Ramsey County will ensure that it is recognized as the premier public sector employer of choice within the Twin Cities region. Building off previous versions of the Talent Attraction, Retention and Promotion (TARP) strategic priority, this talent priority is an enterprise-wide, strategic initiative to build an inclusive, valued and thriving workforce. Weaving our core values into the workplace is the first step in positioning Ramsey County as an employer of choice within the communities we serve. Through this initiative, employees and talented job seekers will recognize the county as a place to learn, grow and succeed in their careers.
Racial equity and shared power
The Strategic Leadership Team and the Organizational Design and Solutions team (ODS) will include the Strategic Team’s Racial and Health Equity Administrator to ensure a racial equity lens in advancing this work. We are deconstructing and reconstructing internal systems to achieve intergenerational financial prosperity and to ensure that community is at the center of decision-making.
Strategic priority goals
- Enhance leadership and organizational development by increasing the availability and access to professional development opportunities, trainings, HR resources, and management tools.
- Modernize HR personnel policies and rules to meet business and employee needs while ensuring alignment with the county's values.
- Streamline Ramsey County's classification and compensation systems in ways that reflect county values and make Ramsey County an employer of choice.
Actionable strategies
- Launch Leadership Academy, a Ramsey County-specific, focused curriculum of core supervisor and manager training. All supervisors and managers hired on or before 7/1/2024 will be expected to complete the training by 12/31/2024.
- Fully operationalize a new competency-based performance management model for all Ramsey County employees in the NeoGov Performance Management system.
- Develop countywide guidance for hiring managers regarding community participation on hiring panels.
- Develop values-based interviewing guidelines, aligned with the county's performance management process, that identify candidates' professional values and how they demonstrate them.
- Fully operationalize NeoGov Onboarding as an enterprise-wide, streamlined, online system that simplifies the onboarding process for managers and employees.
- Review and update 38 identified personnel policies and rules for equity, clarity, legal compliance, and the county's talent and retention goals.
- Define and build a sustainable and repeatable process for updating personnel rules.
- Develop and implement an inclusive framework that identifies lateral, horizontal, and other career paths within the organization to increase mobility, internal promotions, and retention.
- Develop and implement the updated HR policies and practices that are aligned with job classification and compensation plans by December 31, 2024.
- Design and implement a standardized process that aligns total compensation with the market and our organizational values. The process will include defined minimum qualifications, experience, and education and employment requirements for each compensation range.
