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Curriculum IV · Employee life cycle
Who we attract, hire, onboard, develop, sponsor, hear, and exit — and who each gate was built for.
45–60 minutes · 8 lessons · Voluntary learning
Other titles are how Minnesotans meet DHS. This title is how employees meet DHS.
Classified staff, intern, contractor, appointee. The same default can meet all of them. The gates they get are not identical.
Each later course is one gate. This lesson is the map so you can choose by the work you actually touch.
Sameness-as-fairness at a posting, a panel, a 90-day, a survey blend.
Acceptance names who the 90-day was built for. Adaptation moves a channel, or writes why it stays identical.
Discipline, labor, veterans’ preference, ADA in employment: use the door. EOAD is a door and a later course.
Related, not identical. Keep the hire practice you already have. Go deeper here.
Choose. Toolkit before the lock if it is a packet. Then the gate course when it is live.
Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.
The employee life cycle is a system, not a poster. At the Minnesota Department of Human Services, equity lives in the posting, the panel, the first ninety days, the survey blend, who gets a sponsor, and who leaves. This course is the map for every employee — classified staff, intern, contractor, appointee. Voluntary. No score. You will name which gate you actually touch, who it was built for, and which doors you will not improvise.
A poster is allowed. It is not the posting, the panel, or the 90-day.
Use this aid while applying The Employee Life Cycle as a System to a live DHS work object.
Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.
Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.
Lens on actions. Measurable change. People decisions are actions.
Use on a hire packet, a 90-day design, or a survey response before the lock.
The hire already lives here. The life-cycle titles go deeper. Both stay.
Tokenism in mentorship and who is asked to educate — a people-system trap.
Statewide evidence for a later gate. Not the staff-facing file.