City Council Agenda
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Memo to: |
Manteca City Council |
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From: |
Stephanie Van Steyn, Director of Human Resources |
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Date: |
June 2, 2026 |
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Subject: |
Compliance with Assembly Bill 2561/Government Code Section 3502.3 Regarding Vacancies, Recruitment and Retention Efforts |
Recommendation:
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Adopt a Resolution Approving information presented during a public hearing regarding City vacancies, recruitment and retention efforts.
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Background:
AB 2561 requires public agencies to hold at least one (1) public hearing per fiscal year to discuss vacancies, recruitment and retention efforts. This communication is for informational purposes only regarding the status of the City’s vacancies, recruitment and retention efforts.
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 conduct a public hearing to present the status of vacancies, recruitment, and retention efforts during a public hearing before the agency’s governing body at least once per fiscal year prior to the adoption of the next fiscal year’s budget and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process. The bill was enacted into law and is codified as Government Code section 3502.3, effective January 1, 2025.
In compliance with the new legal obligations, the City is required to do the following:
1. Public Hearing - Report on Vacancies: Below is a table showing vacancy rates by department, in comparison to last year’s report:
|
Department |
# Vacancies as of May 2025 |
May 2025 Vacancy Rate |
FTEs FY 25/26 Budget |
# Vacancies as of May 2026 |
May 2026 Vacancy Rate |
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City Manager's Office |
2 |
33% |
7 |
2 |
28.6% |
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City Attorney's Office |
0 |
0% |
4 |
2 |
50% |
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City Clerk/Legislative Services |
0 |
0% |
3 |
0 |
0% |
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Development Services |
1 |
4% |
23 |
3 |
13% |
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Engineering |
2 |
8% |
24 |
4 |
16.7% |
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Finance |
1 |
5% |
21 |
2 |
9.5% |
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Fire |
1 |
2% |
65 |
1 |
1.5% |
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Human Resources |
0 |
0% |
10 |
0 |
0% |
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Information Technology |
2 |
15% |
13 |
2 |
15.4% |
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Police |
2 |
2% |
124 |
2 |
1.6% |
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Parks, Recreation & Transit |
0 |
0% |
48 |
5 |
10.4% |
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Parks |
5 |
13% |
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2 |
10.4% |
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Facilities |
2 |
22% |
9 |
2 |
22.2% |
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Fleet/Vehicle Maint. |
0 |
0% |
9 |
1 |
11.1% |
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Sewer |
2 |
5% |
41 |
2 |
4.9% |
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Solid Waste |
2 |
4% |
49 |
0 |
0% |
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Streets |
2 |
13% |
17 |
3 |
17.6% |
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Water |
1 |
4% |
29 |
1 |
3.4% |
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TOTAL CITYWIDE: |
25 |
5% |
496 |
32 |
6.5% |
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. The Human Resources Department notified the seven (7) bargaining units at the City of the opportunity to present. (Government Code Section 3502.3 (b).)
3. Additional Reporting for High Vacancy Rates: If vacancies within a single bargaining unit meet or exceed 20% 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 within the bargaining unit; (2) the number of applicants; (3) the average number of days to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit. (Government Code Section 3502.3(c).)
For the Fiscal Year 2025/26, within the City’s bargaining units with recognized employee organizations, they were all under the 20% vacancy rate, which is summarized below:
|
Bargaining Unit |
# Current Members |
Total Covered Positions |
Vacancies as of May 2026 |
Turnover Percentage |
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TSS |
73 |
75 |
2 |
2.67% |
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General Services/OE3 |
143 |
156 |
13 |
8.33% |
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Mid-Manager Association* |
44 |
54 |
10 |
18.52% |
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MPEA |
34 |
35 |
1 |
2.86% |
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MPOA |
78 |
79 |
1 |
1.27% |
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MPSMA |
9 |
9 |
0 |
0.00% |
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Fire Unit |
54 |
54 |
0 |
0.00% |
*Two (2) vacancies in MMA are due to 2 recent promotions of individuals to Director positions.
Recruitment and Retention - Fiscal Year 2025/26
During Fiscal Year 2025/26, the City launched 42 requisitions for job openings. The Human Resources Department processed 33 internal job promotions, which contributed to the overall vacancies. A net of eight (8) additional vacancies were approved in the Fiscal Year 2025/26 budget which were filled during the year; an additional two (2) positions were approved due to the Public Works re-organization; an additional nine (9) Fire Safety Personnel were approved by Council; and three (3) Police Officer overfill positions were also approved.
19 employees received flexible staffing reclassifications into higher-level positions (e.g. Solid Waste Equipment Operator I to II), due to attaining a certain level of skills, experience and/or certifications.
Eleven individuals were also reclassified or promoted pursuant to reclassification studies, department re-organizations, and through the Fiscal Year 2025-26 budget appropriation process.
The Flexible Staffing and reclassification provisions under the City’s Rules and Regulations, and bargaining unit memorandums of understanding provide a valuable retention tool and allow for upward mobility for employees.
The City also contracted with Gallagher to conduct a Classification and Compensation Study which was completed in March 2026. Reclassifications are also recommended for certain personnel from that study; however, no changes have been implemented yet due to ongoing negotiations with the bargaining units.
Fiscal Impact:
There is no fiscal impact with regards to this information.
Documents Attached:
1. Attachment 1 - Resolution
2. Attachment 2 - Power Point Presentation