SF4625 (Legislative Session 94 (2025-2026))
Ramsey County human resources personnel structure terminology update
Related bill: HF4455
AI Generated Summary
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
Bill text versions
- Introduction PDF PDF file
Upcoming committee meetings
- State and Local Government on: March 24, 2026 11:00
Actions
| Date | Chamber | Where | Type | Name | Committee Name |
|---|---|---|---|---|---|
| March 23, 2026 | Senate | Action | Introduction and first reading | ||
| March 23, 2026 | Senate | Action | Referred to | State and Local Government |
Citations
[
{
"analysis": {
"added": [
"Defines County personnel system as including all county government employees and certain joint city-county employees funded by the county board."
],
"removed": [
"Removes prior ambiguous language by listing specific included and excluded categories (e.g., elected officials, Saint Paul-Ramsey Medical Center Commission, court administrator, examiner of titles)."
],
"summary": "Amends the county personnel system definition to clarify who is included in the Ramsey County personnel framework.",
"modified": [
"Recasts the scope of the county personnel system to explicitly include or exclude enumerated groups."
]
},
"citation": "383A.281",
"subdivision": "Subd.13"
},
{
"analysis": {
"added": [
"Specifies appointment by the Ramsey County executive director/county manager upon merit and fitness and competitive examination."
],
"removed": [],
"summary": "Establishes the Director/Chief Human Resources Officer position responsibilities and reporting structure in Ramsey County.",
"modified": [
"Clarifies that the director/chief human resources officer shall be in the classified or unclassified service and report to the Ramsey County executive director."
]
},
"citation": "383A.283",
"subdivision": "Subd.2"
},
{
"analysis": {
"added": [
"Assigns duties to provide personnel management services and enforce personnel rules per sections 383A.281 to 383A.301."
],
"removed": [],
"summary": "Defines the role and responsibilities of the chief human resources director/officer.",
"modified": [
"Reiterates reporting and responsibility framework within the county personnel system."
]
},
"citation": "383A.283",
"subdivision": "Subd.3"
},
{
"analysis": {
"added": [
"Requires rules to implement the sections and establishes public hearing requirements and notice provisions."
],
"removed": [],
"summary": "Mandates rulemaking to implement sections 383A.281 to 383A.301, including processes for public input.",
"modified": [
"Rules shall have the force and effect of law and may be amended or repealed in the same manner as adopted."
]
},
"citation": "383A.284",
"subdivision": "Subdivision 1"
},
{
"analysis": {
"added": [
"Designates the executive director/county manager as chief labor negotiator and references the role of exclusive representatives under chapter 179A."
],
"removed": [],
"summary": "Outlines collective bargaining framework for Ramsey County employees.",
"modified": [
"Notes that the compensation terms in the absence of any provision in the agreement are governed by the collective bargaining agreement and prevail over inconsistent rules unless otherwise prohibited by law."
]
},
"citation": "383A.284",
"subdivision": "Subdivision 2"
},
{
"analysis": {
"added": [
"Requires payroll certification by the chief human resources officer or authorized agent to ensure compliance with sections 383A.281 to 383A.301."
],
"removed": [],
"summary": "Payroll voucher certification and payment integrity provisions.",
"modified": [
"Prohibits Ramsey County disbursing or auditing personnel payments without proper certification."
]
},
"citation": "383A.284",
"subdivision": "Subdivision 3"
},
{
"analysis": {
"added": [
"Requires establishment of performance indicators and annual monitoring."
],
"removed": [],
"summary": "Performance evaluation requirements for the personnel management system.",
"modified": [
"Calls for periodic review and evaluation of staffing needs, classifications, salary schedules, and related development."
]
},
"citation": "383A.284",
"subdivision": "Subdivision 4"
},
{
"analysis": {
"added": [
"Requires certification that new appointments comply with sections 383A.281 to 383A.301 and applicable rules."
],
"removed": [],
"summary": "Certification of appointments to the county personnel system.",
"modified": [
"Ensures certification as a prerequisite for new appointments."
]
},
"citation": "383A.284",
"subdivision": "Subdivision 5"
},
{
"analysis": {
"added": [
"Mandates maintenance, revision, and administration of a classification and salary plan."
],
"removed": [],
"summary": "Classification plan maintenance and administration.",
"modified": [
"Integrates classification planning into the county HR framework."
]
},
"citation": "383A.285",
"subdivision": "Subd.2"
},
{
"analysis": {
"added": [
"Requires consultation with department heads for unique positions before classifying."
],
"removed": [],
"summary": "Placement of positions within the classified service and creation of new classes.",
"modified": [
"Defines process for class creation and position placement within the classification system."
]
},
"citation": "383A.285",
"subdivision": "Subd.3"
},
{
"analysis": {
"added": [
"Allows review by the HR director and specifies limits on appeals to the Personnel Review Board."
],
"removed": [],
"summary": "Appeals process for classification or reclassification.",
"modified": [
"Establishes pathway for challenges to classifications while limiting further appeals."
]
},
"citation": "383A.285",
"subdivision": "Subd.4"
},
{
"analysis": {
"added": [
"Requires a reclassification study within 60 days of a request."
],
"removed": [],
"summary": "Reclassification study requirements.",
"modified": [
"Links implementation of changes to timely execution and comparable qualifications."
]
},
"citation": "383A.285",
"subdivision": "Subd.5"
},
{
"analysis": {
"added": [
"Provides framework for unclassified-to-classified transfers when positions become classified."
],
"removed": [],
"summary": "Rules related to unclassified positions and transfers.",
"modified": [
"Protects employee pay and ensures transfer aligns with new class and grade."
]
},
"citation": "383A.285",
"subdivision": "Subd.10"
},
{
"analysis": {
"added": [
"Enumerates categories of unclassified positions (elected officials, assistants, department heads, medical center CEO, etc.)."
],
"removed": [],
"summary": "Listing of unclassified positions.",
"modified": [
"Creates explicit lists of positions eligible for unclassified status."
]
},
"citation": "383A.286",
"subdivision": "Subd.2"
},
{
"analysis": {
"added": [
"Sets criteria for the designation of additional unclassified positions by the county board."
],
"removed": [],
"summary": "Authority to designate additional unclassified positions.",
"modified": [
"Provides certification by the HR director and potential appeal to the Personnel Review Board."
]
},
"citation": "383A.286",
"subdivision": "Subd.3"
},
{
"analysis": {
"added": [
"Establishes procedure to refer qualified applicants without ranking/certification for routine unskilled vacancies."
],
"removed": [],
"summary": "Waiver of competitive examinations for routine unskilled classifications.",
"modified": [
"Exempts certain applicants from standard ranking and certification requirements."
]
},
"citation": "383A.288",
"subdivision": "Subd.5"
},
{
"analysis": {
"added": [
"Creates criteria for identifying managerial positions within the classified service."
],
"removed": [],
"summary": "Managerial classifications in the classified service.",
"modified": [
"Exempts designated managerial positions from typical exam/certification requirements; requires open application process."
]
},
"citation": "383A.288",
"subdivision": "Subd.6"
},
{
"analysis": {
"added": [
"Requires preparation of eligible lists as provided in this section."
],
"removed": [],
"summary": "General provisions for eligibility lists.",
"modified": [
"Defines initial framework for eligibility determination."
]
},
"citation": "383A.289",
"subdivision": "Subdivision 1"
},
{
"analysis": {
"added": [
"Specifies duration for eligibility lists as determined by the HR director."
],
"removed": [],
"summary": "Term of eligibility for eligibility lists.",
"modified": [
"Clarifies term length for eligibility lists."
]
},
"citation": "383A.289",
"subdivision": "Subdivision 3"
},
{
"analysis": {
"added": [
"Authorizes certification of eligibles in accordance with rules adopted under 383A.284(Subdivision 1)."
],
"removed": [],
"summary": "Certification of eligibles under county rules.",
"modified": [
"Aligns eligibility certification with rule framework."
]
},
"citation": "383A.291",
"subdivision": "Subd.1a"
},
{
"analysis": {
"added": [
"Allows temporary appointments up to six months in any 12-month period."
],
"removed": [],
"summary": "Temporary appointments authority.",
"modified": [
"Encourages certification of qualified eligibles for temporary roles when feasible."
]
},
"citation": "383A.292",
"subdivision": "Subdivision 1"
},
{
"analysis": {
"added": [
"Permits provisional appointments for up to six months when no eligible list is available."
],
"removed": [],
"summary": "Provisional appointments when no eligible list exists.",
"modified": [
"Defines time-bound provisional hiring authority."
]
},
"citation": "383A.292",
"subdivision": "Subdivision 2"
},
{
"analysis": {
"added": [
"Authorizes the CHRO to request documents and testimony for disciplinary actions."
],
"removed": [],
"summary": "Production of documents in disciplinary actions.",
"modified": [
"Establishes process for document production, appearances, and district court costs if necessary."
]
},
"citation": "383A.294",
"subdivision": "Subd.6"
},
{
"analysis": {
"added": [
"Gives the CHRO authority to set hours, leave, health insurance, and other fringe benefits subject to county board approval."
],
"removed": [],
"summary": "Benefits for classified and unclassified staff.",
"modified": [
"Bundles employee benefits under CHRO authority with board oversight."
]
},
"citation": "383A.295",
"subdivision": "Subdivision 1"
},
{
"analysis": {
"added": [
"Directs the CHRO to adopt rules for layoff and reemployment based on seniority."
],
"removed": [],
"summary": "Layoff and reemployment rules.",
"modified": [
"Incorporates seniority-based layoff framework."
]
},
"citation": "383A.295",
"subdivision": "Subdivision 2"
},
{
"analysis": {
"added": [],
"removed": [
"Repeals Minnesota Statutes 2024 sections 383A.298."
],
"summary": "Repeal of statutes.",
"modified": [
"Affects the statutory framework by removing provisions previously codified at 383A.298."
]
},
"citation": "383A.298",
"subdivision": ""
},
{
"analysis": {
"added": [],
"removed": [
"Repeals Minnesota Statutes 2024 section 383A.301."
],
"summary": "Repeal of statutes.",
"modified": [
"Affects the statutory framework by removing provisions previously codified at 383A.301."
]
},
"citation": "383A.301",
"subdivision": ""
},
{
"analysis": {
"added": [
"Specifies applicability of Minnesota Statutes chapter 179A to Ramsey County employee representation."
],
"removed": [],
"summary": "Collective bargaining framework referenced for Ramsey County employees.",
"modified": [
"Incorporates chapter 179A as the governing framework for exclusive representation in collective bargaining."
]
},
"citation": "179A",
"subdivision": ""
}
]Progress through the legislative process
In Committee