Update: Employment pathway strategies for City internship - - PowerPoint PPT Presentation

CITY OF MINNEAPOLIS

Update: Employment pathway strategies for City internship participants

Human Resources November 15, 2017

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November 15, 2017

Agenda

• 1. Current state: Pathways and

internship programs

• 2. Barriers in hiring
• 3. Potential strategies to increase

recruitment, retention, and development of interns

• 4. Next steps

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July 29, 2017 Staff Directive

Directing staff to evaluate strategies that may provide pathways to employment for participants in Step-Up, Urban Scholars, and the City’s other internship programs in conjunction with other strategic workforce planning initiatives intended to broaden recruitment, development, and retention programs.

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Internship Philosophies

The primary purpose of general City-sponsored internship programs is to:

• Expose young people to the world of work
• Apply their educational knowledge in a work

setting

• Satisfy graduation requirements of a degree

program

• Develop leadership qualities
• Provide networking opportunities to build social

capital

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Defining the Current State

Career Exploration Internships Pathways Programs

Purpose Unpaid career exploration and leadership development of youth designed to spark in interest in a particular field (public safety). Provide exposure to the world of work, specifically work at the City, and/or to apply educational knowledge on the job in their field of study. Training program designed to gain the skills necessary to be hired into entry-level City

• positions. Both City-

sponsored and City- partnered programs. Programs Step-Up (ages 14-21), Fire and Police Explorers, Police Reserves, EMS Pathways High School Program Urban Scholars, EMS Academy, Community Service Officer intern, various job-specific department internships and fellowships CSO, Police Cadet, Fire Cadet, PWSW Trainee, 911 Telecommunications, Public Sector Administration, Auto Mechanic, MSP TechHire Employment Expectations Not a direct path Some are broad and not a direct path,

• thers are specific to field of interest that

lead to participation in Pathways Programs Direct hire to permanent position 5

Placement Rates

Step Up Job-specific internships Urban Scholars Undergraduate Urban Scholars Graduate

# interns hired 436 932 99 15 # returning interns 78 276 36 2 # hired into permanent position 5 89 3 6 # retained 3 25 2 4 Bottom Line Results 18% re-intern 1% hired 30% re-intern 10% hired 36% re-intern 3% hired 13% re-intern 40% hired 6

Step Up = data includes 2006-2017 Urban Scholars Undergraduate = data includes 2012-2017 Urban Scholars Graduate = data includes 2013-2017

Barriers

• Civil Service merit-based, competitive hiring system
• Most City positions require job-related work

experience and graduating interns do not meet qualifications

• Interns do not qualify to apply for positions

restricted to City employees

• Lack of centralized focus to keep interns engaged

with the City as an employer

• Timing of recruiting for relevant vacant positions to

graduations

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Employment: Strategies In Progress

• Partnering with 4 other local government agencies

to develop a Public Sector Institute for internships/youth workers

• Partnering with Hennepin County to design

equivalencies for work experience

• Partnering with Step-Up and Urban Scholars to

explore public-sector specific participants

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Employment: Potential Strategies

• Formalize an intern succession model: Step Up > Urban

Scholar > Pathways Program

• Engage Hiring & Promotion LMC to create a “City

Academy” trainee program with hiring preference into professional-level positions

• Explore aligning internship programs in a centralized

area

• Expand and capitalize on graduates through the use of

Bell Curve staffing

• Benchmark intern program hires at other government

agencies

• Set a City goal for retention, accounting for financial

investment

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Employment: Potential Strategies

• Partner with Hennepin County to create a robust

Speaker’s Bureau in area high schools and technical colleges.

• Explore job rotation in multiple City departments

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Retention: Potential Strategies

• Define desired outcomes for retention and

measures of success

• Keep them engaged as a cohort for 3 years with

specific development opportunities and networking events

• Provide mentors for the first year of permanent

employment

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Next Steps

• Research on other local intern programs to identify

best practices and benchmark data

• Partner with Step Up and Urban Scholars programs

to identify needs and barriers and prioritize short- term and longer-term priorities

• Identify goals and metrics for hiring and retention

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