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Home My WebLink About _ 6.2--Public Hearing to consider Local Public Employees Vacant Postiions - AB 2561 CITY OF REDDING REPORT TO THE CITY COUNCIL Recommendation Conduct a Public Hearing, and upon conclusion, accept the report regarding City of Redding vacancies, recruitment and retention in accordance with Government Code Section 3502.3 (Assembly Bill 2561). Fiscal Impact There is no fiscal impact associated with this action. Alternative Action The City Council could provide alternate direction staff, but the direction could not be less restrictive than the legal obligations. Background/Analysis AB 2561 was introduced to address the issue of job vacancies in local government, which adversely affects the delivery of public services and employee workload. Among other requirements, the bill mandates that public agencies present the status of vacancies and recruitment and retention efforts during a public hearing before the agency’s governing body at least once per fiscal year. The bill was enacted into law and is codified at Government Code section 3502.3. The new law was effective January 1, 2025. In compliance with the new legal obligations, the City of Redding (City) is required to 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)). MEETING DATE: June 17, 2025 ITEM NO. 6.2. FROM: ***APPROVED BY*** kkibler@cityofredding.org btippin@cityofredding.org SUBJECT: 6.2--Public Hearing to consider information on vacancies, recruitment and retention in accordance with Government Code Section 3502.3 (Assembly Bill 2561). Kari Kibler, Personnel Director Report to Redding City Council June 11, 2025 Re: 6.2--Public Hearing to consider Local Public Employees Vacant Postiions - AB 2561 Page 2 If the City adopts an annual or multiyear budget during the fiscal year, this presentation must occur prior to the adoption of the final budget for the City. (Gov. Code § 3502.3(a)(2).) 2. 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 11 bargaining units at the City. (Gov. Code § 3502.3(b).) 3. Additional Reporting for High Vacancy Rates: If vacancies within a single bargaining unit meet or exceed 20 percent of authorized full-time positions in that bargaining unit, upon request of the recognized employee organization for that bargaining unit, the City must provide additional information during the public hearing, including the following: (1) the total number of vacancies; (2) the number of applicants; (3) the average time to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit. (Gov. Code § 3502.3(c).) As of May 19, 2025, the citywide vacancy rate is 6.7%. The vacancy rates by organization as are follows: Vacancies Created Budgeted FTE’s Vacancy Rate (%) IAFF (Firefighters) 6 98 6.1% IBEW – Electric 1 55 1.8% IBEW - Maintenance 13 210 6.2% IBEW – Power Production 0 22 0.0% RIEO – Clerical, Technical, & Professional Unit 16 219 7.3% RIEO - Supervisory/ Confidential Unit 6 75 8.0% RPMA (Police Managers) 0 23 0.0% RPOA (Peace Officers) 7 90 7.8% RPOA – Miscellaneous 0 15 0.0% UPEC – Fire Management 1 7 14.3% UPEC – Technical Unit 5 38 13.2% Unrepresented (excluding City Council) 10 113 8.8% Since the start of 2025, Personnel has conducted 25 recruitments: 5 have been filled using existing eligibility lists/ongoing recruitments, 17 through new recruitments, and 3 through new internal only recruitments. Report to Redding City Council June 11, 2025 Re: 6.2--Public Hearing to consider Local Public Employees Vacant Postiions - AB 2561 Page 3 Environmental Review This is not a project defined under the California Environmental Quality Act, and no further action is required. Council Priority/City Manager Goals • Government of the 21st Century – “Be relevant and proactive to the opportunities and challenges of today’s residents and workforce. Anticipate the future to make better decision today.” Status of City Vacancies and Recruitment and Retention Efforts June 17, 2025 Kari Kibler, Personnel Director Hanna McMurtrey, Senior Personnel Analyst Agenda •Assembly Bill 2561 •City-Wide Overview •Workforce Information •Vacancy Information •Recruitment Information •Hiring Issues •Retention Information Workforce Services Rendered to Public by Budgeted/Authorized Workforce: •Public Safety –Police and Fire •Electricity •Safe drinking water •Wastewater and trash disposal •Building Permits •Park Maintenance •Recreational Programs for the Community •Housing Assistance Programs •Community Development City of Redding employees are critical to providing many valuable resources to our community. Key Takeaway Items Total Budgeted Full- Time Positions: 970 •Vacancy Rate = 6.7% •Average in 2025: 5.6% City-Wide Vacancy Information 2025 January February March April May (as of 5/19/2025) Vacancies Created 9 10 9 14 7 Vacancies Filled 2 5 15 2 1 Remaining Vacancies 48 53 47 59 65 Budgeted FTE’s 970 970 970 970 970 Vacancy Rate (%) 4.9%5.5%4.8%6.1%6.7% Vacancy Information by Bargaining Unit As of 5/19/2025 Vacancies Created Budgeted FTE’s Vacancy Rate (%) IAFF (Fire)6 98 6.1% IBEW –Electric 1 55 1.8% IBEW -Maintenance 13 210 6.2% IBEW –Power Production 0 22 0.0% RIEO –Clerical, Technical, & Professional Unit 16 219 7.3% RIEO -Supervisory/ Confidential Unit 6 75 8.0% RPMA (Police Management)0 23 0.0% RPOA (Police Officers)7 90 7.8% RPOA –Miscellaneous 0 15 0.00% UPEC –Fire Management 1 7 14.3% UPEC –Technical Unit 5 38 13.2% Unrepresented (Excluding City Council)10 113 8.8% Recruitment Information Recruitment/Hiring Process Step Description Vacancy Created Voluntary Separation, Retirement, Involuntary Separation, Internal Movement, Newly Budgeted Position Recruitment Requisition Hiring Manager submits requisition to fill vacancy, which requires approvals from Department Director, Personnel, City Manager and Finance Director to proceed Determine Recruitment Activity Type Utilize existing eligibility list/ongoing recruitment, pre-bid process, external and internal recruitment or recruit internal only Job Posting Advertise job opening and recruitment on websites and social media Application Screening Pass applicants that meet minimum qualifications Exam Written, practical exam or an oral board panel (or both) to assess qualifications for position to determine placement on eligibility list Selection Interview Hiring manager can select anyone on eligibility list for selection interview Conditional Job Offer Hiring manager makes conditional job offer conditioned on successful background check and pre- employment physical results to selected candidate Pre-Placement Process Selected candidates accepts conditional job offer; Personnel processes background check and physical results Job Placement Selected candidate passes background and physical; is given an employment start date and begins the onboard process Recruitment Information •Total # of Vacancies Filled During 2025: 25 (as of May 19, 2025) •# of Vacancies Filled by Existing Eligibility List/Ongoing Recruitment: 5 •Average # of Calendar Days to Fill Vacancies: 185 •# of Vacancies Filled by New External/Internal Recruitment: 17 •Average # of Calendar Days to Fill Vacancies: 124 •# of Vacancies Filled by New Internal Only Recruitment: 3 •Average # of Calendar Days to Fill Vacancies: 158 Hiring Issues -General •The City reviewed applicable policies, procedures, and recruitment activities to identify any potential obstacles in the City’s hiring process. •Personnel has identified the following potential obstacles: •Lack of funding for compensation and classification studies; •Rising benefit costs impacting benefit program offerings; •Outdated Personnel Manual and Personnel policies; and •Additional duties associated with implementation of Oracle system. •Personnel will make the following changes to address these obstacles: •Completion of compensation and classification studies in house, but this may detract from other recruitment activities; and •Review existing Personnel policies and commit to drafting 6 updates per year (subject to Meet and Confer process and City Council approval); and •Advocate for improved functionality in the Oracle system as well as continue to develop expertise within the department as well as City-wide by developing training materials and other resources. •Personnel will also continue to explore benefit enhancements which do not increase costs. Retention Information Retention Statistics: •Total # of Vacancies Created During 2025: 49 •# of Vacancies Created by Internal Promotion: 17 •# of Vacancies Created by Internal Transfer: 0 •%of Vacancies Resulting From Internal Opportunity: 35% •# of Vacancies Created by Retirement: 7 •# of Vacancies Created by Involuntary Separation: 8 •% of Vacancies Resulting From Attrition: 31% •# of Vacancies Created by Voluntary Separation: 15 •% of Vacancies Resulting From Turnover: 29% •Annual Staffing Turnover Rate: 5.05% Thank You! https://www.governmentjobs.com/careers/reddingca