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CAB attendance and membership fluctuated during the past two years with some members leaving the CAB due to changes in employment status which disqualified their ability to serve. The City advertised for new members to join the CAB and anticipates welcoming nine new members. The new members have varied backgrounds that include mental health, schools, corporate, faith-based ministry, and technology. Staffing A recent survey conducted in August of this year of police departments in Alameda County inquired about level of deployable staff. The results of that survey indicate a range of 62%-95% deployable staff, with most of the agencies around mid-80%, as compared to Pleasanton's current 78%. Deployable officers are those able to perform the duties of solo beat officer and does not include those in the police academy, field training or on leave. As of September 25, 2023, the department has nine officer vacancies, and nine sworn members out on medical leave. There are two police officer trainees in the Academy who will likely add to the deployable ranks in June 2024. Additionally, operations are impacted by two vacant dispatcher positions and one vacant community service officer position. The department had accommodated its vacancy rate by temporarily reassigning officers in specialized units back to patrol; however, as of mid-August, the department was able to reassign three of five officers back to traffic enforcement. The department is also using retired annuitants to help fill the staffing void. As an overview, the number of staff that have separated from the department is provided in Table 4 for each year from 2019 — 2023 (year to date).. Table 4 Annual Separations from Police Department 2019 10 2020 14 2021 8 2022 10 2023 (year to date) 11 A detailed breakdown of each year's separations is provided in Attachment 1. The City is addressing the recruitment and deployment challenges through traditional and non-traditional methods, including reassigning personnel, using multiple strategies to find applicants such as career fairs, community events and social media, hosting regional written and physical ability testing, and evaluating the department's strategies toward how to market the department to prospective applicants. As well, a collaboration between the Police and Human Resources Departments helped to streamline the process by fast-tracking academy graduate applicants for interviews. The City has seen an increase in the number of applicants placed into the background process because of Page 9 of 10