ITEM NO. 7
.png) |
CITY COUNCIL STAFF REPORT |
| TO: |
Honorable Mayor and Members of the City Council |
|
| FROM: |
Arron Brown, City Manager |
|
| BY: |
Kayla Malin, Administrative Services Senior Analyst |
|
| DATE: |
01/14/2026 |
|
| SUBJECT: | Report on Employee Vacancies and Recruitment Efforts in Compliance with Assembly Bill 2561 and Approve Organizational Changes
|
|
Recommendation:
(1) Open the public hearing and take public testimony; (2) receive and file the annual report on employee vacancies, recruitment, and retention efforts as required by AB 2561 and approve job descriptions for reclassified and new positions; and (3) adopt Resolution No. 2026-04 approving job descriptions, Resolution No. 2026-05 adopting Salary and Wage Schedules for Non-Safety Employees and Resolution No. 2026-06 adopting Salary and Wage Schedules for Safety Employees.
Background/Analysis:
Effective January 1, 2025, Assembly Bill 2561 (AB 2561) requires public agencies to present an annual report on employee vacancies, recruitment, and retention efforts at a public hearing before adopting the final budget. This aims to address persistent job vacancies affecting public service delivery and employee morale. In compliance with AB 2561, this report provides an overview of the current status of employee vacancies within the City and details ongoing recruitment and retention efforts. Notice of the public hearing was published in the Friday Flyer on January 2, 2026.
Additionally, this report presents proposed organizational changes for City Council approval designed to improve operational efficiency, clarify roles and responsibilities, and support the City’s ability to deliver services effectively. These changes include reclassifications, the creation of new positions, and the deletion of positions where appropriate, ensuring alignment with strategic priorities and resource optimization.
As part of the Fiscal Year 2025-26 budget process, the City Council approved the following staffing levels, effective July 1, 2025:
Positions and Vacancies
Non-Safety employees: 14 full-time positions and 3 part-time positions, with one current full-time vacancy.
Safety Fire employees: 11 full-time positions and 2 part-time positions, and up to 15 reserve volunteer firefighters, with no current full-time vacancies. Successful full-time recruitments since July 1 include the positions of Fire Captain (1) and Firefighter/Paramedic (2).
Safety Police employees: Successful full-time recruitments since July 1 include the position of Police Chief (1).
Recruitment and Retention Efforts
To maintain a competitive workforce, the City regularly reviews salaries, benefits, and workplace improvements, including:
Additionally, this report presents proposed organizational changes for City Council approval designed to improve operational efficiency, clarify roles and responsibilities, and support the City’s ability to deliver services effectively. These changes include reclassifications, the creation of new positions, and the deletion of positions where appropriate, ensuring alignment with strategic priorities and resource optimization.
As part of the Fiscal Year 2025-26 budget process, the City Council approved the following staffing levels, effective July 1, 2025:
Positions and Vacancies
Non-Safety employees: 14 full-time positions and 3 part-time positions, with one current full-time vacancy.
Safety Fire employees: 11 full-time positions and 2 part-time positions, and up to 15 reserve volunteer firefighters, with no current full-time vacancies. Successful full-time recruitments since July 1 include the positions of Fire Captain (1) and Firefighter/Paramedic (2).
Safety Police employees: Successful full-time recruitments since July 1 include the position of Police Chief (1).
Recruitment and Retention Efforts
To maintain a competitive workforce, the City regularly reviews salaries, benefits, and workplace improvements, including:
- Implemented a new payroll services provider to more effectively manage the City’s personnel and compensation complexities.
- Onboarded and fully reorganized the City’s recruitment and hiring platform to streamline and modernize hiring processes, improving efficiency, consistency, and candidate outreach.
- Conducting ongoing evaluations of staffing needs to ensure organizational effectiveness and alignment with service demands.
- Reviewing and updating existing job descriptions on a regular basis to ensure they accurately reflect current duties, operational requirements, and organizational structure.
- Completed the construction of an in-house Police Department and are preparing for its launch later this year, transitioning from contracted law enforcement services to improve organizational stability, support recruitment and retention efforts, and enhance local control and community responsiveness.
No procedural or policy changes have been identified as obstacles to hiring.
Organizational Changes
To align roles with actual duties and improve operational efficiency, the following staffing adjustments are recommended:
Non-Safety
Organizational Changes
To align roles with actual duties and improve operational efficiency, the following staffing adjustments are recommended:
Non-Safety
- Reclassifications:
- Deputy Building Official/Senior Building Inspector → Building Official/Senior Building Inspector
- Code Enforcement Supervisor → Community Development Manager
- New Positions:
- Accounting Specialist (1)
- Eliminated Positions:
- Office Assistant (1)
Safety
- New Positions:
- Addition of 12 new Police Department positions, as included in the attached resolution and salary schedule.
- Police Captain (1)
- Police Sergeant (3)
- Police Detective (1)
- Police Officer (4)
- Community Service Officer (3)
- Addition of 12 new Police Department positions, as included in the attached resolution and salary schedule.
If adopted by City Council, all positions would be effective January 14, 2026; however, Police Department positions are not anticipated to be filled until approximately May or June 2026.
Salary Range Adjustment
In addition to the proposed position changes, a salary range adjustment is required for the Community Engagement Coordinator classification to comply with the Department of Industrial Relations’ updated California minimum wage requirements for exempt employees, pursuant to AB 2561. Specifically, Step E of the salary range will be adjusted to the minimum exempt salary threshold of $70,304, ensuring that no employee is compensated below the legally required minimum. This adjustment is intended to maintain compliance at the beginning of the year. A comprehensive review of the salary range will be brought back to City Council at a later date for consideration and adoption of a revised range.
Employee Organization Presentation
In accordance with AB 2561, the Canyon Lake Firefighter’s Association, as a recognized employee organization, has been provided an opportunity to present during the public hearing.
Salary Range Adjustment
In addition to the proposed position changes, a salary range adjustment is required for the Community Engagement Coordinator classification to comply with the Department of Industrial Relations’ updated California minimum wage requirements for exempt employees, pursuant to AB 2561. Specifically, Step E of the salary range will be adjusted to the minimum exempt salary threshold of $70,304, ensuring that no employee is compensated below the legally required minimum. This adjustment is intended to maintain compliance at the beginning of the year. A comprehensive review of the salary range will be brought back to City Council at a later date for consideration and adoption of a revised range.
Employee Organization Presentation
In accordance with AB 2561, the Canyon Lake Firefighter’s Association, as a recognized employee organization, has been provided an opportunity to present during the public hearing.
- Fiscal Impact Yes/No:
- No
Additional Fiscal Information:
Approval of the proposed job descriptions for the new Police Department has no fiscal impact in the current fiscal year. Any costs associated with staffing these positions will be incorporated into the FY 2026/27 Adopted Budget for Council consideration.
The proposed reclassifications, deletion of existing positions, and creation of new positions result in a minimal net fiscal impact, as cost increases are largely offset by savings from eliminated positions and salary savings associated with existing vacancies. Any unanticipated fiscal impacts may be addressed through the mid-year budget review and adjustment process.
The proposed reclassifications, deletion of existing positions, and creation of new positions result in a minimal net fiscal impact, as cost increases are largely offset by savings from eliminated positions and salary savings associated with existing vacancies. Any unanticipated fiscal impacts may be addressed through the mid-year budget review and adjustment process.
Attachments
- 1 - Resolution (Job Descriptions)
- Ex A - Job Descriptions
- 2 - Resolution (Non-Safety Salary Schedule)
- 3 - Resolution (Safety Salary Schedule)