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City of Roseville — 2012 Budget Performance Measures During the past couple of years, City Staff have been developing performance measures that would complement the numerous reports and statistics prepared by the City and to provide guidance for future decision making. These performance measures have been established in accordance with the City's Imagine Roseville 2025 visioning process and City Council goals. They also include a number of operating indices that are used to manage city programs and services. These performance measures are not meant to be an all- encompassing reflection on the results or outcomes the City achieves. The success of city programs and services are affected by a number of determinants including the availability of financial and staffing resources. However, these measures should allow the City to gauge whether established standards are being met, and whether resources are being allocated effectively. They should also provide some insight on whether the City is making adequate progress on achieving its long -term goals and objectives. The following is a summary of the City performance measures that have been developed to date, although only limited data has been populated. Administration Department Regional Benchmark: Average number of days from a position vacancy to candidate acceptance IR2025 Strategy: 2.13 Description: # of days between job being posted and person accepting the position city 2010 2011 2012 3 -Year Avg. 2013 Woodbury 53 - - - - Roseville 60 51 - - - Regional Benchmark: Rate of turnover IR2025 Strategy: 2.13 Description: # of employees that voluntarily leave the city divided by total number of positions (excludes seasonal employees) City 2010 2011 2012 3 -Year Avg. 2013 7woodbury 1.4% - - - - Roseville 3.5% 6.4% Local Benchmark: Percentage of employee performance reviews conducted within 30 days of the due date IR2025 Strategy: 2.13 Description: N/A 2010 2011 2012 3 -Year Avg. 2013 15.7 % 20.7% -% -% -° 69H IN