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Minnesota Office of the Secretary of State

Law Provides:  The DOER commissioner is the chief personnel and labor relations manager for the executive branch of state government (in its role as an employer). DOER’s responsibilities and functions are defined in Minnesota Statutes, Chapters 43A, 176, 179A, 15.46, and 471; Minnesota Rules 3900–3920.

Commissioner: Patricia Anderson, (651)296-3095 
Appointed: 2007   
Salary: $108,400

Eagan. University of Minnesota, B.A., international relations; Hamline University, M.A., public administration. Small business owner, Eagan city council member (1992–1998), mayor of Eagan (1999–2002), state auditor (2003–2006).


Centennial Office Bldg., Suite 200, 658 Cedar St., St. Paul 55155
(651)259-3637, TTY:  (651)297-2003
Web site:

Deputy Commissioner for Labor Relations: Paul Larson, (651)259-3770
Assistant Commissioner for Agency Operations: Wendy Dwyer, (651)259-3602
Director for Center for Healthcare Purchasing Improvement: Dave Haugen, (651)259-3763

Function: The department administers the state’s merit system and provides human resource products and services to 120 state agencies, boards, and commissions; negotiates and administers labor agreements and develops and administers compensation plans covering 36,250 state executive branch employees; and develops, implements, and manages employee and dependent insurance benefits for over 120,000 covered lives and workers’ compensation benefits for employees of the executive, legislative, and judicial branches and to quasi-state agencies.

Human Resource Management Division is responsible for the management of state hiring and employment through research, development, and enhancement of statewide systems for job applicants, hiring managers, supervisors, and state agency human resource offices.  The division provides services to all state agencies with direction, development, and maintenance of the applicant process, selection process, classification, and training to maximize state agency efforts to attract, hire, and retain a diverse workforce.  In addition, the division works with state agencies to establish and maintain a statewide system designed to ensure that equal opportunity, affirmative action, diversity, and ADA best practices are implemented in the state’s recruitment/selection process and work environment.  The division also provides workforce planning guidance and information to state agencies.

Labor Relations and Total Compensation Division negotiates and manages the total costs of labor contract settlements, and ensures allocation of resources in ways that maximize value to employees, while recognizing the state’s budgetary responsibilities.  It represents the state in grievance arbitrations.  It also administers the state’s compensation system and monitors local government subdivisions to ensure their compliance with the Local Government Pay Equity Act.

Employee Insurance Division plans, develops, administers, and manages state employee insurance benefits that are competitive in the labor market.  The division ensures that such benefits are affordable and structured so that they enhance employee productivity, satisfaction, recruitment, and retention.  In addition, the division administers the State Workers’ Compensation Program, providing services and administering benefits for state employees who are injured on the job.

Information Systems Division provides a comprehensive information management program to the agency and support for statewide systems.  The division designs, develops, implements, and maintains the state’s payroll, human resources, and employee insurance systems.

Center for Health Care Purchasing Improvement helps align the state’s health care performance measurement and purchasing efforts so that the state receives greater value in health care.  The center aids in the adoption of best practices and the implementation of health care improvement strategies across state government agencies and in concert with private sector partners. 

Last updated: 6/1/2009 2:52:59 PM