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ITEM: |
PUBLIC
HEARING |
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17. |
HOLD
A PUBLIC HEARING ON ANNUAL STATUS OF VACANCIES, RECRUITMENT, AND RETENTION
EFFORTS PURSUANT TO GOVERNMENT CODE SECTION 3502.3 |
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Meeting
Date: |
May 19, 2025 |
Budgeted: |
N/A |
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From: |
David J.
Stoldt, General
Manager |
Program/ Line Item No.: |
N/A |
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Prepared
By: |
Sara Reyes |
Cost Estimate: |
N/A |
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General Counsel Review: Yes |
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Committee Recommendation: N/A |
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CEQA Compliance: This action
does not constitute a project as defined by the California Environmental
Quality Act Guidelines Section 15378. |
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SUMMARY: Governor Newsom signed Assembly Bill 2561 (AB 2561)
into law on September 22, 2024, amending the Meyers-Milias-Brown Act (MMBA). AB
2561 added California Government Code Section 3502.3, which requires public
agencies to hold a public hearing at least once per fiscal year to report on vacancy
rates, recruitment status, and retention efforts.
During
the hearing, the agency must identify any necessary changes to policies,
procedures, or recruitment activities that may be creating obstacles in the
hiring process. Recognized employee organizations (unions) are entitled to make
a presentation at the hearing.
Additionally,
if vacancies within a single bargaining unit meet or exceed 20% of the
authorized full-time positions, the agency must—upon request of the recognized
employee organization—provide additional information during the hearing.
Visit
the California Public Employment Relations Board for more information.
LEGISLATIVE
BACKGROUND: As noted in Assembly Bill
2561 (AB 2561), the Legislature recognized a statewide interest in ensuring
that public agency operations are adequately staffed and that high vacancy
rates do not undermine public employee labor relations. A copy of the law is attached
to this report. AB 2561 adds the
following section to the Government Code Section 3502.3:
(a) (1)
A public agency shall present the status of vacancies and recruitment and
retention efforts during a public hearing before the governing board at least
once per fiscal year.
(2)
If the governing board
will be adopting an annual or multiyear budget during the fiscal year,
the
presentation shall occur prior to the adoption of the final budget.
(3)
During the hearing,
the agency shall identify any necessary changes to policies, procedures, and
recruitment activities that may be creating obstacles in the hiring process.
(b) The
recognized employee organizations for a bargaining unit are entitled to make a
presentation at the public hearing where the agency presents vacancy and
recruitment information for positions within that unit.
(c)
If the number of job
vacancies within a single bargaining unit meets or exceeds 20 percent of the
total number authorized full-time positions, the agency shall, upon the request
of the recognized employee organization, include all of the following information
during the public hearing:
(d)
This section does not
prevent the governing board from holding additional public hearings on
vacancies.
(e)
Should any provision
of this section be deemed invalid, the remaining provisions shall continue in
full force and effect.
(f)
For purposes of this
section, “recognized employee organization” has the same meaning as defined in
Government Code Section 3501(a).
The
full text of AB 2561 can be viewed on the California Legislative Information website.
STATUS
AT MPWMD: The Monterey Peninsula Water Management
District (MPWMD) has 26 full-time positions budgeted, with one (1) vacancy as
of April 15, 2025, which is approximately a 3.8% vacancy rate. However, this position is currently in the
recruitment process. Attached is a table
summarizing the total budgeted positions in each bargaining unit and the
percentage of total vacancies. The
General Staff Bargaining Unit is the only bargaining group with vacancies; however,
it does not exceed the 20% vacancy threshold.
The
MPWMD has historically maintained a stable workforce with minimal turnover. However, in the past two years, MPWMD has
experienced an increase in retirements among long-term employees.
MPWMD
currently posts job announcements on its website as well as GovernmentJobs.com,
CSDA.net, Indeed.com, and other job boards.
At this time, no changes to recruitment policies, procedures, or
activities are necessary, as recruitment efforts have been effective and positions
are being successfully filled. Staff will continue to monitor and evaluate recruitment
and retention strategies and will identify and implement changes as needed in
the future.
RECOMMENDATION: That
the Board of Directors receive the informational report on the Monterey
Peninsula Water Management District’s Vacancies, Recruitment, and Retention
Efforts pursuant to Government Code Section 3502.3.
EXHIBITS
17-A Vacancies Summary
17-B Vacancies and Recruitment and Retention
Efforts
U:\staff\Boardpacket\2025\051925\Public
Hearing\17\Item-17.docx