HomeMy WebLinkAbout12 - Status of City of Newport Beach Vacancies and Retention Efforts Pursuant to Government Code Section 3502.3Q �EwPpRT
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FROM
CITY OF
NEWPORT BEACH
City Council Staff Report
May 13, 2025
Agenda Item No. 12
HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
Barbara J. Salvini, Human Resources Director - 949-644-3300,
bsalvini@newportbeachca.gov
PREPARED BY: Sarah Rodriguez, Human Resources Manager - 949-644-3301,
srodriguez@newportbeachca.gov
Status of City of Newport Beach Vacancies and Retention Efforts
TITLE: Pursuant to Government Code Section 3502.3
ABSTRACT:
Assembly Bill (AB) No. 2561 adds Government Code section 3502.3 to the Meyers-Milias-
Brown Act (MMBA), imposing new obligations on public agencies, requiring them to report
on their job vacancies and recruitment efforts at least once per fiscal year, prior to the
adoption of the budget. The law provides employee organizations with the opportunity to
present their views and, depending upon the vacancy level, request additional information
on vacancies within their bargaining units. AB 2561 is designed to help avoid the negative
effects understaffing has on the delivery of public services as well as on public employees.
RECOMMENDATIONS:
a) Determine this action is exempt from the California Environmental Quality Act (CEQA)
pursuant to Sections 15060(c)(2) and 15060(c)(3) of the CEQA Guidelines because
this action will not result in a physical change to the environment, directly or indirectly;
and
b) Receive and consider the Status of City of Newport Beach Vacancies and Retention
Efforts pursuant to Government Code Section 3502.3.
DISCUSSION:
Effective January 1, 2025, California Government Code requires the City of Newport
Beach to publicly report information regarding vacancy rates and recruitment and
retention efforts. This reporting must be done at least once a fiscal year, prior to budget
adoption. The presentation must include tracking vacancies and reporting on the City's
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. In those cases, the City should also identify
potential changes to alleviate any hiring obstacles.
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Status of City of Newport Beach Vacancies and Retention Efforts
Pursuant to Government Code Section 3502.3
May 13, 2025
Page 2
If the vacancy rate in a particular bargaining unit exceeds 20% of the total number of
authorized full-time positions, that bargaining unit's labor representative 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; and 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 seven full-time employee collective bargaining associations, one full-time
employee union, and one unrepresented full-time group (collectively referred to as units).
Based on the current data, none of the units has a vacancy rate exceeding 20% of the
total number of authorized full-time positions. The specific vacancy information is
contained in Table A:
Table A
Full -Time Position Vacancy
Bargaining Unit
Budgeted Positions
(FTE for FY '24-'25)
positions Filled
Vacancies (#)
Vacancies (%)
City Employees Association
Employees League
99 97
106 104
3
2
3%
2%
Fire Association
125 119
6
5%
Fire Management Association
4
4
0
0%
Lifeguard Management Association
11
11
0
0%
Police Association
199
189
10
5%
Police Management Association
33
33
0
0%
Professional and Technical
Employees Association
92
89
2
2%
Total
669
646
23
3%
Unrepresented Group
Budgeted Positions
(FTE for FY'24-'25)
Positions Filled
Vacancies (#)
Vacancies t%j
Key & Management
103 99
4
4%
FISCAL IMPACT:
There is no fiscal impact related to this item.
ENVIRONMENTAL REVIEW:
Staff recommends the City Council find 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.
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Status of City of Newport Beach Vacancies and Retention Efforts
Pursuant to Government Code Section 3502.3
May 13, 2025
Page 3
NOTICING:
The agenda item has been noticed according to the Brown Act (72 hours in advance of
the meeting at which the City Council considers the item).
ATTACHMENT:
Attachment A — Status of City of Newport Beach Vacancies and Recruitment and
Retention Efforts PowerPoint
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ATTACHMENT A
AB 2561 PRESENTATION
Status of City of Newport Beach Vacancies and
Recruitment and Retention Efforts
May 13, 2025
Full -Time Position Vacancy
Bargaining Unit
7
osi Budgeted Positions
(FTE for osi
Positions Filled
Vacancies (#)
Vacancies I(%)
City Employees Association
99
96
3
3%
League Employees Association
106
104
2
2%
Fire Association
125
119
6
5%
Fire Management Association
4
4
0
0%
Lifeguard Management Association
11
11
0
0%
Police Association
199
189
10
5%
Police Management Association
33
33
0
0%
Professional and Technical
Employees Association
92
90
2
2%
Total
669
646
23
3
Unrepresented Group
io
Budgeted Positions
ns tio
Positions Filled
Vacancies (#)
o
Vacancies (/)
(FTE for
Key & Management
103
99
4
4%
Iii
CITY OF
NEWPORT BEACH
Vacancy (Position Control) 1 st Quarter, 2025.
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Recruitment Highlights for Fiscal Year 2024-2025
• Online Job Interest Cards Received: 2,662 cards
• Job Applications Received: 6,581 applications
• Recruitments Opened: 48 recruitments
• New Employees Hired: 90 employees
• Promotions/Appointments: 47 employees
I,
CITY OF
NEWPORT BEACH
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MA City Competitive Benefits
Work Schedules Offered
5/40, 9/80, 4/10
Salary Adjustments
Cost of living salary increases (*MOU Driven)
Retirement Benefits
California Public Employees Retirement System (CaIPERS),
Retiree Health Savings (RHS) Plan, Laborer's International Union
of North America LIUNA
Deferred Compensation (457 Plan)
Optional participation. City -Paid contributions (*MOU driven)
Paid Time Off
Flex leave program
Paid Holidays
12 observed holidays and one floating holiday annually
Medical Plans
12 medical plan options including dental & vision plans
Cafeteria Plan
Medical plan participants receive a monthly cafeteria allowance
Medical Opt -Out
Eligible employees may receive a opt -out cafeteria allowance
Bereavement Leave
40 hours of paid leave
Life Insurance
City -paid policy up to $50,000 in coverage
Disability Insurance
City -paid benefit
Employee Assistance Program (EAP)
City -paid benefit
Tuition Reimbursement
Up to $2,000 per fiscal year
/1
Benefits may slightly differ per BU, refer to MOU.
CITY OF
NEWPORT BEACH 4
12-7
/1
Bargaining Unit Competitive Benefits
City Employees Association
The City matches Deferred Compensation contributions up to a
maximum of $30 per month. Additional City matching based on
years of service.
Professional and Technical
Employees Association
80 hours of telecommuting per year.
Employees League
The City contributes $25 per month to Deferred Compensation for
eligible members.
Fire Association/Fire Management
The City matches Deferred Compensation contributions up to 1.5%
Association
of base salary for safety members in the 2%@50 or 2.7@57
retirement benefit tiers.
Police Association/
The City contributes 2% of base salary to Deferred Compensation
Police Management Association
for all members.
Refer to MOU for details.
CITY OF
NEWPORT BEACH
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