Title
Compliance with Assembly Bill 2561/Government Code § 3502.3 Regarding Vacancies and Recruitment and Retention Efforts [Published 01/30/2026]
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FileID
File ID: 2025-01861
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Location
Location: Citywide
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Recommendation
Recommendation: Conduct a public hearing on the City of Sacramento Workforce Recruitment, Retention, and Vacancy Trends presentation and review, comment, and provide direction.
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Contact
Contact: Ebony Heaven, Human Resources Manager, (916) 808-7984, eheaven@cityofsacramento.org, Department of Human Resources
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Presenter
Presenter: Ebony Heaven, Human Resources Manager, (916) 808-7984, eheaven@cityofsacramento.org, Department of Human Resources
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Attachments
Attachments:
1-Description/Analysis
2-Recruitment, Retention, and Vacancy Efforts Pursuant to AB 2561
3-L522 Vacancy Presentation
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Description/Analysis
IssueDetail
Issue Detail: Assembly Bill 2561 (AB 2561), codified in Government Code § 3502.3, was signed into law by Governor Newsom in 2024 and became effective January 1, 2025. The law requires agencies to hold a public hearing to present the status of job vacancies prior to the adoption of the final budget. During the public hearing, the City must present information on the status of vacancies and the City’s recruitment and retention efforts. Under this law, agencies are also required to identify hiring challenges and any barriers that may impact staffing levels. The law also requires the City allow any recognized employee organization to make a presentation at the time this presentation is made by the City. Finally, when vacancy rates within a bargaining unit reach or exceed a 20% threshold, agencies are required, upon the request of the recognized employee organization, to provide enhanced vacancy, applicant, and hiring information, as well as opportunities to improve compensation and other working conditions. Four City bargaining units met or exceeded this threshold, but none requested the City present the enhanced information.
This presentation provides an overview of the City's workforce vacancy rates and strategies to recruit and retain employees. The information and data presented are based on data available from January 1, 2025 through November 3, 2025.
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PolicyConsiderations
Policy Considerations: Under AB 2561, the City must not only report its vacancy rates and hiring strategies but also highlight any existing policies or practices that could be contributing to staffing challenges and identify them as areas for potential policy change or review.
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EconomicImpacts
Economic Impacts: None.
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EnvironmentalConsiderations
Environmental Considerations:
California Environmental Quality Act (CEQA): This action is not a project that is subject to CEQA because it is an organizational or administrative activity that will not result in direct or indirect physical changes in the environment. (CEQA Guidelines §15378(b)(5)).
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Sustainability
Sustainability: Not applicable.
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Commission/Committee Action
Commission/Committee Action: Not applicable.
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RationaleforRecommendation
Rationale for Recommendation: The Department of Human Resources is responsible for administering and reporting on recruitment, retention, and vacancy-related activities. Providing this information is essential to identifying challenges, planning targeted strategies, and implementing initiatives to strengthen the City's workforce. Transparent reporting supports compliance with AB 2561 and informs efforts to improve staffing levels, enhance employee retention, and address potential hiring policy barriers.
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FinancialConsiderations
Financial Considerations: Not applicable.
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LocalBusinessEnterprise
Local Business Enterprise (LBE): Not applicable.
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