Fall 2016 Affirmative Action and Attrition Report

Transcription

1 Fall 2016 Affirmative Action and Attrition Report Key Findings 1. The number of staff of color in MMSD has increased significantly over the past five years. 2. Diversity by race/ethnicity and gender varies greatly by job type. 3. MMSD consistently has hired new staff that are more diverse than outgoing staff, leading to a decrease in the percent of staff identifying as white (86% to 8) and as white female (67% to 6). 4. MMSD s staff overall has become increasingly diverse, but the teaching staff has not. 5. Across job types, MMSD exceeded diversity goals for staff of color established in the 2011 Affirmative Action/Equal Employment Opportunity Plan. 6. Attrition rates vary significantly across job types, with security assistants (21.4%), food service workers (18.7%), educational assistants (14.), and non union clerical (14.) the highest over the past year. 7. The attrition rate among teaching staff, the largest job type in MMSD, reached a five-year high at 9.8%. This falls below national teacher attrition rates, estimated to be around 1. Background In this report, we focus on MMSD s staff composition overall, as well as the diversity of each year s hires and separations (including retirements, resignations, and other ways of ending employment) over the past five years. Please note that in some cases, data across subgroups may sum to slightly different numbers than the totals presented because of staff transferring across units. This report includes only MMSD permanent employees, so MSCR employees and temporary staff like long-term substitutes do not appear. This report also includes an update on staff attrition. Last year, the Affirmative Action and Attrition reports were presented separately. This year, we chose to combine the two reports to present a holistic picture of our changing workforce. Staff Composition The graph below shows staff by race/ethnicity and gender active as of 10/31/16, disaggregated by job type. An interactive version of this table which shows the same information but for the four prior years is available at mmsd.org/research under Visual Analytics. Figure 1: Staff Composition as of 10/31/16 by Race/Ethnicity, Gender, and Job Type From this table, we see that diversity by race/ethnicity and gender varies greatly by job type. We observe the largest shares of staff of color among groups like Bilingual Resource Specialists and Security Assistants. Prepared by Bo McCready 1 Report

2 The next table shows the total number of staff by race, gender, and job type as of 10/31/16. This table reflects the same information displayed above but includes the specific numbers for each combination of race/ethnicity, gender, and job type. Table 1: Staff Composition as of 10/31/16 by Race/Ethnicity, Gender, and Job Type Prepared by Bo McCready 2 Report

3 Separation and Hire Diversity Over Time: All Staff To increase workforce diversity, the diversity of new hires must outpace not just the diversity of the current workforce, but also the diversity of those staff leaving the district every year. In this section, we illustrate staff composition at the beginning of each year, as well as the composition of separations and hires, to illustrate changing diversity over time. We first present trends for staff overall, followed by trends for teachers only. Interactive versions of these tables, which allow you to change job types, are available at mmsd.org/research under Visual Analytics. The graph below shows the number of MMSD staff by race/ethnicity over the past five years. BOY Active indicates staff active at the beginning of the time period listed; EOY Active indicates staff active at the end and appears only for the most recent period listed. Figure 2: All Staff Composition by Race/Ethnicity Note: The two figures on this page allow you to track changes from one year to the next. For example, as of 11/1/15 (Figure 2, BOY Active, 11/1/15 to 10/31/16), we had 300 African-American staff. We had 73 hires (Figure 3, Hires, 11/1/15 to 10/31/16 ), 50 separations (Figure 3, Separations, 11/1/15 to 10/31/16 ), and 14 bargaining unit changes (Figure 3, Bargaining Unit Change, 11/1/15 to 10/13/16). Three hundred staff, plus 73 hires, minus 50 separations, minus 14 bargaining unit changes, leads to 309 total African-American staff (Figure 2, EOY Active, 11/1/15 to 10/31/16 ). Total Change Overall, the percent of MMSD staff identifying as white has decreased from 86% to 8 over the past five years. Figure 3: All Staff Separations and Hires by Race/Ethnicity Separations 11/1/11 to 10/31/12 84% (278) 7% (23) (7) 6% (19) 11/1/12 to 10/31/13 8 (319) 7% (28) (13) 6% (24) 11/1/13 to 10/31/14 8 (311) (34) (35) 11/1/14 to 10/31/15 8 (371) 1 (45) (10) 7% (30) 11/1/15 to 10/31/16 77% (358) (42) (11) 1 (50) Bargaining Unit Change 11/1/15 to 10/31/16 7 (97) 17% (23) (3) 1 (14) Hires 11/1/11 to 10/31/12 75% (392) 1 (57) (16) 1 (52) 11/1/12 to 10/31/13 77% (373) (14) 8% (41) (8) (4) (42) 11/1/13 to 10/31/14 7 (354) (3) (4) 1 (56) (6) 1 (66) 11/1/14 to 10/31/15 7 (298) 1 (44) (7) (4) 15% (62) 11/1/15 to 10/31/16 For each of the past five years, new hires have been more diverse than staff leaving the district, contributing to this change. In particular, the percent of new hires identifying as African-American or Hispanic/Latino has been above 1 65% (315) Prepared by Bo McCready 3 Report % (73) (16) 15% (73)

4 for three consecutive years. During , only 65% of new hires were white, relative to 77% of separations. Increases in racial/ethnic diversity, although incremental, are evident among our staff. Figure 4: All Staff Composition by Gender The gender composition of our staff has changed little over the past five years, moving from 77% female as of November 1, 2011 to 77% October 31, Figure 5: All Staff Separations and Hires by Gender The percent of hires identifying as male consistently outpace the percent of separations identifying as male, leading to incremental changes in our gender diversity. Prepared by Bo McCready 4 Report

5 Figure 6: All Staff Composition by Race/Ethnicity and Gender Total Change Over the last five years, the percent of our staff who are white females has decreased from 67% to 6, while the percent of our staff who are white males has remained steady at 1. This shows that the reduction in white female staff is associated with an increase in staff of color. Figure 7: All Staff Separations and Hires by Race/Ethnicity and Gender The diversity of our separations has increased over time, but the diversity of our hires has outpaced our separations, leading to net increases in staff of color. Prepared by Bo McCready 5 Report

6 Separation and Hire Diversity Over Time: Teachers The next section includes the same information as the prior section, focused on teachers only. Figure 8: Teacher Composition by Race/Ethnicity Total Change Changes in the racial/ethnic diversity of teachers are more incremental than for staff as a whole, as the percent of our teachers identifying as white has declined only two percentage points, from 9 to 88%. Figure 9: Teacher Separations and Hires by Race/Ethnicity Separations 11/1/11 to 10/31/12 84% (278) 7% (23) (7) 6% (19) 11/1/12 to 10/31/13 8 (319) 7% (28) (13) 6% (24) 11/1/13 to 10/31/14 8 (311) (34) (35) 11/1/14 to 10/31/15 8 (371) 1 (45) (10) 7% (30) 11/1/15 to 10/31/16 77% (358) (42) (11) 1 (50) Bargaining Unit Change 11/1/15 to 10/31/16 7 (97) 17% (23) (3) 1 (14) Hires 11/1/11 to 10/31/12 75% (392) 1 (57) (16) 1 (52) 11/1/12 to 10/31/13 77% (373) (14) 8% (41) (8) (4) (42) 11/1/13 to 10/31/14 7 (354) (3) (4) 1 (56) (6) 1 (66) 11/1/14 to 10/31/15 7 (298) 1 (44) (7) (4) 15% (62) 11/1/15 to 10/31/16 We see a consistent trend of the racial/ethnic diversity of hires outpacing the racial/ethnic diversity of separations. Of particular note is that new teacher hires over the past year included 35% staff of color, the highest we have observed in recent years. 65% (315) 15% (73) (16) 15% (73) Prepared by Bo McCready 6 Report

7 Figure 10: Teacher Composition by Gender As with staff overall, the gender composition of MMSD s teaching staff has changed little over the past five years, from 8 female as of 11/1/11 to 7 female as of 10/31/16. Figure 11: Teacher Separations and Hires by Gender Our hiring diversity by gender has tended to outpace separation diversity, although not by a large margin, contributing to the minor changes in the gender composition of our teaching staff. Prepared by Bo McCready 7 Report

8 Figure 12: Teacher Composition by Race/Ethnicity and Gender Total Change The percent of teachers in MMSD who are white females has declined from 7 to 7, while the percent who are white males increased from 17% to 18%, so our teaching staff remains nearly 9 white. Prepared by Bo McCready 8 Report

9 Figure 13: Teacher Separations and Hires by Race/Ethnicity and Gender Again of note are hires over the past year, which include only 5 white females. This graph underscores the incremental nature of increases in staff diversity, particularly considering that less than 1 of our teaching staff turns over each year. Prepared by Bo McCready 9 Report

10 Affirmative Action Goals The district s Affirmative Action/Equal Employment Opportunity Plan, published in 2011 and written to run through 2016, included the goal of meeting or exceeding the percent of staff of color and female staff available in the labor market across various job categories. Data from the availability analysis that informed that plan appears below, along with our representation at the time the plan was implemented and our current representation as of 10/31/16. The gray vertical lines represent market availability as specified in the plan. Job Category Year Female Administrative Start of Plan (Q ) Female Clerical/ Start of Plan (Q ) Technical/Security/BRS Figure 14: Affirmative Action Goals and Staff Composition 54.7% 61.5% 68.8% % 57. Female Custodial/ Maintenance/Trades Female Educational Assistants Start of Plan (Q ) Start of Plan (Q ) % 29.5% 86.4% Female Food Service Start of Plan (Q ) % 60.8% Female Professional (Certified Teachers & Support Staff) Start of Plan (Q ) 79.5% 78.8% 73.4% Minority Administrative Start of Plan (Q ) Minority Clerical/ Start of Plan (Q ) Technical/Security/BRS % % Minority Custodial/ Maintenance/Trades Minority Educational Assistants Start of Plan (Q ) Start of Plan (Q ) 16.5% 24.7% 11.4% % 11.7% Minority Food Service Start of Plan (Q ) % 17.5% Minority Professional (Certified Teachers & Support Staff) Start of Plan (Q ) 9.7% 12.8% 12.5% This graph shows us that in almost every case, MMSD exceeds market availability for female staff and staff of color across job categories. The only exceptions are fewer female administrators and fewer female custodial/maintenance/trades workers in MMSD relative to the labor market. For all job types, our representation of staff of color exceeds market availability, often by a large margin. All job categories have increased staff of color since the starts of the affirmative action plan as well. Prepared by Bo McCready 10 Report

11 Staff Attrition The graph below presents attrition data by job type for the period from November 1, 2015 to October 31, For example, the Teachers row shows that there were 2,752 teachers on November 1, 2015, and of those teachers, 101 retired, 163 resigned, four had a temporary contract expire, and 108 changed bargaining units before October 31, Over the same period, 260 new teachers were hired, and there were 2,726 total teachers as of October 31, The table on the right side of the report shows attrition rates overall and excluding retirees by job type. Figure 15: Attrition by Job Type, 11/1/15 to 10/31/16 Attrition rates are best used in combination with the total number of staff with a given job type. For example, although the security assistants unit has the highest attrition, this represents 6 employees leaving their positions (5 excluding retirees). On the other hand, the attrition rate of 9.8% for teachers corresponds to 269 staff (168 without retirees). You can find similar graphics for the prior four years in the appendix. An interactive version of this graphic can be found online at mmsd.org/research under Visual Analytics. Prepared by Bo McCready 11 Report

12 Attrition Trends: All Staff For legibility, we exclude statuses that pertain to very few staff across the past five years and focus on retirement, resignation, and contracts ended. Figure 16: Separations by Job Type and Year, 11/1/11 to 10/31/16 From this graph, we see that within the teacher unit, retirements have not followed a consistent pattern, but resignations have increased each year for the past five. Within the educational assistant unit, both retirements and resignations both have increased consistently. Other units, although much smaller in terms of total staff, do not show consistent increases over time. Prepared by Bo McCready 12 Report

13 The graph below shows total attrition over the past five years to help illustrate whether the attrition seen for is an anomaly or consistent with a trend. Shading from lightest to darkest orange represents years. The lightest bars pertain to and the darkest pertain to Figure 17: Total Attrition by Job Type and Year, 11/1/11 to 10/31/16 Teacher attrition rates continue to increase slightly but remain lower than many other units. National teacher attrition data from NCES indicates that an estimated 1 of teachers leave their district annually (7.7% leaving the profession, plus 41. of the 8. leaving their school who transferred to another district), so MMSD s attrition rate appears to fall below national averages. Other noticeable increases over time include the custodial unit, non union professional unit, and security assistants unit. Annual attrition for the food service worker unit consistently lies above that of other units. An interactive table that shows specific numbers that correspond with the rates above is available at mmsd.org/research under Visual Analytics. Prepared by Bo McCready 13 Report

14 Attrition Trends: Teachers by Race/Ethnicity and Gender Our teacher attrition rates remain low relative to national averages but continue to increase. In addition, teachers constitute our largest group of employees. Therefore, we wanted to provide additional examination of teacher attrition rates by race and gender. We include only racial/ethnic groups with which at least 20 teachers identify in the graph to the right. Figure 18: Teacher Attrition by Race/Ethnicity and Gender, 11/1/15 to 10/31/16 Female Focusing on only, we see that attrition rates for male teachers are below those for female teachers across most racial/ethnic groups. We also see that attrition rates for African-American teachers are lower than those for white teachers. Attrition rates for Hispanic/Latino teachers, though, are about 5 higher than those of white teachers. Male Total African - American Asian Hispanic/ Latino White Total We also wanted to see how these attrition rates by race/ethnicity and gender have changed over time. We include African-American, Hispanic/Latino, and white teachers below, as these three racial/ethnic groups are the largest among our teachers. Figure 19: Teacher Attrition by Race/Ethnicity and Gender, 11/1/11 to 10/31/16 We see from this graph that attrition rates for African-American teachers, which were relatively high in and , now lie below those of white teachers. Attrition rates for Hispanic/Latino teachers, though, are higher than in the past. Prepared by Bo McCready 14 Report