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QUESTION
What oversight does DCAS have over agency workforce trends and attrition rates?
0:53:00
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DCAS advises agencies to review their workforce statistics and utilization data quarterly to identify areas of underrepresentation for women and people of color.
- Agencies are advised to use this data to inform targeted recruitment efforts
- DCAS employs measures like focus groups and surveys to assess factors driving employee separations
- Professional development training opportunities are curated to aid employee advancement and retention
- Recruitment guidance is provided, such as not inquiring about salary history per executive orders
Nantasha M. Williams
0:53:00
Like, I know you don't have access to what those vacancy numbers are, but do you have the capacity to provide any levels of oversight around some of these agencies when you're seeing certain trends like the one depicted on the screen now?
UNKNOWN
0:53:14
So, chair Williams, if I could compliment something of what our deputy commissioner Porter said for our and we can also answer your question.
0:53:23
I did want to point out that we also, in decast, in addition to what Commissioner W Commissioner Porter said, is that we also take other pro active steps to inform agencies about their workforce statistics and their utilization data in particular.
0:53:40
So that they can be cognizant of where they have those underrepresented areas for women and people of color and in what job groupings.
0:53:51
They're actually advised to review this information on a quarterly basis.
0:53:55
This with lead stakeholders within their agency, that is the EU office or agency heads human resources professionals, and so that they could actively utilize that data to inform those recruitment efforts that they really should be using to target those populations that are a that are affecting their retention rates and vacancy rates.
Nantasha M. Williams
0:54:15
Just a quick follow-up on that.
0:54:17
So in terms of, like, retention, because And I do appreciate what you said commissioner around, like, the hiring.
0:54:24
I know the mayor's office is having another hiring hall on Monday at my district, and I know that the administration has been aggressive and appreciate the administration working to really fill a lot of these vacancies, but more so retrospectively looking at, like, retention this is.
0:54:40
So if you do see it in which I know data can be skewed.
0:54:43
Right?
0:54:43
Because I'm looking at Department of Corrections.
0:54:45
Like, we know there were tons of departures for reasons that are very specific to the pandemic, and it just so happens that workforce is also has a high population of women and people of color.
0:54:55
But just in terms of, like, the actual retention practices, is there anything that Decast is doing or can do to try to address ways the reasonings behind why you see these departures in these particular agencies, like, what might be happening within that agency that is affecting the departure?
UNKNOWN
0:55:14
So, yes, I mean, there's a series of things that Decast tries to employ and advise agencies to do it can be anything from engaging focus groups as well of different types of cohorts of agencies to also have a discussion to determine what factors may be driving.
0:55:34
The decisions for people to separate or move on from agencies, as you correctly alluded to though, the pandemic had a big impact on our workforce overall and drastically changed our workforce landscape.
0:55:50
However, there are other factors that, obviously, we can assess through many tools such as focus groups and other types of surveying, which I'm sure you wanted to discuss at some point as well.
0:56:03
And I can get into I know you had other questions, so maybe I'll turn it over to commission reporter because I know you had other questions.
Nantasha M. Williams
0:56:09
No.
0:56:09
I think I'll I'll just turn it over to chair Lewis, but would be interested in the data, I guess, seems to be qualitative if it's focus groups and or any quantitative data by way of surveys to just understand what you are seeing and hearing and how your agency is working to create or reframe certain retention practices.
0:56:36
So just I'm I'm more so interested in, like, the details of it.
0:56:40
So I look forward to talking to you about it.
UNKNOWN
0:56:42
You did allude to training and, you know, that I'm sure you you know is associated with professional development opportunities for employees, and we work very hard to see how we can curate the pro training portfolio at DECAS.
0:56:57
So that there are adequate training courses for for individuals to advance.
0:57:04
In addition, I just wanted to say that we employ a lot of measures as well in guiding agencies about their recruitment and hiring practices.
0:57:14
For example, in alignment with executive order 21, local law 67, we've ensured that agencies not inquire about salary histories, right, in order to level the playing field, to determine how people are compensated fairly based on qualifications and the requirements of the job, We also obviously employ a broad sense of outreach and work with agencies again to strategies to strategize their recruitment efforts for very hard to recruit titles.
0:57:44
I'd be very glad to get into that.
0:57:45
I know that you're short on time, but if you ask me later, I can certainly elaborate.
Farah N. Louis
0:58:04
On the screen as a figure displaying pay gaps between gender and racial ethnic groups and the percent of change in this gap from 2018 to 2021.
0:58:16
The bar of the white male reference group is of the length of the length $1.
0:58:22
The bar of Hispanic Latino men, the pick it's 95¢, which is an improvement of 4.7% from 2018.
0:58:31
The bar for white female employees depicted 91¢, an improvement of 6.2%.
0:58:39
The bar of Asian men depicted 90¢.
0:58:42
An improvement of 3.7%.
0:58:44
The bar for men identifying as being some other race, the tickets, 84¢.
0:58:51
An improvement of 9% from 2018.
0:58:55
Following that, the bar of Asian female employees depict 83¢, an improvement of 3.8%.
0:59:03
The bar for black male employees depicts 81¢, which signifies an an improvement of 5.9%.
0:59:11
The bar for female employees identified as being some other race to pick at 69¢, an improvement of 3.8 percent from 2018 to to 2001.
0:59:25
2021.
0:59:27
The bar for Hispanic Latino female employees depicted 68¢, an improvement of 3.3%.
0:59:33
And finally, the bar for black female employees depicted 68¢, showing the smallest improvement of 3% According to the pay equity report findings, pay disparities are largely attributed to the low pay of non white female employees in the municipal workforce.