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Page 2 of 3 <br />Table 1. Vacancy Rates by Bargaining Unit - 2025 <br /> <br />To address vacancies, the City continued implementing process improvements initiated in prior <br />years. Recruitment for police positions remained highly competitive statewide; in response, the <br />Human Resources and Police Departments continued enhanced outreach efforts to support <br />more consistent candidate engagement. <br /> <br />In an effort to maintain staffing and support employee retention, the City engaged in labor <br />negotiations with three of its represented bargaining units to draft successor agreements that <br />would continue to provide competitive compensation and benefits; additionally, the City will <br />implement the NEOGOV Learn module later in 2026 to expand access to structured employee <br />training and development resources that support both onboarding and ongoing professional <br />development across departments. <br /> <br />In compliance with Government Code Section 3502.3(b), the Human Resources Department <br />notified all four represented bargaining units of their opportunity to participate in the public <br />hearing. <br /> <br />EQUITY AND SUSTAINABILITY <br />Annual vacancy reporting supports the City's values of inclusion and transparency. <br /> <br />OUTREACH <br />No outreach was conducted, as this item is a routine matter of City business. <br /> <br />STRATEGIC PLAN ALIGNMENT <br />This informational report supports the ONE Pleasanton strategic goal of Optimizing Our <br />Organization. <br /> <br />FISCAL IMPACT <br />Thereis no fiscal impact associated with this action. <br /> <br />Prepared by: Submitted by: Approved by: <br /> <br />Sandra Williams, <br />Management Analyst <br />Xaviera Scoggins, Director of Human <br />Resources & Labor Relations <br /> <br /> <br />Gerry Beaudin, City <br />Manager <br />Page 371 of 908