CC - Item 3A - Public Hearing - Status of Vacant Positions Per AB 2561 - Local Public EmployeesROSEMEAD CITY COUNCIL
STAFF REPORT
TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: BEN KIM, CITY MANAGER
DATE: MAY 26, 2026
SUBJECT: STATUS OF VACANT POSITIONS PER AB 2561 — LOCAL PUBLIC
EMPLOYEES: VACANT POSITIONS
SUMMARY
California State Assembly Bill (AB) 2561 was approved on September 22, 2024, and requires
the public agencies to present the status of vacancies, and recruitment and retention efforts
during a public hearing at least once per fiscal year before adoption of the annual budget. Staff
is presenting this report to the City Council as required by AB 2561.
BACKGROUND
AB 2561 (Attachment A) imposed three requirements as follows:
1. At least once each fiscal year, and before the budget approval, the Council receives an
update on the status of vacancies and recruitment and retention efforts at a public hearing;
2. During the hearing, identify any necessary changes to policies, procedures, and
recruitment activities that may lead to obstacles in the hiring process; and
3. Allow the recognized employee organization for a bargaining unit to make a presentation
at the public hearing for positions within that bargaining unit.
If the number of job vacancies within a single bargaining unit meets or exceeds 20
percent of the total number of authorized full-time positions, the update, upon request of
the recognized employee organization, includes information on:
(a) the total number of job vacancies within the bargaining unit;
(b) the total number of applicants for vacant positions within the bargaining unit;
(c) the average number of days to complete the hiring process from when a position is
posted; and
(d) opportunities to improve compensation and other working conditions.
AGENDA ITEM 3.A
City Council Meeting
May 26, 2026
Page 2 of 3
Status of Vacancies
As of May 1", 2026, there are no bargaining units with a vacancy rate exceeding 20%, therefore
the four requirements of the above are not required.
Bargaining Unit
Budget
Vacant
Vacancy Rate
Positions
Positions
as of
05/01/2026
Unrepresented Executive Management*
7
0
0.0%
Unrepresented Middle Management
8
0
0.0%
Rosemead Employee Association, AFSCME Local
19
1
5.3%
321 -Professional and Confidential Employees
Rosemead Employee Association, AFSCME Local
33
2
6.1%
321 -General Service Employees
*Includes the appointed positions of City Manager and City Clerk
The overall vacancy rate for full-time positions relating to all bargaining units amounts to 4.5%.
Recruitment and Retention Efforts
To maximize outreach and attract qualified applicants, the City posts job openings across a
variety of platforms. Human Resources regularly advertises positions on GovernrnentJobs.com,
LinkedIn, and the City's social media channels, including Facebook, Twitter, and Instagram. For
specialized roles, we also target industry -specific platforms. For example, the recruitment for the
Associate Planner position included postings on the American Planning Association and The
Western Planner.
Our retention efforts include competitive employee benefits package, employee engagement
events and implementing programs such as employee recognition, years of service recognition,
and the employee holiday event. We also support professional development through training,
conferences, and webinars, and offer a comprehensive Wellness Program, Employee Assistance
Program, a tuition reimbursement program, and regular performance reviews.
Recruitment and Retention Challenges
Challenges related to recruitment have stemmed from some compensation factors but have
improved from previous years. Retention challenges stemmed from lack of promotional
opportunities, compensation (outside offers), and conflicts in the office space with coworkers.
City Council Meeting
May 26, 2026
Page 3 of 3
STAFF RECOMMENDATION
1. Receive the informational report on City of Rosemead Vacancies, and Recruitment and
Retention Efforts Pursuant to Government Code Section 3502.3.
2. Provide additional direction(s) to staff if needed.
FISCAL IMPACT
This public hearing is held for information purposes.
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process. A notice of Public
Hearing was published on May 14, 2026, in the Rosemead Reader publication.
ENVIRONMENTAL REVIEW
The action being considered does not constitute a "project' with the meaning of the California
Environmental Quality Act ("CEQA") pursuant to CEQA Guidelines section 15378(b)(5) in that
is an administrative activity that will not result in a potentially significant impact to the
environment.
Prepared by:
7
'Alicia C. Ramirez
Human Resources Manager
Attachments:
Attachment A: Presentation Slides -Vacancy Status and Recruitment Strategies Per AB 2561
Attachment A
Vacancy Status and Recruitment Strategies
Per AB 2561
AB2561 Vacancy Rates Public Hearing
City of Rosemead
May 26, 2026
2
•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.
3
Bargaining Groups Represented Classifications
Rosemead Employee Association
(REA) AFSCME Local 321- General
Services Employees
Accounting Specialist, Admin Assistant,
Assistant Planner, Building Inspector,
Code Enforcement Officer, Facilities
Technician, Maintenance Worker, Plan
Checker, Permit Technician, Public
Works Inspector, Recreation
Coordinator, Senior Accounting
Specialist
Rosemead Employee Association
(REA) AFSCME Local 321-
Professional and Confidential
Employees
Accountant, Administrative Analyst,
Administrative Specialist, Associate
Engineer, Associate Planner, Deputy City
Clerk, Executive Assistant to the City
Manager, Human Resources Analyst,
Management Analyst, Public Safety
Supervisor, Recreation Supervisor,
Senior Code Enforcement Officer, Senior
Management Analyst, Senior Planner
4
Unrepresented Groups Represented Classifications
Middle Management
Administrative Services Manager, City
Engineer, Finance Manager, Human
Resources Manager, Planning and
Economic Development Manager, Public
Safety Manager, Public Works Manager,
Public Works Fiscal and Project Manager
Executive Management City Manager, City Clerk, Directors
5
*Includes the appointed positions of City Manager and City Clerk
No group meets/exceeds 20% vacancy threshold.
Unit/Group Budgeted
FTE
Unfilled
FTE
Vacancy
Rate
Rosemead Employee Association (REA)
AFSCME Local 321- General Service
Employees
33 2 6.1%
REA AFSCME Local 321- Professional and
Confidential Employees
19 1 5.3%
Unrepresented Executive Management*7 0 0.0%
Unrepresented Middle Management 8 0 0.0%
TOTAL 67 3 4.5%
6
Recruitment:
•Jobs posted on
GovernmentJobs.com,
LinkedIn, social media, and
industry-specific sites.
•Additional specialized
outreach for Assistant
Planner and other key roles.
7
Recruitment & Retention
Efforts:
•Competitive employee
benefits package.
•Employee engagement
events.
•Employee recognition
and rewards programs.
•Tuition reimbursement
program.
•Employee Assistance
Program.
•Regular performance reviews
8
•The City’s Rosemead Employee Association bargaining groups have a
combined vacancy rate of 4.5%, which did not meet the 20% threshold
which would have led to additional reporting obligations.
•Total vacancy rate for all groups equated to 4.5%.
•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 is improving employee retention and recruitment.
•No recommended changes to policies and procedures.
AB2561 Vacancy Rates Public Hearing
Receive and File
AB 2561 Report
AB2561 Vacancy Rates Public Hearing