FROM:
Human Resources
SUBJECT:
Title
Conduct a Public Hearing on the City Workforce Vacancies, Recruitment, and Retention Trends Pursuant to Assembly Bill 2561 (AB 2561)
End
RECOMMENDATION:
Recommendation
Adopt Resolution No. 2025-034, a Resolution of the City Council of the City of Fontana, California, adopting a public hearing and presentation on the status of the City’s vacancies, recruitment and retention efforts, and obstacles in the hiring process by the Human Resources and Risk Management Department and recognized employee organizations’ presentations. Accept the staff report on workforce vacancy rates, recruitment, and retention efforts, and obstacles in the hiring process as required by Assembly Bill 2561.
End
COUNCIL GOALS:
• Operate in a businesslike manner by ensuring that the public debate is based on accurate information.
• Create and maintain a dynamic team by promoting stability and predictability by providing consistent policy direction.
• Create and maintain a dynamic team by communicating Goals and Objectives to all commissions and employees.
• Create and maintain a dynamic team by emphasizing staff development.
DISCUSSION:
In September 2024, Assembly Bill (AB) 2561 (Gov. Code § 3502.3) was signed by the governor of California. AB 2561 (Attachment) 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, allowing recognized employee organizations to present at the hearing. The new law specifies additional reporting criteria whenever the vacancy rate for a particular bargaining unit exceeds 20%. This report outlines the City of Fontana’s legal obligation under the new law, effective January 1, 2025.
Summary
In compliance with the new legal obligations, the City is required do the following:
1. Public Hearing: At least once each fiscal year, at a public hearing before the City Council, the City shall present information regarding the status of vacancies and recruitment and retention efforts (Gov. Code § 3502.3(a)(1)) and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process (Gov. Code § 3502.3(a)(3)).
If the City Council adopts an annual budget during the fiscal year, the presentation must occur before the adoption of the final budget. (Gov. Code § 3502.3(a)(2)).
2. Additional Reporting for High Vacancy Rates: If vacancies in a single bargaining unit meet or exceed 20% of authorized full-time positions, the City must provide additional reporting at the request of the employee organization, including:
• Total number of job vacancies within the bargaining unit
• Total number of applicants for the vacant positions within the bargaining unit.
• Average number of days to complete the hiring process from when the position is posted.
• Opportunities to improve compensation and other working conditions.
3. Employee Organization Participation: Allow the recognized employee organization for each bargaining unit at the City to make presentations during the public hearing concerning vacancies and recruitment and retention efforts.
There are five (5) represented bargaining units at the City. (Gov. Code § 3502.3(b)).
As of April 2025, the City of Fontana had fifty-nine (59) staff vacancies, representing a 10.33% vacancy rate.
• Teamster Local 1932 - City Hall (CH) Unit has a 11.9% vacancy rate.
• Police Benefit Association (PBA) has a 12.79% vacancy rate.
• Police Management Association (PMA) has 0% vacancy rate.
• Police Officers Association (POA) has a 7.10% vacancy rate.
• Teamster Local 1932- Public Works (PW) Unit has a 13.51% vacancy rate.
FISCAL IMPACT:
There is no direct fiscal impact associated with conducting the public hearing required under Government Code section 3205.3.
MOTION:
Approve staff’s recommendation.