Workforce at a Glance
The data below shows information about total employees, racially and ethnically diverse employees and formal leaders, gender, age, EEO-4 category and turnover for all full and part-time employees. It shows our progress in attracting, retaining and promoting a diverse and talented workforce (Talent Attraction, Retention and Promotion) and serves as a workforce planning tool, allowing us to consider opportunities, strengths and areas in need of improvement.
Employees and Formal Leaders by Race/Ethnicity
The percentage of racially and ethnically diverse employees in the county’s workforce since year-end 2002 has more than doubled from 15.8% to 36% and has been in excess of 30% for the past three years, surpassing the reported census demographics for our community*. The county includes 33.2% racially and ethnically diverse residents and the county’s civilian labor force includes 33.6% racially and ethnically diverse individuals**.
Of 398 new employees hired in 2019, 228 were racially and ethnically diverse. Racially and ethnically diverse employees were hired at a higher rate (57%) than in 2018 (51%).
Of the 329 promotions in 2019, 146 employees were racially and ethnically diverse (44%).
Of the 727 new hires and promotions, the county hired and promoted 374 racially and ethnically diverse employees.
The county’s formal leaders include 560 directors, managers and supervisors. It is the county’s ongoing objective to increase diversity in this area to better reflect the community we serve.
Racially and ethnically diverse formal leaders have experienced an upward trend over the past five years, from 15% at year-end 2015 to 23% at year-end 2019. For 2019 51% of racially and ethnically diverse formal leaders were female.
Officials and Administrators
In the EEO-4 category of “Officials and Administrators”, the percentage of racially and ethnically diverse directors and managers at year-end 2001 was 1.4%. The percentage of racially and ethnically diverse directors and managers has increased to 20.5% at year-end 2019.
Female Employees and Formal Leaders
The county’s workforce is comprised of 61% female employees and 39% male employees.
70% of total new hires were female and 56% of promotions were female.
The percentage of female employees in the county's workforce has been at least 60% for the last five years and closely reflects the demographics of the community we serve.
The county's total civilian labor force includes 66% female employees**.
Female Formal Leaders
63% of directors are female, mirroring the overall percentage in the county’s workforce as well as the demographics of the community we serve.
For the last two years, 51% of formal leaders in the county were female and this percentage is comparable to our public sector peers.
Female Employees by EEO-4 Categories
53% of Officials and Administrators are female. More than half of the county’s female employees are employed in the EEO-4 categories of Professional and Para-Professional, at 66% and 76% respectively.
The highest concentration of female employees are found in the EEO-4 Administrative Support category (86%), with the lowest concentration in Skilled Craft (1%).
Employees by Generation
The county’s workforce is comprised of five generations, with an average age of 45.
The percentages of employees in the Boomer generation rose by 1% to reach 26%, Generation X fell by 1% to 44% and Generation Y (Millennials) remained constant at 29% of the workforce.
For the last eight years, the combination of Generation X and Y (Millennials) consistently represented over 60% of the workforce. The most racially and ethnically diverse employees are found in Generation Y, which include 50% employees of color.
Turnover is the rate at which employees leave an organization (separations) during a certain time period. This data calculates turnover by dividing the number of separations by the number of full and part-time employees.
Of 3,803 full and part-time employees, turnover at year-end 2019 was 10.4% compared to the 10-year average of 9.5%. Total separations were 395, or 27 fewer than last year.
When retirees are removed from consideration, the turnover rate is 6.8%.
Total separations (395 employees) include both voluntary and involuntary departures from employment. Of the total separations, 39% were racially and ethnically diverse employees and 66% were female employees.
- Of voluntary separations, 97 were racially and ethnically diverse employees (28%).
- Of involuntary separations, 46 were racially and ethnically diverse employees (83%).
The average length of employment is 11.1 years.
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*U.S. Census (2010) Civilian Labor Force in both Ramsey County and the Minneapolis-Saint Paul Metropolitan Statistical Area.
**Ramsey County Five-Year Estimates (2014-2018) from the American Community Survey - U.S. Census Bureau.