City of Raleigh
City of Raleigh
The City of Raleigh had a variety of disparate ways of collecting human resources data. In some cases, data was not tracked or was inaccessible or incomplete. To become a more data-driven organization and provide actionable insights, a tool was needed to help collect, aggregate and visually display data in a secure environment. The tool also needed to help staff make better decisions about staffing well ahead of posting an open position.
After an evaluation and selection process, which included hands-on labs with potential analytic creators and consumers across the city, the Enterprise Data Management (EDM) team selected Power Business Intelligence (BI) as its primary analytics tool. The tool is used with human resources data to discover relationships between vast datasets and has helped highlight where key data should be collected. The city now has a comprehensive (and developing) picture of the following data:
- A holistic look at current vacancies, the number of referrals for each position, time to hire, time to source.
- Diversity demographic analysis of applicants, referrals, and hires.
- For current employees, a more complete set of demographics in one place, including years of service, salary equity, and retirement eligibility. Retirement eligibility is now elegantly broken out into three categories for all employees: those currently eligible for early retirement at a reduced pension, those who currently qualify for full retirement, and those not eligible.
- Termination data associated with overall turnover rate and analysis of the reasons for short-tenure employees. Predictive modeling capability will be added to the mix in the near future in order to spot hiring trends.
This new capability, enabled by the appropriate data collection tool and trained staff, improves the quality of the data collected and analyzed by all departments, facilitates human resources process change, and enables the City of Raleigh to use data and analytics to inform business decisions.