Use the menu in the upper left of the Dashboard to move between the following:

Current Workforce

Here, take a look at Chicago’s current workforce and see how it compares to the population that City employees serve.

Management

This page will allow you to better understand the management workforce by each department or for multiple departments. Use the panel on the left to select the department or department you wish to see.

Union/Non-union

This page will allow you to better understand the union workforce by each department or for multiple departments. Use the filter on the left to select the department or departments you wish to see. 

Salary Data

This page provides data on median salary distribution by gender and race. Use the left-hand filter to select the department you wish to see.

Workforce Map

Here you can compare the geographic location of the City workforce compared to the Chicago population. The map titled “Chicago City Workforce” (seen here on the left) shows each Chicago ward’s percent (%) of the current City workforce. The total workforce count can be filtered by ethnicity, department, and level of seniority (Senior manager or not senior manager).  

The map titled “Chicago Population” (seen here on the right) shows each Chicago ward’s percent (%) of the total population. The total population data can also be filtered by ethnicity.

Trends over time

These trend diagrams aim to display how the City’s workforce has changed over time. By revealing the breakdown by race/ethnicity, age, and gender over the past decade, the hope is that the public can see how the City’s Workforce is changing to better reflect those it serves. You can also see on the left-hand side how many employees have been hired to the current year.

Sources:

Workforce Data: All workforce data comes from the Chicago Integrated Personnel and Payroll Systems (ChIPPS). 

Comparison Data: The comparison data is from the American Community Survey (ACS) by the US Census Bureau (2018). For further info on the ACS data please click here. The ethnicity/race and gender breakdown of the workforce is compared to the whole population of Chicago, while age breakdown is compared to Chicago’s population 18 and older.

The  Bureau of Labor Statistics (BLS) is also referenced as it holds significant data regarding the City workforce. Demographic categories used by BLS include sex, age, race, and ethnic origin. The comparison data we have here is limited to persons of working age, defined as 16 years and older. The comparison data here is limited to persons age 18 and older. For further info on the BLS data please click here.

By Department 

This page will allow you to better understand the workforce by each department or for multiple departments. Use the panel on the left to select the department or department you wish to see. 

Hiring Trends

Overview - These charts breakdown the total population of new City employees for each year (within the past 10 years). By showing the breakdown of new employees by ethnicity/race, gender and age, the charts help show how the City workforce is changing over time.

Filter - Use this tool to understand different cross sections of the workforce over time. Here you can filter by gender or age range. 

Workforce Data: All workforce data comes from the Chicago Integrated Personnel and Payroll Systems (ChIPPS). 

Comparison Data: The comparison data is from the American Community Survey (ACS) by the US Census Bureau (2018). For further info on the ACS data please click here. The ethnicity/race and gender breakdown of the workforce is compared to the whole population of Chicago, while age breakdown is compared to Chicago’s population 18 and older.

The  Bureau of Labor Statistics (BLS) is also referenced as it holds significant data regarding the City workforce. Demographic categories used by BLS include sex, age, race, and ethnic origin. The comparison data we have here is limited to persons of working age, defined as 16 years and older. The comparison data here is limited to persons age 18 and older. For further info on the BLS data please click here.

Ethnicity / Race

Race and ethnicity are two concepts both related to human ancestry. Race is defined as “a category of humankind that shares certain distinctive physical traits.” The term ethnicities is more broadly defined as “large groups of people classed according to common racial, national, tribal, religious, linguistic, or cultural origin or background.” The City of Chicago includes people of Hispanic origin within the designated groups, while national Census Data considered this to be an ethnicity. In this Dashboard, we refer to Ethnicity/Race to include individuals who may identify as Hispanic. 

Management

In this dashboard, “Management” refers to the City’s workforce that is either a Senior Manager or Shakman Exempt. A non-Management position refers to a role that is neither a Senior Manager or Shakman Exempt.

Senior Manager 

Senior Manager positions are positions

1. not covered by a CBA;
2. not career service Positions (i.e. they are employees-at-will); (3) not Exempt; and (4) involve significant managerial responsibilities.

Shakman Exempt 

An exempt position that involves policy making to an extent or is confidential in such a way that political affiliation is an appropriate consideration for the effective performance of the job. 

Shakman Covered

Shakman Covered positions are set forth using hiring practices that: base employee selection on a Candidate's knowledge, skills and ability to perform effectively on the job; provide equal employment opportunity to all qualified Applicants; prohibit the entry of Political Reasons or Factors and other Improper considerations into any stage of the selection and hiring processes for Covered Positions; provide the Hiring Authority with maximum lawful discretion in making selection decisions; and create a transparent hiring system that minimizes the ability to manipulate employment decisions.

Salary

Salary refers to the fixed annual compensation for a City employee. This dashboard only publishes compensation for salaried employees, which means that it will not include compensation data for part-time or contract City.

Union Represented
Positions represented by a labor organization (i.e., union) for the purpose of establishing, through the process of collective bargaining, certain provisions covering wages, and other terms and conditions of employment for the employees represented by the labor organization

Note: Both the City of Chicago and Cook County provide financial and other assistance to the Board of Elections. However, the Board of Elections hires independently from the City's Department of Human Resources process.

Where and when is this data from?

The data comes from the Department of Human Resources’ Chicago Integrated Personnel and Payroll Systems (ChIPPS) system. The time stamp at the top right-hand side of the page indicates when the data is pulled. The data is refreshed each day.

Why is this data slightly different from the Inspector General’s employee dashboard?

You may find slight discrepancies between this page and the Inspector General’s (OIG) data portal. The goal for the OERJ Workforce Equity Dashboard is to highlight the City’s workforce diversity data in an accessible and user-centered way. In general, these are minor differences can be attributed to how frequently we pull the data and some small differences in categorization.

The following departments are included because they are under the city’s formal budget. Other city agencies - such as Chicago Public Schools and the Chicago Park District - have their own agency budgets and HR systems.

Administrative Hearings

Assets, Information and Services (AIS)

Animal Care & Control (CACC)

Aviation (CDA)

Board of Ethics

Budget & Management (OBM)

Buildings (DOB)

Business Affairs & Consumer Protection (BACP)

Chicago Board of Elections

City Council

City Treasurer (CTO)

Civilian Office of Police Accountability (COPA)

Clerk

Commission on Human Relations (CCHR)

Cultural Affairs & Special Events (DCASE)

Family & Support Services (DFSS)

Finance (the Comptroller's Office)

Fire (CFD)

Housing (DOH)

Human Resources (DHR)

Inspector General (OIG)

Law (DOL)

License Appeal Commission (LAC)

Mayor's Office for People with Disabilities (MOPD)

Office of Emergency Management & Communications (OEMC)

Planning and Development (DPD)

Police (CPD)

Police Board

Procurement Services (DPS)

Public Health (CDPH)

Public Library (CPL)

Public Safety Administration (OPSA)

Streets and Sanitation (DSS)

Transportation (CDOT)

Water Management (DWM)