SF4625

Purpose

This bill updates Ramsey County’s local government personnel system and related rules. It changes terminology, moves certain positions to unclassified service for consistency, and repeals or updates older language. It also makes technical changes to several Minnesota statutes related to county HR practices.

Key Provisions

• County personnel system definition

  • Defines what counts as the county personnel system (all county government employees funded by the county board).
  • Excludes certain categories (elected officials, the Saint Paul-Ramsey Medical Center Commission and related court offices, and other specific roles not subject to the county system).

• Chief Human Resources Officer (CHRO) and structure

  • Creates or designates a Director/Chief Human Resources Officer who is appointed by the Ramsey County executive director and approved by the county board.
  • The CHRO/Director is in the classified or unclassified service as determined, and reports to the Ramsey County executive director.

• Roles and responsibilities

  • The CHRO/Director provides personnel management services, enforces county personnel rules, and carries out duties in the county HR statutes (sections 383A.281 to 383A.301).

• Rulemaking

  • The CHRO/Director prepares rules to implement 383A.281 to 383A.301.
  • Rules require county board public hearings and have the force of law once approved.

• Collective bargaining

  • The executive director or county manager is the chief labor negotiator (with designees as needed).
  • Final approval of all collective bargaining agreements rests with the county board.
  • Terms in collective bargaining agreements govern compensation for represented employees and can supersede county rules if not in conflict with law.

• Payroll certification

  • The CHRO/Director certifies payrolls to ensure payments go to people properly appointed under the statutes and rules.
  • Payroll certification must occur before payments are made.

• Evaluation and planning

  • The county board sets performance indicators for the HR system.
  • The CHRO/Director reviews staffing needs, job classifications, training, and salary structures and reports to the board.

• Appointments, classifications, and appeals

  • Before new appointments to the county personnel system, the CHRO certifies proper appointment.
  • The CHRO maintains and administers a classification and salary plan and places positions into appropriate classes.
  • If a position is unique, the department head is consulted before classifying.
  • Appeals of classification decisions go to the CHRO; there is no further appeal to the Personnel Review Board.

• Reclassification and unclassified transitions

  • The CHRO conducts reclassification studies (typically within 60 days) and implements changes.
  • If a position becomes unclassified, the employee is moved to a comparable classified position (or to a suitable position elsewhere in the same department) with salary protections until it is comparable again.

• Unclassified positions list (examples)

  • Includes positions held by elected officials and certain staff, directors, doctors, judges, election officials, special police, county and district court-related roles, the Second Judicial District office, sheriff and chief deputy, county attorney staff, and other listed roles.
  • Also allows the county board to designate additional positions as unclassified.

• Classified managerial positions

  • The CHRO designates certain classified positions as managerial, exempt from routine exam/certification processes.
  • Managerial positions are filled via open application and screening, in consultation with bargaining units.

• Eligibles and hiring processes

  • The CHRO prepares eligible lists and governs their use.
  • Temporary and provisional appointments can be made under specified conditions, with rules about eligibility and certification.

• Disciplinary actions and document production

  • The CHRO can request relevant documents or witness testimony in disciplinary actions.
  • The process includes timelines for producing documents and appearing for statements or hearings, with potential court costs if a party refuses to comply.

• Benefits and layoffs

  • The CHRO sets benefits (hours, sick leave, vacation, health insurance, life insurance, etc.) for classified and unclassified staff, subject to county board approval and applicable law.
  • The CHRO develops rules for layoffs and reemployment based on seniority.

• Repeals

  • Repeals Minnesota Statutes sections 383A.298 and 383A.301.

Significant Changes to Existing Law

• Establishes a centralized Ramsey County leadership for HR (CHRO/Director) with clear reporting to the executive director.
• Formalizes rulemaking, collective bargaining roles, and payroll certification processes.
• Broadly reorganizes how positions are classified, reclassified, and moved between classified and unclassified status.
• Expands the list of unclassified positions, including many high-level and specialized roles, and creates criteria for adding new unclassified positions.
• Introduces explicit managerial classifications in the classified service and a process for open hiring for those roles.
• Adds detailed processes for temporary and provisional appointments, document production in discipline cases, and layoff procedures.
• Repeals two existing statute sections, removing older language and replacing it with updated provisions.

Practical Effects

• Ramsey County gains tighter control and formal processes for HR decisions, including hiring, classification, and pay.
• Elected officials and many high-ranking positions may move into or out of unclassified status, affecting job security and hiring procedures.
• Rules and bargaining processes become more formalized, with clearer roles for the CHRO and county leadership.
• Some obsolete statutory language is removed, aligning county procedures with modern HR practices.

Relevant Terms - Ramsey County executive director - chief human resources director officer (CHRO/Director) - county personnel system - classified service - unclassified service - classification plan - personnel rules - collective bargaining - exclusive representative (labor union) - payroll vouchers/certification - reclassification - temporary appointments - provisional appointments - eligible lists - managerial positions - Second Judicial District administrators office - elections officials and staff - unclassified position categories (examples: elected officials staff, department directors, doctors, judges, sheriff staff, county attorney staff) - benefits (sick leave, vacation, health insurance) - layoffs and seniority - Production of documents in disciplinary actions - repeal of sections 383A.298 and 383A.301