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REQUEST FOR COUNCIL ACTION <br />Date:March 6, 2023 <br />Item No.: <br />Department ApprovalCity Manager Approval <br />Item Description:Presentation of 2022 Workforce Report <br />B ACKGROUND <br />1 <br />2 AspartofongoingimplementationeffortsoftheCitysStrategicRacialEquityActionPlan(SREAP), <br />3 prioritizingtheimprovementofprocessesandsystemstoattractmorediverseemployees,aworkforce <br />4 reportwasdevelopedtocaptureandbeginanalysisofdemographicdatafortheCitysentireworkforce <br />5 fulltimestaff,seasonalemployees,volunteers,andcommissioners.Aspartofthefirstpriorityofthe <br />6 SREAP,cityadministrativestaffhaveworkeddiligentlytoputtoolsinplacetogatherdemographic <br />7 data,disaggregatedbyraceandothercategories,tobetterunderstandthecurrentworkforceandto <br />8 provideabaselineofdataforfutureprogress.Thisisthefirstofanannualworkforcereporttotrack <br />9 progress on DEI efforts and to better understand data needs going forward. <br />10 <br />11 The2022WorkforceReportprovidesdataandaninitialanalysisofthedatathatisasnapshotintimeof <br />12 theCitysworkforce.Bothquantitativeandqualitativeprocessesarebeingusedtoguideimprovements <br />13 anddecisionmakingrelatedtohiringandrecruitmentprocessesacrossthecity.Someofthisdatahas <br />14 ledtotheprioritizationof4SMART(Specific,Measurable,Achievable,Realistic,Timely)goals <br />15 deemedcriticaltosuccessoffutureimprovements,ideas,andprogramsrelatedtohiringandrecruitment <br />16 efforts. The 4 SMART goals city staff will be working to implement and complete are: <br />17 1.Hiring manager training on updated processes, best practices, and bias awareness <br />18 2.Ahiringmanagerpacketintendedtobetterprepareandlayouttheprocessforhiring <br />19 leaders, interview panels, and candidates. <br />20 3.Fullyimplementinganonboardingplatformtostandardizethecollectionofnewhire <br />21 informationandinformationcommunicatedtonewhires(employeehandbook,equity <br />22 narrative, onboarding training, etc.). <br />23 4.CompletionofaCompensationandClassificationStudyallowingtheorganizationto <br />24 betterunderstandcurrentrolesandresponsibilities,payequity,andtobetterpositionthe <br />25 city to be competitive in the job market. <br />26 <br />P OLICY O BJECTIVE <br />27 <br />28 Theon-goingworkofequitywithinthecityorganizationreflectsworkrelatedtotheCitysRacial <br />29 EquityNarrative.TheCityofRosevilleisdedicatedtocreatinganinclusivecommunitywherethe <br />30 predictabilityofsuccessisnotbasedonraceorethnicity.Theactionsofgovernmentatthefederal,state, <br />31 andlocallevelhavecreatedracialdisparitiesthatcontinuetoharmourcommunity.Rectifyingthese <br />32 disparitiesiscriticaltothedevelopmentofavibrantcommunityandahighqualityoflifeforall <br />33 residents.Allcitydepartmentswillprioritizeracialequityintheirplanning,deliver,andevaluationof <br />34 programs,policiesandservices.TheCityofRosevilleiscommittedtotakingtangbilestepsto <br /> <br />