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Home My WebLink About12 - Status of City of Newport Beach Vacancies and Retention Efforts for Fiscal Year 2025-26, Pursuant to Government Code Section 3502.3Q �EwPpRT CITY OF s NEWPORT BEACH `q44:09 City Council Staff Report February 10, 2026 Agenda Item No.12 TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL FROM: Jason AI -Imam, Adminstrative Services Director/Treasurer - 949- 644-3126, jalimam@newportbeachca.gov PREPARED BY: Sarah Rodriguez, Deputy Director of Human Resources - 949-644- 3301, srodriguez@newportbeachca.gov TITLE: Status of City of Newport Beach Vacancies and Retention Efforts for Fiscal Year 2025-26, Pursuant to Government Code Section 3502.3 ABSTRACT: Assembly Bill (AB) No. 2561, became effective January 1, 2025, and added Government Code Section 3502.3 to the Meyers-Milias-Brown Act (MMBA) and requires public agencies to report on job vacancies and recruitment efforts at least once per fiscal year, prior to the adoption of their budgets. The law provides employee organizations with the opportunity to present their views and, depending on vacancy levels, to request additional information related to vacancies within their bargaining units. AB 2561 is designed to help mitigate the negative effects that understaffing may have on the delivery of public services and 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 for Fiscal Year 2025-26, pursuant to Government Code Section 3502.3. DISCUSSION: The California Government Code requires the City of Newport Beach (City) 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 the City's 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. Status of City of Newport Beach Vacancies and Retention Efforts for Fiscal Year 2025- 26, Pursuant to Government Code Section 3502.3 February 10, 2026 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 (FTEfor FY'25'26) Positions Filled 93 Vacancies (#) 5 4 Vacancies (9fi) 5% City Employees Association 98 League Employees Association 106 102 4% Fire Association 125 123 2 2% Fire Management Association 6 6 0 0% Lifeguard Management Association 14 14 0 0% Police Association 199 190 9 5% Police Management Association 33 32 1 3% Professional and Technical Employees Association 91 88 3 3% Total 672 648 24 4% Unrepresented Group Budgeted Positions (FTE far FY '25226) Positions Filled Vacancies (#] Vacancies { ) Key & Management 107 94 13 12% 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. Status of City of Newport Beach Vacancies and Retention Efforts for Fiscal Year 2025- 26, Pursuant to Government Code Section 3502.3 February 10, 2026 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 Presentation AB 2561 PRESENTATION Status of City of Newport Beach Vacancies and Recruitment and Retention Efforts February 10, 2026 Full -Time Position Vacancy Bargaining Unit osi Budgeted Positions (FTE for osi Positions Filled Vacancies (#) o Vacancies (/o) City Employees Association 98 93 5 5% League Employees Association 106 102 4 4% Fire Association 125 123 2 2% Fire Management Association 6 6 0 0% Lifeguard Management Association 14 14 0 0% Police Association 199 190 9 5% Police Management Association 33 32 1 3% Professional and Technical Employees Association 91 88 3 3% Total 672 648 24 4% Unrepresented Group ns tio io Budgeted Positions Positions Filled Vacancies (#) o VacanciesFY (/o) (FTE for Key & Management 107 94 13 12% I, CITY OF NEWPORT BEACH Vacancy (Position Control) January 2026 Recruitment Highlights for Fiscal Year 2025-2026 • Online Job Interest Cards Received: 2,506 cards • Job Applications Received: 6,351 applications • Recruitments Opened: 52 recruitments • New Employees Hired: 58 employees • Promotions/Appointments: 48 employees I, CITY OF NEWPORT BEACH 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 (CalPERS), Retiree Health Savings (RHS) Plan 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 /1 'L. A 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 • 80 hours of telecommuting per year. Employees Association • Longevity pay up to 2%, based on years of full-time service. Employees League • The City contributes $25 per month to Deferred Compensation for eligible members. • The City matches Deferred Compensation contributions up to 1.5% of base salary for safety members in the 2%@50 or Fire Association/Fire Management 2.7@57 retirement benefit tiers. Association • Longevity pay up to 10% for safety members and up to 3.5% for non -safety members, based on years of service. • Longevity pay up to 2.5%, based on years of service. Lifeguard Management Association • The City provides $500 annually for full-time members for sun rotection materials. • The City contributes 2% of base salary to Deferred Compensation for all members. Police Association/ • Longevity pay up to 5% for non -safety Police Association Police Management Association members, based on years of full-time service. • Longevity pay up to 3% for Police Management Association members, based on continuous years of full-time service. CITY OF NEWPORT BEACH Refer to MOU for details.