TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Assembly Bill (AB) 2561 - Annual Public Hearing on City of Chino Job Vacancies and Recruitment and Retention Efforts.
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RECOMMENDATION
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Conduct a Public Hearing required by Assembly Bill (AB) 2561 and receive an informational presentation pertaining to City of Chino job vacancies and recruitment and retention efforts.
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FISCAL IMPACT
There is no fiscal impact.
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
• Positive City Image
• Superior Customer Service
• Responsible Long-Range Planning
• Exemplary Leadership
• Public Service Excellence through Internal and External Partnerships
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BACKGROUND
On September 22, 2024, Assembly Bill (AB) 2561 was signed into law, which became effective on January 1, 2025, under California Government Code Section 3502.3. This new law amends the Meyers-Milias-Brown Act (MMBA), which establishes collective bargaining rights for local government employees. The primary objective of Government Code Section 3502.3 is to address vacancy rates within local public agencies, including the City of Chino, by enhancing transparency and accountability in recruitment and retention efforts.
ISSUES/ANALYSIS
Under Government Code Section 3502.3, the City must hold at least one public hearing per fiscal year to present the status of vacancies and recruitment and retention efforts prior to the adoption of the final budget. In addition, recognized employee organizations are entitled to make their own presentation during the public hearing.
If the total number of full-time authorized positions within a bargaining unit exceeds 20%, the City must also provide the following information upon request to the recognized employee organization: 1) total number of vacancies within the bargaining unit; 2) total number of applications for vacant positions; 3) average number of days to complete the hiring process; and 4) opportunities to improve compensation and working conditions.
As of May 2025, no employee groups in the City have a vacancy rate that exceeds 20%.
In accordance with Government Code Section 3502.3, the Human Resources/Risk Management Department has implemented a range of proactive measures to enhance recruitment and retention strategies. Outreach efforts have been expanded through active participation in job fairs and targeted job advertisements on social media and professional organizations. The recruitment process has also been streamlined, thereby reducing the time it takes to hire and onboard new employees. As a result of these coordinated efforts, 45 full-time employees were newly hired or promoted during FY24-25.
To support employee retention, the City has implemented a range of internal training programs and professional development pathways designed to promote career growth from within and reduce turnover. These initiatives include customer service training and a Leadership Academy focused on developing future leaders from the existing workforce. Additionally, the City offers a Tuition Advancement Program to help employees further their education and skill development. To strengthen recruitment and retention in critical areas, particularly public safety, the City has also introduced targeted hiring incentives, including a sick leave hiring incentive and hiring bonuses.
Attachment: City of Chino Vacancy Rates