REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Travis Hopkins, City Manager
VIA: Marissa Sur, Director of Human Resources
PREPARED BY: Marissa Sur, Director of Human Resources
Subject:
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Status of City of Huntington Beach Vacancies and Recruitment and Retention Efforts Pursuant to Government Code Section 3502.3
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Statement of Issue:
California State Assembly Bill (AB) 2561 added Government Code §3502.3 to the Meyers-Millias-Brown Act (MMBA). The law requires public agencies to report on the status of vacancies in a public hearing before their governing body at least once per fiscal year and prior to the adoption of the budget. The law also provides employee organizations with the opportunity to present their views and, depending on the vacancy level, request additional information on vacancies within their bargaining unit.
Financial Impact:
Not Applicable
Recommended Action:
recommendation
A) Conduct a public hearing for comment on the City of Huntington Beach Vacancies and Recruitment and Retention Efforts; and
B) Receive and file this report.
end
Alternative Action(s):
Do not receive and file, and direct staff accordingly.
Analysis:
Effective January 1, 2025, the MMBA was amended to add Government Code §3502.3, which requires public agencies to hold a public hearing at least once per fiscal year to report on vacancy and recruitment and retention efforts. Additionally, the public hearing provides an opportunity to identify any policies, procedures and/or recruitment efforts which may create challenges in the City’s hiring process.
If the vacancy rate in any particular bargaining unit exceeds 20% of the total number of authorized full-time positions, the bargaining unit may request additional information which the City must provide, including the total number of job vacancies within the bargaining unit; the total number of applicants for the bargaining unit’s vacant positions; the average number of days to complete the hiring process once a position has been posted; what opportunities exist to improve compensation and other working conditions. Employee organizations are also permitted to make a presentation at the public hearing when the City makes its presentation.
The City has six full-time employee collective bargaining associations, one full-time employee union, and one non-represented full-time group. Based on the current data, the only group with a vacancy rate at or above 20% is non-represented (NA). The following is a chart detailing the vacancy rate by employee group:
The City offers competitive salary and benefits by way of the Memoranda of Understanding with each represented labor group. Additionally, the Human Resources Department collaborates with departments on recruitment needs and challenges and explores innovative ways to attract high quality candidates.
Environmental Status:
This action is not subject to the California Environmental Quality Act (CEQA) pursuant to Sections 15060(c)(2) (the activity will not result in a direct or reasonably foreseeable indirect physical change in the environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378) of the CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has no potential for resulting in physical change to the environment, directly or indirectly.
Strategic Plan Goal:
Non Applicable - Administrative Item
Attachment(s):
1. PowerPoint Presentation