author: Rep. K. Lee; co-sponsor: Liz Lee
HF 4455 makes targeted updates to Ramsey County’s human resources (HR) framework to align terminology and governance with other county HR structures. It revises the county personnel system definitions, moves certain positions into or out of unclassified status for consistency, repeals obsolete provisions, and implements technical changes to statutes governing the Ramsey County HR system.
Section 1: Redefines “County personnel system” to describe all county-funded employees within county departments/agencies and joint city-county entities, while excluding certain categories (elected officials, court-related staff, certain state-defined exemptions like the court administrator, etc.).
Section 2: Changes the Director/Chief Human Resources Officer (CHRO) role.
- The Director/CHRO is appointed by the Ramsey County executive director/county manager based on merit and competitive examination.
- The role will be in the classified/unclassified service and reports directly to the Ramsey County executive director.
Section 3: CHRO responsibilities clarified to provide personnel management, enforce county personnel rules, and implement sections 383A.281–383A.301.
Section 4: Rulemaking authority for implementing sections 383A.281–383A.301; requires a public hearing before the county board.
Section 5: Collective bargaining framework.
- The executive director/county manager or designee acts as chief labor negotiator.
- The county board approves all collective bargaining agreements.
- Existing bargaining agreements supersede county HR rules to the extent lawful.
Section 6: Payroll voucher certification duties assigned to the CHRO or designee; certification required for payroll payments for positions governed by sections 383A.281–383A.301.
Section 7: The county board will establish performance indicators; CHRO periodically reviews staffing needs, classifications, salaries, and provide reports.
Section 8–12: Classification and reclassification processes; timelines (e.g., reclassification study within 60 days) and appeals limited to CHRO; specifies procedures for reviewing classification actions.
Section 13: Rules on unclassifying positions and transfer/compensation protections if a position becomes unclassified.
Section 14–15: Detailed enumerations of which specific Ramsey County positions are designated as unclassified or may be designated as unclassified by the county board, including leadership roles (county manager, executive director, county attorney, sheriff, etc.) and other high-level/administrative posts.
Section 16–17: Procedures for waivers of competitive examinations and designation of classified managerial positions; open application approach for designated managerial roles.
Section 18–23: Miscellaneous HR provisions on eligibility lists, temporary/provisional appointments, production of documents in disciplinary actions, and other disciplinary proceedings related to the Personnel Review Board.
Section 24–25: Employee benefits, hours, leaves, and layoff procedures within classified and unclassified service.
Section 26–27: Repeals two 2024 statutes (383A.298; 383A.301) and sets an effective date contingent on compliance with statutory Sch. 645.021 requirements.
If you’d like, I can provide a side-by-side comparison with current Minnesota Statutes or a plain-language quick reference of who becomes unclassified and who remains classified.
