| County Hiring- Maintain financial strength and operational efficiency |
Strategic Priorities |
About this measure |
Measures on this page include
Data are reported by the Cuyahoga County Department of Human Resources on a quarterly basis.
Why is this important? |
Vacancies in the County’s workforce impair its ability to complete work and puts strain on employees who must cover a vacant position’s duties. The Department of Human Resources (HR) and the Personnel Review Commission (PRC) work together to help hiring managers attract and hire highly skilled employees in a timely manner to minimize the impact of a vacant position on the County and its workforce. A high average hiring cycle time can negatively affect the County’s ability to compete against other employers for highly qualified employees, who may obtain other employment while waiting for the County to make a hiring decision.
How are we making an impact? | |
Applicants per Position - Quarterly Performance |
Performance Target |
Average Hiring Cycle Time Classified (Quarterly): 60 days
Average Hiring Cycle Time Unclassified (Quarterly): 60 days
Employee Turnover (Quarterly): 9%
Applicants per Position (Quarterly): 75
Average Hiring Cycle Time - Quarterly Performance |
Employee Turnover - Quarterly Performance |
Data Source |
Cuyahoga County Department of Human Resources
Data table abbreviated due to number of measures. See attachment full data table.
*In Q4-20, data reported for prior 2020 reporting periods was been updated to reflect final numbers.
Measure Data | Last Calculated an hour ago |