FAQ: 2012 Construction Hiring Goals

2012 Updated Construction Hiring Goals Frequently Asked Questions

When did the updated goals go into effect?

April 4, 2012.

Who has authority to set goals for state funded construction projects?

Minnesota Statute 363A.37 and Administrative Rule 5000.3520 provide that the Commissioner of the Minnesota Department of Human Rights (MDHR) has the authority to set goals for state funded construction projects. No timeline is set for the Commissioner to adjust goals, however historically the Commissioner has set goals when new data is available from the U.S. Census Bureau.

The notice of the revised construction goals was published in the April 12, 2012 edition of the State Register (see page 1198).

What criteria does the Commissioner need to take into consideration in setting goals for state funded construction projects?

The Commissioner shall take into consideration demographic data, workforce data and other relevant data in determining the goals for specific geographical areas.

What was the process used by the Commissioner to set for goals for state funded construction projects?

The Commissioner took into consideration information from Minnesota's State Demographer, Susan Brower, concerning actual participation of minorities and women in the construction trades based on the analysis of U.S. Census data from the American Community Survey (ACS) 2006-2010. Additionally information was provided concerning the "Total Civilian Labor Force" which includes all individuals in the labor force at the time of the census, including people who were unemployed. The Commissioner also took into consideration information concerning apprentices in the construction workforce provided by the Minnesota Department of Labor & Industry. Finally, the Commissioner examined projected demographic trends for the Twin Cities seven county metropolitan area in adjusting goals.

What are the new updated construction goals?

Goals are expressed in percentages of the total hours of employment and training of women and minorities used on the project.

The goal for Hennepin County and Ramsey County for minorities has been adjusted to 32% and 6% for women. The current composition of women in construction occupations in Hennepin and Ramsey County is 2.9%. The Commissioner adjusted the goal for women to 6% to reflect the potential of women in the labor force entering into construction apprenticeship programs. The current composition of minorities in construction occupations in Hennepin and Ramsey County is 32.4% total hours. The Commissioner did take into account the number of minorities in construction apprenticeships but found that there was no need to adjust the goal for minorities from 32%. The goal for Anoka County, Dakota County, Washington County, Carver County and Scott County for minorities is now 22% and 6% for women. The current composition of women in construction occupations in Anoka, Dakota, Washington, Carver and Scott Counties is 2.9%. The Commissioner adjusted the goal for women to 6% to reflect the potential of women in the labor force entering into construction apprenticeship programs. The current composition of minorities in construction occupations in Anoka, Dakota, Washington, Carver and Scott Counties is 15%. The Commissioner adjusted the goal for minorities to reflect the number of minorities in Hennepin and Ramsey County that are available to work on construction projects.

What were the former goals for minorities and women?

Formerly, the goals made no distinction between counties comprising the Twin Cities seven county metropolitan area. The goal for hiring minorities in the seven county metropolitan area was 11% and the goal for hiring women was 6%. If a project was defined as "substantial," the goal for hiring minorities was increased to 18%.

Are the goals consistent with the goals set by the Minneapolis Civil Rights Department and the St. Paul Human Rights Department?

The MHDR has been in communication and partnership with the Minneapolis Civil Rights Department and the St. Paul Human Rights and Equal Economic Opportunity (HREEO) Department in the development of the new construction goals. Both these agencies, appreciating the need of general contractors having a single compliance standard, have agreed to adopt the new workforce construction goals set forth by the MDHR. This is the second instance in which this occurred, in 2006 the Minneapolis Civil Rights Department and St. Paul Human Rights Department agreed to accept the workforce construction goals set forth by the MDHR.

Are there any new revised goals outside the Twin Cities seven county metropolitan area in Minnesota?

The Commissioner will publish new revised goals at the end of the year when refined data is made available by State Demographer Brower.

Why are there no goals for individuals with disabilities?

Currently, Minnesota law does not provide the Commissioner with authority to set workforce goals for individuals with disabilities. The Commissioner will be seeking input from various stakeholders over the summer before the next legislative session to see if legislation should be proposed to give the Commissioner authority to set workforce goals for individuals with disabilities.

EEO Goals Map

EEO participation goals are based on geographic area in the state.

Outreach Resources

Contractors can use this list of outreach resources for recruiting minorities, women and persons with disabilities.