CITY OF MINNEAPOLIS Strategic and Racial Equity Action Planning Enterprise Policy Areas December 5, 2018 1
SREAP Deliverables • Reviewing the City’s vision and goals Policy Data • REAP around GARE’s 5 elements • Data • Engagement Engagement Workforce • Policy • Workforce • Spend • Strategic prioritization Spend • Aligning with the budget 2
Process to achieve deliverables Planned Current Future (Aug 2018 – Dec 2018) (Jan 2019 – Dec 2019) • Mayor/Council adopts Mission/Vision/ • Revise and adopt mission and vision Goals mission and vision • Mayor/Council set goals for strategic priorities Data, engagement, workforce + spend • Operational sessions for • Operational planning • Implement enterprise four REAP components around four REAP operational policies complete components from the Strategic & • Mayor/Council receives Strategic & Deliverables Racial Equity Action Plan first chapter of SREAP Racial Equity Action Plan Policy • Operational planning • Select three external- sessions on strategic • Identify and narrow facing strategic priorities priorities strategic priorities • Assess policy work for possible prioritization • Define core City services • Department-level • Begin tactical planning to inform budget planning following Tactical Planning for departments around Departments create • operational sessions the four REAP metrics and goals that & Budget • Define core City services components tie to the strategic to inform budget priorities 3
Our Process – Metric of Urgency • Strategic Need – A key organizational issue • Key Lagging Indicator – An output measurement used to describe the performance of the Strategic Need • Metric of Urgency – Key leading process metric that is most strongly correlated to the lagging indicators • Vital Few Projects – Key activities that, once implemented, will have a meaningful impact on meeting the desired outcome
Spend Strategic Need: Increase the percent count of, and spend with, racially and ethnically diverse for-profit suppliers across all departments. Key Lagging Indicator: Annual Disparity Index by race and ethnicity (100 x (Utilization/Availability)) Goal: An annual Disparity Index of 80 or higher for African American, Hispanic American and Native American suppliers. Metrics of Urgency: • Percent utilization with African American-, Hispanic American- and Native American-owned suppliers by industry. • Percent availability of African American-, Hispanic American- and Native American-owned bidders by industry. Sample Vital Few Projects: • Improve processes to ensure the number of the city’s bidders with African American, Hispanic American and Native American owners match their presence in the marketplace. • Implement an objective process for evaluating and selecting suppliers.
Racially Disaggregated Data Strategic Need: Improve the use of racially disaggregated data for decision- making in the legislative process. Key Lagging Indicator: Annual number and percent of appropriate “Request for Committee Action” forms (RCAs) that include racially disaggregated data (RDD). Goal: When appropriate, 100% of RCAs include racially disaggregated data. Metrics of Urgency: • Number and percent of “need” for racially disaggregated data in RCAs. • Number and percent of times racially disaggregated data was included in RCAs. Sample Vital Few Projects: • RDD Needs Assessment Policy & Instrument for Committees • RDD Policy & Instrument for Committees • Process for documenting, tracking and reporting RDD in RCAs.
Community Engagement Strategic Need: Improve the capacity of appointed boards and commissions (ABCs) to advance the City's racial equity work. Key Lagging Indicator: Annual number and percent of applicable ABC deliberations that include some kind of race equity analysis. . Goal: When applicable, 100% of ABC recommendations include some kind of racial equity analysis. Metrics of Urgency: • Number and percent of “need” for any kind of equity analysis in ABC deliberation. • Number and percent of times an equity analysis was conducted. Sample Vital Few Projects: Needs Assessment Policy & Instrument for ABCs • • Implement a Racial Equity Analysis Policy & Instrument for ABCs • Implement a process for documenting, tracking and reporting ABC equity deliberations.
Workforce Strategic Need: Increase the hiring and retention of People of Color and Indigenous People in the City’s workforce.
Next steps Mayor & City Council Staff • Adopt initial SREAP enterprise • Complete workforce SREAP operational goals and associated operational plans -January 2019 policy statements – December • Define core City services – early 2018 2019 • Adopt workforce SREAP enterprise • Finalize SREAP – March 2019 operational goal and • Define and implement key associated policy statement. – activities related to enterprise January 2019 operational goals – early 2019 • Review City vision and mission – January 2019 • Adopt revised City vision and mission – January 2019 • Further define strategic priorities – February 2019 • Adopt completed SREAP – March 2019 9
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