CC - Item 4C - Presentation - AB 2561 Vacancy Recruitment and RetentionCity of Rosemead
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•Assembly Bill 2561 was approved on September 22, 2024.
•Assembly Bill 2561 requires public agencies to hold a public hearing at
least once per fiscal year, and before budget adoption, on vacancies and
recruitment/retention efforts.
•The specific requirements are as follows:
•Public hearing update on vacancies and recruitment/retention efforts annually
before budget approval.
•Identification of needed changes to hiring-related policies/procedures.
•Recognized employee organizations allowed to present during the hearing for
their bargaining units.
•If vacancies in a bargaining unit reach 20% or more, and requested by the
employee organization, the presentation must include vacancy totals,
applicant numbers, average hiring time, and suggestions to improve pay
and working conditions.
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Bargaining Group Represented Classifications
Rosemead Employee Association
(REA) AFSCME Local 321
Accounting Specialist, Admin
Assistant, Assistant Planner,
Building Inspector, Code
Enforcement Officer, Facilities
Technician, Maintenance Worker,
Plan Checker, Permit Technician,
Public Works Inspector,
Recreation Coordinator
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Unrepresented Groups Represented Classifications
Middle Management,
Professional, and Confidential
Managers, Supervisors,
Engineers, Analysts, Deputy
Directors, Deputy City Clerk,
Senior Code Enforcement Officer,
Administrative Specialist,
Accountant
Executive Management City Manager, City Clerk,
Directors
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Unit/Group Budgeted
FTE
Filled
FTE
Vacancy
Rate
Rosemead Employee Association
(REA) AFSCME Local 321
37 5 13.5%
Unrepresented Executive
Management*
7 0 0.0%
Unrepresented Middle
Management, Professional &
Confidential
29 2 6.9%
TOTAL 73 7 9.6%
*Includes the appointed positions of City Manager and City Clerk
No group meets/exceeds 20% vacancy threshold.
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Recruitment:
•Jobs posted on
GovernmentJobs.com,
LinkedIn, social media, and
industry-specific sites.
•Recruitment firm hired for
executive and hard-to-fill
roles.
•Additional specialized
outreach for Public Safety
Director and other key roles.
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Recruitment & Retention
Efforts:
•Conducted a Comprehensive
Salary Survey.
•Adjusted below-market
salaries to align with market
to enhance competitiveness.
•Competitive employee
benefits package.
•Employee recognition and
rewards programs.
•Tuition reimbursement
program.
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•The City’s single bargaining group Rosemead Employee Association has a
vacancy rate of 13.5%, which did not meet the 20% threshold which would
have led to additional reporting obligations.
•Total vacancy rate for all groups equated to 9.6%.
•The City has implemented a comprehensive recruitment process and
proactive measures to enhance employee retention
•Recent actions aimed at aligning below-market salaries with prevailing
market wages improves employee retention and recruitment.
•No recommended changes to policies and procedures.
Receive and File
AB 2561 Report
AB 2561 Vacancy Rates Public Hearing
AB 2561 Vacancy Rates Public Hearing