
0 2 4 6 8 10 12 14 16 18
Additionally, 181 temporary/season employees were hired or rehired in 2025.
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Recruitment & Retention Efforts
Recruitment Challenges
Specialized Positions
Planners and engineers are regionally
difficult in this labor market.
Internal Movement
Promotions and transfers create
downstream vacancies requiring additional
recruitments.
Strategies Employed
•Competitive salary and benefit packages
•Flexible recruitment strategies tailored to
each classification
•Efficient hiring processes to minimize
time-to-hire
•No policies identified as hindering hiring
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2026 Outlook & Next Steps
01
Workforce Stability
The City anticipates continued workforce stability
in 2026 based on current staffing levels and
organizational planning.02
Succession Planning
Staff will proactively monitor potential retirements
and succession needs, particularly in technical
and senior-level classifications.
03
Compensation Benchmarking
Human Resources will evaluate compensation
benchmarking data to ensure the City remains
competitive in the regional labor market.04
Next AB 2561 Hearing
Staff will return to City Council for the next
required public hearing prior to adoption of the FY
2027-28 budget.
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Staff Recommendation
Conduct the public hearing, deliberate, and by motion direct Staff
to continue recruitment and retention efforts.
Any Questions?
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