MEETING DATE:
JUNE 10, 2025
SUBJECT:
Title
PUBLIC HEARING PURSUANT TO ASSEMBLY BILL 2561 TO REPORT ON VACANCIES, RECRUITMENT, AND RETENTION EFFORTS AT THE CITY OF SAN MARCOS
Body
Recommendation
Recommendation
Receive informational report pursuant to Assembly Bill 2561 (AB2561) regarding vacancies, recruitment, and retention activities at the City of San Marcos.
Body
Board or Commission Action
Not applicable
Relevant Council Strategic Theme
Good Governance
Executive Summary
Effective January 1, 2025, Assembly Bill 2561 requires public agencies to annually present workforce data, including information on vacancies, recruitment, and retention, during a public hearing before the governing board.
Discussion
Pursuant to AB2561, public agencies must present vacancy data annually during a public
hearing. The City of San Marcos currently has the following number of vacancies among full-time employees in the following groups:
• San Marcos Classified Miscellaneous Employees' Association (SMCMEA): 5 vacancies
• San Marcos Professional Firefighters’ Association (SMPFFA): 3 vacancies
• San Marcos Supervisors’ Association (SMSA): 4 vacancies
• Unrepresented: 4 vacancies
Based on the total authorized full-time positions in each employee association, the current vacancy rates are:
• SMCMEA: 7.69%
• SMPFA: 5%
• SMSA: 19.05%
• Unrepresented: 3.74%
These vacancy rates do not currently trigger the 20% threshold requiring additional reporting to employee organizations, but staff continues to monitor vacancies closely.
To support recruitment and retention efforts, the City has implemented a number of strategies. These include using professional job boards and social media platforms to increase candidate outreach, conducting market research to maintain competitive salaries and benefits, offering professional development opportunities for employees citywide, creating promotional opportunities to encourage internal advancement, and maintaining an employee referral incentive program to attract quality applicants through existing staff.
These efforts align with the City’s goals of attracting qualified candidates and retaining top talent to deliver high-quality public services.
Environmental Review
Not applicable
Fiscal Impact
There is no direct fiscal impact associated with the acceptance of this report.
Attachment(s)
Not applicable
Prepared by: Stacy Armacost, HR/Risk Manager
Submitted by: Stacy Armacost, HR/Risk Manager
Reviewed by: Janelle Laughlin, Administrative Services Director
Approved by: Michelle Bender, City Manager