Summary ethnicity and gender for Police employees compared with community profile. Employee totals as of January 1, 2022 (see source linked below). Community race/ethnicity is sourced from US Census 2019 American Community Survey (ACS) 5-Year Estimates and includes survey responses for race alone or in combination with one or more other races. To normalize comparison with employees, White in community profile is defined as White alone, not Hispanic or Latino and are individuals who responded "No, not Spanish/Hispanic/Latino" and who reported "White" as their only entry in the race question.
Percentages do not equal 100 because includes percentage of Hispanic or Latino (of any race). https://citydata.mesaaz.gov/Census/Age-and-Population-Demographics/4why-9h55
NOTE: The release of 2020 ACS estimates are delayed because of the COVID-19 pandemic.

Corrections made to an employee’s timecard after the close of payroll processing due to incorrect timecard coding.

Aggregated information about employee turnover in the City of Mesa. The term "Termination" used in this dataset also includes employees who left voluntarily.

All HR Training instructor lead classes (in classroom and virtual) are included in this dataset. Employees evaluate the training on a 1 (Strongly Disagree) - 5 (Strongly Agree) scale related to how the training overall met their learning need. HR Training staff review the course evaluations completed post class for our instructor lead classes and take the average the Overall rating each the month for all of these classes. The metric is based on the percentage of 4-(Agree) and 5 -(Strongly Agree) affirmative responses by employees.

Human Resources – Satisfaction with Employee Benefit Offerings (Measured in Citywide Employee Survey Results)

Budget Book Page for the department.

The number of individual employees receiving Tuition Reimbursement on a quarterly basis. Reimbursement for education through Bachelors. Money is provided up-front at course registration or completion.

Up to 12 features of the City’s core medical plan offering compared to equivalent plan offerings in 8 to 10 other cities, counties or the State of Arizona on an annual basis.

The Experience Modification (E-MOD) is an industry rating used by insurance companies for the calculation of workers’ compensation insurance premiums. The E-MOD rates and measures the future financial risk based on current and historical losses (costs) related to workplace injuries. The City administers a self-insured workers’ compensation program and is not required to pay workers’ compensation insurance; however, the City is required to contribute to state funds, in the form of taxes, used to pay for operational costs for the Industrial Commission of Arizona, the state agency responsible for the administration of rules and regulations related to workers’ compensation claims. The Industrial Commission of Arizona calculates what the City would have paid in workers’ compensation insurance premiums and uses that premium to calculate the amount of taxes the City will pay for the previous tax year. When the City’s E-MOD rate is lower, the insurance premium calculation is lower, which results in lower annual taxes and savings to the City’s workers’ compensation trust fund.

Information about Revenues and Expenditures posted in the City’s financial system related to the City’s Employee Benefits Trust Fund. What is the trust fund?  What is it used for? The City of Mesa is self-insured for three different types of claims/losses: (1) employee benefits, (2) loss and liability claims, and (3) workers’ compensation.  State law requires that all self-insurance program funds be placed in a trust fund and that the trust fund be administered by at least five joint trustees.  The City’s Self-Insurance Program Board of Trustees was created by the City Council pursuant to Section 501 of the City Charter and Ordinance No. 1260 on August 6, 1979, as amended by Ordinance 5125 on October 1, 2012. As set forth in Mesa City Code § 2-17, the Self-Insurance Board of Trustees makes recommendations to the City Manager and the Council on matters pertaining to the financial viability of the trust funds. Board members serve 3-year staggered terms.  The Chairperson is a Councilmember appointed by the Mayor and approved by Council. Report