Why is this goal important?
Constant measuring of the Human Resource System’s effectiveness and efficiency is essential to ensuring the necessary staff and staffing levels for the Executive Branch.         

How will this goal be accomplished?
The Department of Employee Relations (DOER) is measuring and tracking three indicators covering the Human Resource Management system. These indicators illustrate how well DOER is delivering its human resource products and services to the executive branch of state government.

The first two indicators measure the success of DOER’s streamlined, Web-based hiring process that was implemented in 2002. This process allows agencies to rapidly post vacant positions and applicants to easily apply for jobs. The third indicator measures the cost of human resources per employee. It is a critical step to identifying the efficiency and the value of the human resource system. State data for this study is compared to a national average of HR costs.

What is DOER’s progress to date?
Minnesota state agencies have reallocated staff and funds to improve service and have seen a decrease of 7.7% in the cost of HR services per employee from 2001 to 2006. This level remains below the national average for governmental employers. DOER has met its goal of reducing the time-to-fill average job vacancies to below the national average. It has also met its goal of filling all competitive, unlimited classified positions through the multi-source hiring system.
          

Why is this goal important?
The state is committed to the development and maintenance of inclusive employment practices. A workplace that respects and values the productivity and contributions of a diverse workforce ensures that all positions are equally accessible to all qualified persons. By doing this, the state benefits from the abilities and talents of qualified members of protected groups, including women, minorities and individuals with disabilities. A way to measure this goal is by monitoring the state’s ability to retain employees as shown by a low turnover rate.    

How will this goal be accomplished? 
DOER measures the percentage of protected-group members (women, minorities and persons with a disability) in the State’s executive branch workforce as compared to protected-group members in Minnesota’s employed labor force. This measure indicates the state standings in achieving parity between its government workforce and Minnesota’s employed labor force.

DOER also measures the number of state employees who voluntarily leave state employment. Employee turnover for the public sector is typically lower than for the private sector. However, Minnesota state government has a turnover rate that is even lower than that of most other states. Low employee turnover provides a general indication that employees are satisfied with their employment.
 

What is DOER’s progress to date?
DOER has measured the percentage of protected-group members in the state’s workforce as compared to the protected-group members in Minnesota’s employed labor force. The state continues to experience a low level of turnover. However, a significant number of state employees will be eligible to retire over the next ten years. With an expected imminent increase in the level of voluntary turnover the state will need to further address this issue.

Learn more at:
DOER’s Office of Diversity and Equal Opportunity: http://www.doer.state.mn.us/odeo/ ODEO.htm
 

Why is this goal important?
As the administrator of the state’s employee insurance benefit programs it is critical that DOER provide suitable benefits to attract and retain high-quality employees while effectively managing increasing benefits costs.

How will this goal be accomplished?
DOER has been tracking and comparing the national rates of health care cost increases as compared to the State’s projected rate of health care cost increases. Moreover, DOER is working to minimize risk and gain improvements in employee health and productivity while effectively managing costs.

What is DOER’s progress to date?
The Minnesota Advantage Health Plan for state employees has had annual rates of increase lower than the national average in three of the last five years. In 2006, the health insurance premium charged for the Advantage program increased by 0.4%, compared to the national average of 7.7%. The program was able to hold premiums to a 9.9% increase in 2007, which is on track with the projected national average increase.

DOER continues to monitor the percentages of the employees using “Self-Service” online insurance and benefits enrollment. The cost of Web-based enrollment is less expensive than paper-based processes and provides employees with better service by having all information be up-to-date. DOER has been able to increase the number of employees who enroll on-line to 99% over the 38% who enrolled online in 1997. Although DOER continues to strive for 100% online enrollment there are situations which make this difficult to achieve. For example, employees on foreign travel, unexpected leaves of absence and other situations will continue to require a manual enrollment process for some time to come.

DOER's Workers' Compensation program continues to hold costs to levels below the average for businesses in Minnesota.

Learn more at:
Advantage Health Plan: http://www.doer.state.mn.us/ei-segip/health.htm
State’s Workers’ Compensation Program: http://www.doer.state.mn.us/ei-wc/eidwc.htm
DOER’s Total Absence/Risk Management Unit: http://www.doer.state.mn.us/ei-gen/Mgmt.htm
 

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