Report Prepared by: Suzanne Fierro, Human Resources Manager
Title
SUBJECT: Public Hearing - Status of Vacancies and Recruitment Strategies for the City of Merced Pursuant to Assembly Bill 2561
REPORT IN BRIEF
Staff to Report on Status of Vacancies and Recruitment Strategies for the City of Merced Pursuant to Assembly Bill 2561.
RECOMMENDATION
City Council hold a public hearing to receive the report on the status of vacancies and recruitment strategies for the City of Merced pursuant to Assembly Bill 2561 and Government Code 3502.3.
Body
ALTERNATIVES
No Council motion or Approval is necessary for this item.
DISCUSSION
Background
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 once per fiscal year. The bill was enacted into law and is codified at Government Code section 3502.3.
In compliance with the legal obligations set forth under Government Code 3502.3, the City is required to do the following:
1. Public Hearing: At least once each fiscal year, at a public hearing before the governing body of the City of Merced (“City”), the City shall present information regarding the status of vacancies and recruitment and retention efforts and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process.
2. Employee Organization Participation: Allow employee organizations for each bargaining unit recognized by the City to make presentations during the public hearing at which the City presents on the status of vacancies and recruitment and retention efforts for positions within the bargaining unit.
3. Additional Reporting for High Vacancy Rates: If vacancies within a single bargaining unit meet or exceed twenty percent (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; (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.
The City’s employees are represented by five (5) employee organizations. The City also has three (3) different groups of unrepresented employees. On June 1, 2026, each recognized employee organization was provided with notice of a public hearing on this item. At each Union’s election, they will be provided with an opportunity to make a presentation to the City Council during the Jun 15, 2026 meeting in conjunction with Staff’s presentation. As of June 4, 2026, all employee units and groups have a vacancy rate less than twenty percent (20%).
For Fiscal Year (“FY”) 2025-2026, the City had a total of five hundred sixty-two (562) full-time positions. Part-time positions with variable hours are not counted towards the approved staffing list and are not subject to reporting under AB 2561.
Positions have become vacant throughout the fiscal year due to employee attrition which may include resignations, retirements, terminations, as well as movement due to promotions. The City’s Human Resources Department works diligently to fill vacant positions through ongoing recruitment efforts. This FY, the Department has facilitated fifty-seven (57) recruitments. To date the full-time employee count is five hundred twelve (512) with a citywide vacancy rate of eight and nine tenths’ percent (8.9%).
The following table summarizes the City’s vacancy rate by employee group as of June 4, 2026
|
Employee Organization/Group |
Approved Staffing |
Vacancies |
Vacancy Rate |
|
Merced Police Officers Association (MPOA) |
89 |
4 |
4.49% |
|
Non-Sworn Police (MPNS) |
40 |
4 |
10.00% |
|
Merced Firefighters' Local 1479 |
81 |
11 |
13.58% |
|
Merced Associate of City Employees (MACE) |
187 |
17 |
9.09% |
|
Merced City Employees Association (AFSCME) |
72 |
7 |
9.72% |
|
Merced Executive Unit |
12 |
1 |
8.33% |
|
Merced Public Safety Managers Unit |
12 |
0 |
0.00% |
|
Unrepresented Compensation Plan |
69 |
6 |
8.70% |
|
|
|
|
|
|
Total City-Wide |
562 |
50 |
8.90% |
The City has found that certain city classifications take longer to recruit than others. This could be due to a variety of factors, including compliance with labor laws, City policies, industry best practices, specialized minimal qualifications, a competitive private sector labor market, along with labor shortages. These issues are not exclusive to the City of Merced and are being experienced by many of our surrounding governmental agencies.
The City’s Human Resources Department works collaboratively with other City departments to fill vacancies as quickly as possible. Recruitment efforts include offering competitive salaries with the ability to adjust the compensation rate based upon experience. Other benefits include CalPERS retirement, medical insurance, dental, vision, paid holidays, vacation and sick leave, disability and life insurance, education pay, bilingual pay, and certificate pay. The City holds an annual Employee Service Awards ceremony where employees are recognized for their year of ongoing employment with the City.
The Human Resources Department evaluates recruitment and retention issues on an ongoing basis and employs efforts to enhance its sourcing, examination, selection and onboarding. City staff will continue to work on removing any obstacles in the hiring process to ensure the City continues to attract the highest quality candidates for it’s vacancies.