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

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

3. 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.

4. 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

5. 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

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

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

8. 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.

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

10. 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.
final job offers - 61% people of color and 35% women.

11. 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.

12. 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.

13. 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.

14. 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)

15. 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.

16. 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.

17. 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