DiNapoli’s report notes vacancy rates are mostly driven by the city’s temporary reduction in hiring in city fiscal year (FY) 2021 during the pandemic, as well as due to a sharp rise in separations from service which followed. In September, the Mayor ordered New York City agencies to cut spending by 3% in FY 2023 and by 4.75% beginning in FY 2024. While reducing vacancies may be used to achieve part of these savings, the report shows many city departments have yet to even reach their current staffing targets, due to elevated attrition over the past two years.
Across departments, 14 major occupational groups experienced declines of 15% or more, including executive assistants (-27.2%), correction officers (-25.9%), groundskeepers and gardeners (-24.5%), school safety agents (-22.0), information clerks (-21.6%), counselors (-19.4%), lawyers (-19.3%) and legal assistants (-17.4%). Turnover of more than 13% was also shown among fire inspection and prevention occupations, financial officers, architects, accountants and auditors, general office clerks, mechanics and repairers, school administration support staff, social workers, investigators and adjustors, managers, and sheriffs.
The city’s current financial plan looks to fill 24,969 positions by fiscal year 2023. The report called the goal ambitious given current attrition numbers but said all social service agencies had been trying to hire, and that the Administration for Children’s Services and Department of Homeless Services ranked among the highest in number of job listings. In October, more than half of the city’s major agencies had external job postings for at least 20% of their openings, while other major agencies did not show significant efforts to hire as of October 2022.
To protect and ensure a wide range of important city services, DiNapoli recommends that the city:
Review agencies and divisions for staffing adequacy and consider whether there are staffing challenges or opportunities for efficiencies.
Publish a detailed review of agency operations by creating a table in the Mayor’s Management Report to help the public understand staff workflow and the impact of current staffing levels on the city’s ability to deliver services based on current and anticipated demand.
Use existing reports on agency operations to inform decisions over which vacancies may be eliminated for operating efficiencies and which should be filled to improve or expand services.