City of Minneapolis Career Pathways Creating Sustainable Pathways for Employment within the City of Minneapolis Patience Ferguson, CHRO

Workforce: Current State 3,800 Employees 25.5% People of color 29.4% Women 22 Departments 92% Union Civil Service Commission

City of Minneapolis: Vision Minneapolis is a growing and vibrant world-class city with a flourishing economy and a pristine environment, where all people are safe, healthy and have equitable opportunities for success and happiness.

City of Minneapolis: Goals Living Well One Minneapolis Economic Activity & Innovation Great Places A City that Works Minneapolis is also known as the City of Lakes We have a VISION: Minneapolis is a growing and vibrant world-class city with flourishing economy and a pristine environment, where all people are safe, healthy and have equitable opportunities for success and happiness. There are approximately 392,880 people live here however during the day time the population is approximately 1 million people due to all people coming into work, visiting the arts and ongoing activities. We have 6400 acres and over 180 parks Living Well – Minneapolis is safe and livable and has an active and connected way of life One Minneapolis – Disparities are eliminated so all Minneapolis residents can participate and prosper Economic activity & Innovation – a hub where business, big and small, start, move, stay and grow here Great Places– natural and built spaces work together and our environment is protected A City that Works– City government runs well and connects to the community it serves *Adopted March 28, 2014

City of Minneapolis: Values Equity Safety Health Vitality Connectedness Growth Minneapolis is also known as the City of Lakes We have a VISION: Minneapolis is a growing and vibrant world-class city with flourishing economy and a pristine environment, where all people are safe, healthy and have equitable opportunities for success and happiness. There are approximately 392,880 people live here however during the day time the population is approximately 1 million people due to all people coming into work, visiting the arts and ongoing activities. We have 6400 acres and over 180 parks Living Well – Minneapolis is safe and livable and has an active and connected way of life One Minneapolis – Disparities are eliminated so all Minneapolis residents can participate and prosper Economic activity & Innovation – a hub where business, big and small, start, move, stay and grow here Great Places– natural and built spaces work together and our environment is protected A City that Works– City government runs well and connects to the community it serves

Equity Values: Definition Creating fair and just opportunities and outcomes for all.

Enterprise Workforce Goal To change the face of our workforce to better reflect the community we serve.

Minneapolis Career Pathways Goal: To create more sustainable pathways for employment within the city, particularly for those that have not traditionally found employment in public service as viable.

Results: In 2015, 32% of new hires at the City of Minneapolis were people of color, an increase of 10% since 2013. This is directly attributable to 3 career pathways: Community Service Officer Service Worker Trainee IT Service Desk Positions

Removing Barriers to Employment: Police Department: Community Service Officers Changed minimum qualifications. Diversified interview panels. Executed mandatory training for interview panels. Educational assistance and mentoring for Community Service Officers. 2015 - final job offers - 61% people of color and 35% women.

Removing Barriers to Employment Public Works Department: Service Worker Reviewed qualifications for new Service Worker position: Changed minimum qualifications. Investment in pathways trainee program Partnered with Dakota County Technical and Local 363 (Laborers Union) Changed internal HR process: Extended application deadline to allow for greater targeted outreach. Conducted information sessions. 58% of new hires – people of color.

Removing Barriers to Employment Information Technology Department: Service Desk Short Video Reviewed service delivery model: Transitioned from outsourced to insource service delivery model. Created four levels of promotional opportunities. Partnered with IT Ready to train and prepare potential new hires. 2015 – racial diversity increased by 15% From 12% people of color to 27% people of color.

Recruitment and Outreach Creation of new community partnerships to reach specific targeted populations. Focus on outreach and information sessions held in community settings. Materials and flyers produced in English, Hmong, Somali and Spanish. Use of print and radio to reach new populations. Leveraged technology tools. Presence at job and career fairs.

Strategies Shifted from a staffing model to a recruitment and outreach model. Reviewed and changed practices that created artificial or unnecessary barriers. Implemented HR best practices. Initiatives – Spearheaded by departments. Partnership – Human Resources, department leaders, labor unions. Leveraged internal expertise (CPED, NCR)

Retention: Training, Support and Continuous Learning Minimizing Interview Bias training. Cultural Intelligence Training. Mentors and tuition assistance offered to CSOs. Support in training, funding for and taking the CDL test for Service Workers Trainees. Investment in leadership and supervisor development. Investment in HR analytics and reporting support.

Building Blocks For Success Alignment to City Goals and Equity Values. Long term view versus short term gains mindset: 41/45 by 2022, Workforce Planning, Equal Employment Opportunity Planning. Executive Sponsorship. Alignment to labor market need. Implementation of HR best practices. Leveraged internal and external resources: External - education, community organizations, job placement providers, labor Internal - subject matter experts Stronger stakeholder involvement Technology Creating pipelines of diverse young talent with STEP-UP, Urban Scholars and Minneapolis Fire Departments Explorers program. Commitment to continuous improvement and learning: utilizing data to drive decision-making.

Leveraging Lessons Learned: What’s on the Horizon? Using the CSO, Service Worker and IT Futures models to create and enhance new pathways in the City enterprise: 311/911 EMS Academy – Fire Department TechHire City Attorney’s Office