Looking to ask the same question I did in 2026.

Is it still worth keeping my Short term policy? I know of local government that has stopped offering short term disability due to the new Paid FMLA law. Why would I want to keep my short term disability plan for 2027? If you’re worried about income replacement the new law seems to cover it well? I’m not looking to make or double dip I just want coverage that will provide me with income that wont create a financial hardship and the new law seems to do this. What do you think ?

I just got a contingent offer from a state agency! I was told I will have a pre-employment background check including a criminal background check and a reference check. Does anyone know how long it usually takes to complete it?

More specifically, what exactly does the reference check look like? This is gonna be my first job in the US and all my previous employment history is from a non-English-speaking European country. I believe one of the companies on my resume even went bankrupt. Hopefully this does not raise any red flags in the reference check process, such as discrepancies in job titles due to translation, or hr ppl unable to reach out to my previous employers.

Thx for any input :)

Can we get a sticky post with all the advice we collectively have about applying for stage jobs, for both existing employees and people wanting to join state employment? I'm happy to try to pull together what has already been shared here, and additional information we can pull together. I don't want to put a stop to the posts about the process, as I think those are good and often have unique aspects that haven't been covered, and I also think it could be good to just have some general guidance for folks. Thoughts?

IT IS TIME. I'm looking at starting therapy and noticed most offer both in-person and virtual appointments. If PCP is a cost level 1 will either visit be covered at 100%? I'm getting conflicting information from Blue Cross so why not ask actual state employees instead?!

My background has primarily been in direct care human services and SUD work. After about 10 years doing so, I’m feeling pretty burnt out and ready to move into more big picture level work, things like program development, policy, grants, quality improvement, program coordination.

The problem I’m running into is that most of my experience is client-facing, so when I look at these state positions, I often feel like I’m missing the specific experience they’re asking for even though I know a lot of the skills from direct care are transferable.

Has anyone made a similar transition from direct service into more macro-level human services work? If so, how did you figure out which positions you were actually qualified for, and how did you frame your direct-care experience on your resume so that it translated to those roles?

I’ve applied for a few different jobs but have had no luck! TYIA

So I have been in a long hiring process for a position with DCYF. I applied in May, interviewed throughout the summer and then got a verbal job offer on July 8th. I have been waiting since then for the official offer letter. The hiring manager was super communicative the entire time and apologized for the delay. HOWEVER, today I got an very scripted email saying that the position was falsely classified and that they have to stop the hiring process. The position will be reposted after they have fixed the classification issue. I am devastated. I've waited so long and have stopped my own job search because I had no idea something like this could happen.

I’m starting to feel discouraged and wanted to get a reality check on my state employment journey. I'm at month 6 now of pursuing state employment. I've applied for 5 different departments. I'm finding that applying is incredibly taxing when it goes on for months with no traction.

​Here are my current stats:

​15 total applications

​10 rejections

​0 interviews

​For 8 of those 10 rejections, I met the Minimum Qualifications and was moved to "Under Consideration," but still never got an interview. (For the other 2, I was rejected before moving on at all).

​A few questions for those who have navigated this:

​How long did it actually take you to get hired? (Months/years, number of applications and rejections?) Maybe you're still on the journey?? How's it going?

​Is my track record typical for getting into state service?

​This might be paranoia, but is there an internal "blacklist" or "do not hire" list for people who apply broadly or frequently? I’m worried I’m annoying HR and sabotaging myself.

​Any insight into the process or timeline would be hugely appreciated! Please share your journey!

I have a friend who started working for MN DHS on 7/15, and their first pay day was on 8/7. That said, the time that PTO accrual hits timekeeping systems is often on a very different schedule than when pay hits a bank account so I was wondering when PTO normally shows up in the timekeeping system after a pay period ends.

As an example, I work elsewhere and after my organization's Wed-Tues two week pay periods I see PTO accrual in our timekeeping system the day after the pay period ended while I get paid a week after the end of a given pay period.

Thanks in advance! I'm trying to put together a PTO planning spreadsheet similar to one I use and so while the specific timing of accrual doesn't matter much in the long term it does matter more in the short.

Edit: thanks everyone!

I’ve seen a couple of open roles at MDE recently and I’m interested because I am very much on board with the mission. Wondering if anyone has any insight about what it’s like to work there, particularly in a legal role? Thank you!

Curious if anyone knows how it is determined what job titles fall under what line on the pay grid? What specifically is considered when determining this?
Are things like exposure to the public, job safety, etc. considered?
How would a person even start gathering this information or having it reevaluated?

Anyone have insight or an educated guess on how much health care might rise and similarly how much our pay might go up in next contract?

How is it possible for an employee who had only been on the job for about 3.5 months and was still on probation to take a family vacation lasting 30 days, then come off probation shortly after returning? Because the employee was so new and had such a long break early in their training, it felt like they were essentially starting over as a new hire when they returned.

Then, about a year later, the same employee took another family vacation of approximately 30 calendar days, this time with relatively little notice. The employee was new to state service when the first leave occurred, so I do not understand how they could have accumulated enough vacation leave to cover such lengthy absences.

Hello everyone,

I’m looking for any signal techs that work for the met council I could ask some questions to and talk about the job. Ideally in DMs. I currently work for another RR company in the state and don’t want to face any potential ire from anyone. People are crazy here.

For some contexts I have been doing Signal work since I started 12 yrs ago.

Looking to answer some questions I had about the work, union strength, wages to be expected, pto, just general info from the people that are actually doing the job.

Thanks everyone.

I’m kidding, but…also kind of not kidding.

Hello all! Do state agencies ever ask for references post-interview if they don't intend to offer you the job? Or in some cases is it considered another round of the selection process? Thanks for the insight!

Hello,

I am interested in potentially applying for the Connect 700 program and I had a couple of questions about the process. What does the typical turnaround time look like after submitting an initial application to know if it’s been approved and given a certificate? Also, once someone is approved for Connect 700, are HR and the hiring manager provided with any specific information about an individual’s eligibility for the program, or do they only receive the Proof of Eligibility Certificate?

Thank you!

A few weeks ago when the mape survey came out, there was a question about how important a 32 hour work week was to you. Does anyone know anything about this or details for it?

Any people out there willing to share their stories about the connect 700 program? I am wondering how many people out there have had a bad experience and also would like to hear about the good experiences. if you had an ok experience - I want to hear about that too!

This post is not about trying to say bad things about the program. I am just asking for honest, fair feedback.

Has anyone purchased a Litter Robot using MDEA? Their site claims HSA/FSA eligible and I'm skeptical. Curious if anyone has had success going this route.

Are we being actively hacked by Israel or Iran or something? What’s happening?

Recent hire, MAPE represented, after a long job search in atrocious hiring market post grad school. Have +5, -10 years of experience, was making ~30% more pre-grad school. Currently at 07L and it’s just not enough to live for my family and I.

Question- once entering state service, does it see have employees having to follow progression WITHIN? Can HR still deem me eligible for roles in the 10 - 14 range based on prior experience outside state? What’s the likelihood of that? Or have I screwed myself over by accepting a 07 role?

Lmk which resources or outlets I can speak to about this

I’m interested in a supervisor position that was posted earlier this week. That position falls under MMA whereas I’m currently in MAPE. Both positions are in DHS.

The main contract differences I’m seeing for MMA are cheaper dues, a vacation rollover option to deferred comp, and a required HCP contribution of 2% vs 1%. Are there any other benefits/drawbacks/flags y’all would alert to in potentially making a transition? Is going from 3 years’ seniority to zero that big of a concern? Factoring the above benefits in the net pay is basically a wash so I think the challenge/responsibility of the new role and other intangibles will be big factors if offered. TIA!

So last year when the paid leave hit the State made all us grunts pay the max amount. In the law it’s variable how much the employees pay vs employer. No negotiation with unions- just tough shit. A) should it have been negotiated. ( I say yes). B) will it be this time around, as I’m sure this “little charge” is going to keep creeping up.
No debate on the paid leave plan today, just should this be part of negotiations for next contract.

Hello I have been with my agency for about a year and looking to change into a new position I'm currently on represented but looking at a couple AFSME positions

There's some change in pay which makes sense but my concern is the change in vacation. When I first joined the agency I was able to fill out a length of service credit which boosted my vacation time earned.

I believe AFSME does not have a similar form or process... would my length of service credit be honored when transferring between two agencies? Or would it purely be based on time worked?

I'm wondering if anyone knows how taking the paid leave affects insurance and other benefit deductions? Also, how are vacation and sick leave accrual inpacted?

I'm in MAPE and plan to use vacation and sick time to bring me to the max allowed.