Workforce Goals Dashboard
The dashboard data below is an interactive tool to track and monitor the City's progress in meeting the workforce diversity goals we have set.
- Select a Workforce Year: Select any year between 2009-2017 to see if the City was meeting or not meeting the goals set for each year. Moving forward through the years will visually show the progress made towards reaching the goals that have been set.
- Select a Workforce Goal Category: Select to display goals based on Gender or People of Color.
Instructions for navigating, understanding how goals were set, and the types of City jobs in each job category are below the report.
* Employee data is "as of" the last day of each year reported. For 2017, the data reported is through September 30th.
* Data Source: City of Minneapolis Human Resources Information System (HRIS)
- Multi-colored bars -- the color legend at the top of the data chart indicates which portion of the bar represents the percent of employees who are white, people of color, male, or female in the associated job type. Hover over a section of a bar to see the corresponding number and percent of employees in that particular job type.
- Bar Width -- represents the size of the employee group in relation to the total number of employees at the City. A wide bar indicates that a larger percentage of employees work in that job type. A thin bar indicates that a smaller number of employees work in that job type.
- Dashed Line -- represents the workforce goal set for the percent of people of color or females in each job type.
- Meeting Goal or Not -- if the bottom bar color (which represents a specific protected class group) is above the dashed goal line, the City has reached or exceeded the goal. If the bottom bar color is below the dashed goal line, the City has not yet reached the goal.
How Goals Were Set
Criteria provided by the federal government is used to both categorize employees into a specific job type, and to determine the number of available workers for each specific job type.
In determining the number of available workers for each job type, the City uses Census information as provided in the 2010 Five-Year American Community Survey (ACS) for the recruitment area that defines where we actively attract and recruit applicants from. This recruitment area is called the Relative Labor Market. The city's Relative Labor Market is a 13-county area, comprised of the 11 counties of the greater Minneapolis-St. Paul geography, as well as the two counties of Wisconsin which are nearest to us.
The 2010 ACS data is collected for our specific Relative Labor Market, and within the comparable job types (known as federal job categories). The ACS data indicates the number of people of color and females who are of working age, available to work in our labor market, and have the general required skill sets for the types of positions that the City hires. This number of "available" workers in our labor market is our workforce goal.
Job Types Defined
- Administrative Support jobs are those that support the administrative and clerical needs of the organization. This includes jobs such as Office Specialist, Customer Service Representative, Accounting and Payroll Clerk, 911 Dispatcher, Medical Assistant, Program Assistant, and Storekeeper.
- Officials and Administrator jobs are those that set broad City policies and direct individual departments, divisions or functions within a department. This includes jobs such as Police and Fire Chiefs and Deputy Chiefs, Department Head, Director, and Deputy Director.
- Professional jobs are those that require specialized and theoretical knowledge acquired through post-secondary education or the equivalent experience. This includes jobs such as Accountant, Analyst, Computer Programmer and Developer, Attorney, Managers, City Planner, Health Specialist, Engineer, and Nurse. It also includes District Fire Chief, Police Commander, Police Inspector, and Police Lieutenant.
- Protective Services, Non-Sworn jobs are those that are entrusted with public safety and security, but who do not take an oath of office. This includes jobs such as Animal Control Officer, Traffic Control, Community Service Officer, Crime Prevention Specialist, and Security.
- Protective Services, Sworn jobs are those that are entrusted with public safety and security, and who take an oath of office. This includes jobs such as Police Officer, Firefighter, Fire Motor Operator, and Fire Captain.
- Service Maintenance jobs are those that perform duties that result in the comfort, convenience, hygiene and safety of the general public, and/or upkeep of buildings and grounds. This includes such jobs as Building Maintenance, Custodial, Public Works Foreman and Crew Leaders, and Service Worker.
- Skilled Craft jobs are those that require special manual skills and a thorough and comprehensive knowledge usually obtained through apprenticeship or other formal training programs. This includes such jobs as Auto Mechanic, Electrician, Carpenter, Trades Foreman, Machinist, Painter, and Water Treatment Operator.
- Technician jobs are those that require a combination of basic scientific or technical knowledge and manual skill for the required job. This includes such jobs as Inspector, Engineering Technician, IT Support, Paralegal, Supervisors, and Police Sergeant.
Last updated Oct 17, 2017