Public Hearing on the Status of the City’s Vacancies, Recruitment and Retention Efforts, and Obstacles in the Hiring Process Pursuant to California Government Code §3502.3. - TO BE HEARD FIRST AFTER 3:00 P.M.
Official source link unavailable.
The file was imported, but the current source metadata does not include a public document URL.
Generated summaryAI-assisted
This memorandum discusses a public hearing regarding the status of the City of San José's vacancies, recruitment, and retention efforts, as required by California Government Code § 3502.3. As of December 31, 2025, the city's overall workforce vacancy rate is reported at 9.06%, a decrease from 9.95% the previous year. The memorandum highlights specific challenges in hiring for certain bargaining units, particularly the International Brotherhood of Electrical Workers (IBEW) and the Peace Officer Park Ranger Association (POPRA), both of which have vacancy rates exceeding 20%. The document outlines various recruitment and retention strategies implemented by the city, including the establishment of a Recruitment and Workforce Development Division and enhanced digital recruitment tools. The memorandum also provides background on the legal requirements for public hearings on workforce issues and compares San José's vacancy rates to those of other California cities.
Key points
City of San José's vacancy rate as of December 31, 2025, is 9.06%.
The vacancy rate decreased from 9.95% in 2024.
IBEW and POPRA have vacancy rates exceeding 20%.
The city has implemented various recruitment and retention strategies.
A public hearing is required annually under California Government Code § 3502.3.
Limitations
The document appears to be truncated, missing some information.
Specific dates and details regarding the public hearing are not fully provided.
Generated for convenience from extracted text using AI. Review the official source document before relying on this summary.
Extracted text preview · 26,090 chars
COUNCIL AGENDA: FILE: ITEM: TO: HONORABLE MAYOR AND CITY COUNCIL SUBJECT: SEE BELOW Approved 2/24/26 26-160 3.4 FROM: Aram Kouyoumdjian DATE: February 9, 2026 Date: 2/11/26 COUNCIL DISTRICT: Citywide SUBJECT: Public Hearing on the Status of the City’s Vacancies, Recruitment and Retention Efforts, and Obstacles in the Hiring Process Pursuant to California Government Code § 3502.3 RECOMMENDATION (a) Conduct a public hearing on the status of the City’s vacancies, recruitment, and retention efforts, and obstacles in the hiring process. (b) Accept the staff report on workforce vacancy rates, recruitment, and retention efforts, and obstacles in the hiring process as required by California Government Code § 3502.3. SUMMARY AND OUTCOME In compliance with California Government Code § 3502.3, the City of San José (City) is reporting its overall workforce vacancy rate as of December 31, 2025 at 9.06%, which represents nearly a one point drop in the vacancy rate compared to the previous year and continues the multi-year trajectory of the City’s gains in achieving a citywide staffing level of nearly 91%. At different points during the year, the citywide vacancy rate dropped even below 9%,...
Official source link unavailable.
The file was imported, but the current source metadata does not include a public document URL.
Generated summaryAI-assisted
The document presents a report on the City of San José's vacancy rates and recruitment efforts, highlighting a citywide vacancy rate of 9.06%. It compares vacancy rates with major California cities and discusses challenges faced in recruitment, particularly in specialized roles like electricians and park rangers. Mitigation efforts include custom recruitment campaigns and new job specifications. The report also outlines digital recruitment infrastructure, outreach strategies, employee benefits, and future challenges in the labor market. A recommendation is made to accept the staff report on workforce vacancy rates and recruitment efforts.
Key points
Citywide vacancy rate is 9.06%.
Vacancy rate comparisons with other California cities show San José has a lower rate than Los Angeles and Oakland.
Challenges include a limited pool of qualified candidates and a competitive labor market.
Mitigation efforts include a reduction in electrician vacancies and the launch of recruitment campaigns.
Digital recruitment infrastructure has been established with a budget of $150,000.
The SJ Training Portal was launched in January 2026 for training access.
A citywide mentorship program has 235 mentor-mentee matches for FY 2025-2026.
Employee benefits include paid time off, insurance coverage, and wellness initiatives.
Future challenges include shifts in the labor market and the impact of technology.
Limitations
The document contains unresolved placeholders such as specific dates for some data.
Some sections appear to be incomplete or lack detailed context.
Generated for convenience from extracted text using AI. Review the official source document before relying on this summary.
Extracted text preview · 5,415 chars
City of San José Vacancy Rate Report and Public Hearing [Government Code Section 3502.3] ARAM KOUYOUMDJIAN Director of Human Resources and City Manager’s Office of Employee Relations KIM JACKSON Assistant Director, Human Resources LINH LE Division Manager, Employment Services RANDI PERRY Division Manager, Recruitment & Workforce Development 1 Citywide Vacancy Rate – 9.06% Budgeted FTEs Trend Up / Vacancy Rate Trends Down 2 Vacancy Rate Comparisons Major California Cities and Key Nearby Agencies San Jose (12/25) 9.06% San Diego (1/26) 9.70% Santa Clara County (2/26) 10.80% Santa Clara City (1/26) 13.26% Los Angeles (1/26) 14.93% Oakland (4/25) 17.94% Long Beach (8/25) 18% 4% 6% 8% 10% 12% 14% 16% 18% 20% 3 Bargaining Units with Vacancy Rates Over 20% Data as of December 31, 2025. IBEW Currently Under 20%. BARGAINING UNIT 2025 Budgeted FTEs Vacant FTEs International Brotherhood of Electrical Workers 79 16 Park Rangers Association 16.25 6.75 4 Challenges: • Limited pool of qualified candidates due to nationwide labor shortage of estimated 80,000 electricians. • Competitive labor market with utilities and the private sector. • Very specialized requirements for Industrial...
Official source link unavailable.
The file was imported, but the current source metadata does not include a public document URL.
Generated summaryAI-assisted
The presentation discusses staffing levels and vacancies in San Jose, highlighting improvements since 2022 but noting that staffing remains below pre-Great Recession levels. It mentions that San Jose is the most thinly staffed large city in California. The report indicates a reduction in budgeted vacancies from 655 to 596 compared to the previous year, with a significant decrease from 814 in June 2022. Various classifications still have significant vacancies, particularly in police and engineering roles. Turnover rates have improved, and to maintain progress, San Jose needs to offer competitive wages to keep up with regional agencies. Additionally, the 2024 actuarial valuation for pension plans suggests a decline in contribution rates, leading to payroll savings.
Key points
Staffing levels have improved since 2022 but remain below pre-Great Recession levels.
San Jose is the most thinly staffed big city in California.
Budgeted vacancies decreased from 655 to 596 compared to last year.
Significant vacancies remain in various classifications, especially in police and engineering roles.
Turnover rates have improved compared to 2022 levels.
San Jose needs to offer competitive wage increases to keep up with regional agencies.
The 2024 actuarial valuation indicates expected declines in contribution rates for pension plans.
Limitations
The text does not provide specific dates for the staffing data.
There are unresolved placeholders in the text that affect the completeness of the summary.
Generated for convenience from extracted text using AI. Review the official source document before relying on this summary.
Extracted text preview · 2,894 chars
Presentation on Staffing & Vacancies Coalition of City Unions, 2026 Staffing Levels have Improved since 2022, But Remain Below Pre-Great Recession Levels. San Jose is Still the Most Thinly Staffed Big City in California. From the Annual Report on City Services, FY 24-25: After Our Last Union Contract, San Jose Became More Competitive and Vacancies Improved From the FY 25-26 Adopted Budget: • As of December, there were 596 budgeted vacancies compared to 655 at the same time last year. • For comparison, in June of 2022, there were 814 vacant positions. • Budgeted positions over this time period have increased, meaning that lower vacancies is due to better recruitment and retention. Some Classifications Still Have Significant Vacancies Classifications with 5+ Vacancies Development Officer 5 Maintenance Assistant 5 Enterprise Supvr Tech Analyst 5 Heavy Equip Oper 5 Prin Office Specialist 5 Gardener 5 Police Radio Dispatcher FT 5 Community Service Officer II 5 Code Enforcement Insp II 5 Assoc Engineer (Exempt) 5 Bldg Inspect Combo Cert I FT 5 Community Activity Wkr FT 5 Executive Assistant U 6 • This includes: Planner III 7 Park Ranger 7 Engineer II 7 Senr Analyst 7 Fire Captain 8...
Official source link unavailable.
The file was imported, but the current source metadata does not include a public document URL.
Generated summaryAI-assisted
The document provides information regarding the physical and written test required for paramedic applications. It notes that 1,038 paramedics were added to the FCTC list in 2025, with 475 currently on the list. San Jose is identified as one of 176 departments utilizing this list. Additionally, it includes a comparison of eligible candidates versus applicants from 2019 to 2025, showing trends in both categories over the years. The document also mentions that there are 20 CPAT test dates scheduled over the next six months.
Key points
Physical and written test required for paramedic applications.
1,038 paramedics added to the FCTC list in 2025.
475 currently on the FCTC list.
San Jose is one of 176 departments using the FCTC list.
Comparison of eligible candidates versus applicants from 2019 to 2025.
20 CPAT test dates scheduled over the next six months.
Limitations
No specific dates or details about the CPAT test dates.
Unresolved placeholders for certain data points.
Generated for convenience from extracted text using AI. Review the official source document before relying on this summary.
Extracted text preview · 533 chars
• Provides the physical and written test required to apply • 1,038 Paramedics added to the FCTC list in 2025 • 475 Currently on the list • San Jose is one of 176 Departments utilizing this list Eligible Candidates versus Applications 1200 1000 800 600 400 200 0 2019 2020 2021 2022 Eligible Candidates 2023 Applicants 2024 2025 Year Eligible Candidates Applicants 2019 705 2020 538 10 2021 505 129 2022 802 110 2023 908 26 2024 950 52 2025 1038 CPAT TEST 20 Dates over next 6 months