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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 MEETING DATE: June 17, 2025 FROM: Kari Kibler, Personnel ITEIVI NO. 6.2. Director ***APPROVED BY*** � �, � � � �� , i�]�r,Persc�nnel I�irectc�r C�.t�r'2t?'�� rS' �P�ir�,C�i �� ° 6�'1 1,{'2{}?. 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 (Assembl Bi112561). 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. Alte�native Action The City Council could provide alternate direction staff, but the direction could not be less restrictive than the legal obligations. Backg�ound/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 l, 2025. In compliance with the new legal obligations, the City of Redding (City) is required to do the following: 1. Public Hearin�: 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)). 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. Em�lo. e��anization Partici�ation: 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 Reportin� for Hi�h Vacanc,y 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 Budgeted Vacancy Created FTE's 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—Miscelianeous 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 Prior�ity/City Manager� Goals • Government of the 215t Century — `Be relevant and proactive to the opportunities and challenges of today's residents and workforce. 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IAFF (Fire) 6 98 6.1 % IBEW - Electric 1 55 1 .8°l0 IBEW - Maintenance 13 210 6.2% IBEW -- Power Praductic�n Q 22 Q.0°Io 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 CJfficers} 7 90 7.8°/a RPOA — Miscellaneous 0 15 0.00% UPEC = Fire Management 1 7 14.3°Io UPEC — Technical Unit 5 38 13.2% ''Unrepresented (Excluding City Cauncil) 10 113 8.8°l0 � � � � � � � � Vacancy Created ' Voluntary Separation, Retirement, Involuntary Separation, internal Movement, Newly Budgeted Position Recruitment 'Requisitian Hiring Manager submits requisition to fill vacancy, which requires approuals from Department Director, Personnel, City Manager and Fir�ance Director to proceed Determine Recruitment Activity Type Utilize existing eligibility list/ongoing recruitment, pre-bid process, external and internal recruitment or recruit internal only Jab Posting ' Advertise job';opening and recruitrnent 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 Canditianal Job Of�er Hiring manager makes canditional job offer con�iti�ned on successful background check and pre- ' employrnent 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 �mplayment start dateii and begins ' the+onboard process • t I f C Ci i I I ri : (as of May 19, 2025) • f c ci ill y xi tin li i ility Li t/ i cr it t: • Average # of Calendar Days to Fill Vacancies: 185 • # af Vacancies Filled by New External/Internal Recruitmenfi: 17 • Average # of Galendar Days to Fill Vacancies: 124 • # af Vacancies Filled by New Internal CJnly Recruitmenfi: 3 • Average # of Calendar Days fio Fill Vacancies: 158 • ity r vi lic I lici s, r c ur , n r cr it nt cfiiviti fi i ntifiy ny fi nti I sfi cl in t ity' iri r e s . • ersannel has identifie t e follo in otential obstacles: • Lack of funding for compensation and classification studies; • isin enefit costs i actin benefit pro ra o erin s; • ut ated ersonnel anual an ersonnel policies; and • itional uties associate it im lementation of racle syste . • ersonnel will ake the follo in chan es to ad ress these o stacles: • Completion of compensation and classificatian studies in house, but this may detract from other recruitrnent activities; and • eview existin ersonnel policies an co it ta raftin updates er year (su ject to eet 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 s ity- i e by developin trainin aterials an ot er resources. � Personnel will also cantinue ta explore benefit enhancements which do nat increase costs. Retention Statistics: • Total # ofi Vacancies Created During 2025: 49 • # ofi Vacancies Created by Internal Promotion: 17 • # ofi Vacancies Created by Internal Transfier: 0 • % of Vacancies Resulting From Internal Opportunity: 35% • # ofi Vacancies Created by Retirement: 7 • # ofi Vacancies Created by Involuntary Separation: 8 • % ofi Vacancies Resulting From Attrition: 31 % • # ofi Vacancies Created by Voluntary Separation: 15 • % ofi Vacancies Resulting From Turnover: 29% • Annual Staffing Turnover Rate: 5.05% �' w �� w� � �.., ; ,� " �.. ' � % �w�� t,,��