A shelter-in-place order is in effect for all Alameda County residents. City facilities are closed and non-essential meetings and events are cancelled.  Find more information here.

Human Resources Department Mission Statement

The Human Resources Department strives to provide a safe, healthy and positive working environment for City of Albany employees.  The Department's primary responsibilities include benefits administration, classification and compensation, labor and employee relations, recruitment and selection, organizational development and training, and workers compensation administration.  Human Resources also serves as a resource for former City of Albany employees, potential new employees through the recruitment and selection process, and other government agencies.

The Human Resources (HR) Office is responsible for coordinating the personnel systems and functions for the City of Albany.

Recruitment, Examination and Hiring Process for New Employees

The HR Office opens recruitments for vacant or soon-to-be-vacant positions within established classifications (job titles). During the recruitment period, applicants can review the job listing to determine whether they are interested in and qualified for that position or possible future positions within the classification. If so, applicants can submit an employment application online (preferred) or hard copy, along with any other required or recommended documents.  View current Employment Opportunities

The examination process for a position is described in the job listing. It may include supplemental questions, an application appraisal, a writing sample, a written test, a computer test, a practical exam, and an oral board interview. Those applicants who have demonstrated they are the most qualified will be invited to participate in the examination process. Those who pass the examination process will be placed onto an eligibility list, which will be valid for up to six months and can be extended beyond that. The hiring department will conduct final interviews with the top-ranked candidates on the eligibility list. If there are future vacancies within the classification, the hiring department may interview candidates on an existing eligibility list.

Agency Rules, Regulations, Policies and Procedures

The HR Office serves as a resource for determining applicable rules, regulations, policies, procedures, past practices, and best practices for various employment-related issues. 

Risk Management, Workers’ Compensation, Disability and Unemployment

The HR Office manages the workers’ compensation program along with the City’s TPA (Third Party Administrator).  The City strives to maintain a safe and comfortable workplace, but with the physical nature of police, fire, and public works duties, occasional work injuries will occur.  By working closely with affected employees and treatment providers, we can help the employee return sooner and reduce a number of associated costs.

The HR Office also coordinates risk management training for supervisory employees and works closely with the EDD (Employment Development Department) regarding disability and unemployment claims.

Equal Employment Opportunity Employer

The City of Albany is an Equal Opportunity Employer and does not discriminate on the basis  of race, color, creed, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. 

EEO-4 Report

The EEO-4 Report is updated each odd numbered year.  The report listed below is effective as of June 30, 2019.

The City of Albany is a workforce that includes approximately 65 percent white, 16 percent Asian American, 9 percent Hispanic, 7 percent African American, 1 percent Hawaiian, 1 percent Native American, and 1 percent two or more races. The full breakdown by gender appears below, showing how this diversity carries through our organization. 

Job Category
%(Number) Male
%(Number) Female
 Officials/Administrative Professionals
2% (3)
9% (12)
 Technicians  8% (11)
 5% (7)
 Protect/Serve - Para-Professionals
 28% (39)
 4% (6)
 Administrative Support
 18% (25)
 23% (32)
 4% (5)
 TOTAL  59% (83)
41% (57)