HomeMy WebLinkAboutAB 2561 Vacancy Public Hearing and Reporting PolicyCITY OF AZUSA
ADMINISTRATIVE POLICY
AB 2561 PUBLIC HEARING AND VACANCY
REPORTING POLICY
I.PURPOSE
This policy establishes the framework and requirements for holding public hearings and
reporting on City of Azusa (City)'s workforce vacancies, recruitment, and retention efforts
in compliance with Assembly Bill (“AB”) 2561. (Gov. Code § 3502.3.) The purpose is to
ensure transparency, accountability, and responsiveness to community needs regarding
the City's staffing and employment practices.
II.POLICY SCOPE
This policy applies to the City, the City’s management team, and the City Council.
III.DEFINITIONS
A.Public Hearing: A formal meeting that is open to the public, where the City’s
representatives present information and accept public comments on specific
topics, as required by law.
B.Vacancies: Unfilled positions within the City’s workforce that require recruitment
efforts to be adequately staffed.
C.Recruitment: The process of attracting, screening, and selecting qualified
candidates for employment with the City.
D.Retention: Efforts to maintain a stable and satisfied workforce by addressing the
factors that contribute to stability in the workforce.
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IV. POLICY STATEMENT
In accordance with AB 2561 (Gov. Code § 3502.3), the City is committed to holding
a public hearing on its vacancies, the City’s recruitment, and retention efforts and any
issues with the City’s policies, procedures, and recruitment activities that may lead to
obstacles in the hiring process.
The City will hold a public hearing at least once each fiscal year and provide reports
on vacancies, recruitment, and retention efforts.
V. POLICY PROVISIONS
1. Public Hearing Requirements
The City shall conduct public hearings at least on an annual basis (once each fiscal
year), prior to the annual budget adoption, to present information on vacancies,
recruitment and retention efforts and issues with the policies, procedures, and
recruitment activities that may lead to obstacles in the hiring process.
Public hearings shall be announced in advance and provide an opportunity for
members of the public to make comments.
Recognized employee organizations shall have the right to present information,
concerns, and recommendations at the public hearing.
Separate public hearings may be scheduled to address individual bargaining units or
bargaining unit groupings.
The City Council shall ensure that each public hearing is adequately documented, with
minutes and recordings made publicly available within a reasonable timeframe,
typically within 45-60 days of the hearing (in accordance with the normal schedule for
approving City Council Meeting Minutes).
2. Reporting Requirements
The City shall present information on the following at the public hearing :
1) The status of vacancies at the City, including vacancy rates as of February 1
of each year.
2) Information on the City's recruitment and retention efforts.
.
3) Identification of any obstacles in the City's policies, procedures, and
recruitment activities that may create challenges in the hiring process.
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If the City prepares a report that includes the information described above, the City
may elect to make the report available to the public via the City's official website or in
print form prior to each public hearing.
3. Special Reporting Requirements for High Vacancy Rates
If the number of job vacancies within a single bargaining unit meets or exceeds 20%
of the total number of authorized (budgeted) full-time positions (measured as of
February 1 of each year), the City shall, upon request of the recognized employee
organization, include the following information during the public hearing:
1) The total number of job vacancies within the bargaining unit.
2) The total number of applicants for vacant positions within the bargaining unit.
3) The average number of days to complete the hiring process from when a
position is posted.
4) Opportunities to improve compensation and other working conditions.
4. Responsibilities
City Council: The City Council is responsible for overseeing compliance with this policy
and ensuring public hearings and reports meet the requirements outlined in AB 2561.
The City’s Management Team: The City’s Management Team shall coordinate with
the Human Resources department to gather the necessary data and ensure accurate
reporting.
Human Resources: Human Resources is responsible for compiling vacancy,
recruitment, and retention data, and preparing reports in collaboration with the City’s
Management Team.
5. Monitoring and Review
The City Council shall review the effectiveness of this policy on an annual basis and
make revisions as necessary to ensure ongoing compliance with AB 2561 and
alignment with best practices in public transparency.
6. Compliance and Enforcement
The City will maintain records of all public hearings, reports, and related documents
for a minimum of the current year plus two years, in compliance with the City’s public
records retention requirements.
REQUEST FOR INFORMATION REGARDING AB 2561
*TO BE FILLED OUT BY UNION REPRESENTATIVES
NAME OF EMPLOYEE ORGANIZATION/UNION
NAME OF REPRESENTATIVE
DATE OF REQUESTED CITY COUNCIL MEETING WORK TELEPHONE NUMBER/EMAIL
ADDITIONAL INFORMATION REQUESTED (PLEASE SEE ATTACHED FOR EXAMPLES):
SIGNATURE DATE