Metropolitan Council of the Twin Cities
Happiness rating is 63 out of 100
3.8 out of 5 stars.
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Metropolitan Council of the Twin Cities Careers and Employment

Work happiness

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About the company

  • CEO
    Charlie Zelle
    82%
    approve of Charlie Zelle's performance
  • Founded
    1967
  • Company size
    1001 to 5,000
  • Revenue
    $1B to $5B (USD)
  • Industry
  • Headquarters
    Saint Paul, MN
  • Link
    Metropolitan Council of the Twin Cities website

The Metropolitan Council is the regional policy-making body, planning agency, and provider of essential services for the Twin Cities metropolitan region.

The Minnesota Legislature created the Council more than four decades ago to plan and coordinate the orderly growth and development of the seven-county area. The Legislature directed the Council to plan for regional systems — transportation, aviation, wastewater, and regional parks and open space. The Council’s core mission also includes efficiently operating transit, wastewater treatment services, and administering housing assistance programs for households with low incomes.

The Council's work is performed by three primary organizational divisions: community development, environmental services, and transportation, with support from administrative and service units. The Council has approximately 4,250 employees and annual expenditures of approximately $400 million to carry out its planning and service functions.

Mission: The Council's mission is to foster efficient and economic growth for a prosperous region.

Our priorities

Create a financially sustainable 21st century transportation system

Promote housing opportunities for all

Invest in infrastructure that supports economic development

Learn more

Jobs

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Saint Paul, MN

55 jobs

Salaries

Salary estimated from 1.7K employees, users, and past and present job advertisements on Indeed.

Rating overview

Rating is calculated based on 61 reviews and is evolving.

4.3320183.6720193.3320203.6720213.002022

Reviews

Application Developer 3 in Saint Paul, MN
on October 26, 2022

Had a great few years there. Great coworkers, the work is satisfying, the benefits are amazing, would have worked there until I retired if I could have. However, I had to leave after the upper management decided to bring everyone back into the office during the pandemic. We voiced our concerns, basically nobody was happy about it, and they went ahead with it anyways. I told them I wasn't comfortable putting ephemeral things like cross-team camaraderie and team building over health and safety, so if they went ahead with the return to work, I was leaving. They did, so I did.

Laboratory Analyst in Saint Paul, MN
on November 30, 2022

Pros Good benefits, great mission. I feel good helping to provide an essential public service. Good work life balance - most non-management people don’t work more than 40 hours. In my experience, folks who developed health problems separate from work were generally treated well. Can take long vacations, i.e. 4, 5, or 6 weeks, if you accrue enough time off. In both cases, management responded well to moving people around to cover the work. (tip: the union contracts with the salary, PTO, and health care schedules are very easy to google) Cons Management is inconsistent throughout the organization, and that helps create pockets that are good to work in and pockets that present certain challenges. Make sure you have a sense of how your manager knows if things are going poorly or well, and how your manager engages with the people they manage. In my experience management was very removed from day-to-day work, and relied on secondhand input from a subset of the work group. Ask if folks seem to feel equally listened to, and if both issues and successes get attention. Try to talk with at least 3 folks you would be working with. Ask if your manager can provide specific, actionable feedback. Ask if management sets clear and reasonable expectations, and provides the resources you need to meet these expectations. In my experience, I saw several cases of people needing to spend 3-5 years convincing management to do something that was obviously needed. I also saw straightforward changes get stonewalled by shifting requirements. Ask about what kind of autonomy you would have to take initiative to improve things and what level of control management exerts. In my experience, taking initiative often ended up with effectively a ‘stay-in-your-lane’ response and made me feel like I would have been better off keeping my head down. In larger government workplaces, work roles are often carefully prescribed, and I think that applies here. Depending on your manager and role, there can be little allowance for professional development. Ask about 5 types of professional development employees have been allowed to do in the past year or two. It was hard to be allowed to do anything outside of taking the professional development classes offered internally. Learning new job functions is based on what management wanted you to learn, and is based on management saying its ok for someone to spend time training you and its ok for you to spend the time learning it. I saw a pattern across my department and other departments we worked with of forgetting what had been discussed and decided after hours of meetings discussing that decision. There is no real way to report work (invalid data being reported) or people issues (ie harassment) without fearing retaliation. Salary information is available here : https://metcwages.wixsite.com/metropolitan-council

.net developer in group of automation specialists in St Paul Metro Plant
on November 23, 2022

I found the Met Council to be a very high performing organization due to the dedication of it's employees. Across departments and organizations everyone is motivated to be high performing. People at the Met Council believe that what they are doing is important (Environmental Services).

Stationary Boiler Engineer in Saint Paul, MN
on June 7, 2022

Management is terrible! They expect results without providing the tools necessary for results. Even if suggestions are agreeable, they’re never implemented. Very confrontational, treating others as inferior. They’re not happy until everyone is not happy! Hire lazy workers and allow work to get pushed off on others!

Administrative/Decline to specify in Central Office in St. Paul
on May 26, 2022

The mission is great and they love to toot their own horn about all of their great work in every aspect of everything they do. Stick around long enough and you will begin to see what's beneath that glowing facade. Do what's right and point out areas where improvement is needed and you will likely find yourself in the crosshairs and the subject of toxic workplace practices. They have their favorites who can do no wrong and their targets who can do no right. Coworkers are generally incredible folks who strive to serve the region with excellence. Management in general is functionally unfit at the foundational level, tying the hands of good managers who are trying to do their best. From the Union negotiation process through to how they address accident claims in which members of the public are harmed, there is a pervasive attitude that devalues people across the board and does not serve the region in the slightest. Executive management absolutely drives this unspoken, unwritten organizational position. Employees are leaving faster than they can be replaced and unless leadership aligns practice with the praises they sing of themselves, functionality at all levels will be lost. The modern employee will not stick around to discover the source of putrid decay once they get the first whiff that something is Rotten in Denmark, especially in the current job market. Metropolitan Council - get it together and truly serve the region by serving each and every constituent, including those who opt to serve within the organization. Align practices with the principles you flaunt daily. The people of the region deserve to be valued and respected at the individual level! You cannot be good stewards of the resources within the region without practicing what you preach.

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Questions and answers

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Interview insights

Insights from 19 Indeed users who have interviewed with Metropolitan Council of the Twin Cities within the last 5 years.

Favorable experience
Interview is average
Process takes about two weeks

Interview Questions

In my interview went over my work history, the job I was applying for was explained, there are 3 tests that I needed to come back and schedule for in a group setting. Background checks can take awhile needed to provide High school & College documentation on completion, initial drug testing as well.

Shared on August 26, 2019

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