Project consolidates job classes June 3, 2015 Employees subject to the State Human Resources Act fall primarily under two compensation systems, both of which need updating. About two-thirds of state agency employees are in the “graded” system and one-third are in the “banded” system (university system employees are all banded). The Statewide Compensation System Project will create one unified system with one set of salary administration policies for all positions at all agencies. Some of the goals of the Project include: · Enact salary structures more aligned with labor market data · Allow for more consistent means to progress within a level · Reduce the number of classifications for easier administration · Update the classification/occupational structure (job families and branches) · Introduce salary polices that will allow for market-based increases and performance pay · Collect current position description information in order to make classification decisions in the new system · Modernize the collection and analysis of position descriptions using new technology · Modernize the collection and analysis of labor market data at OSHR using new technology Agencies have already begun collecting updated position descriptions using the technology tool, PeopleAdmin, and will continue to do so through the end of the summer. New salary structures are being developed using the market analysis tool, MarketPay, and these should also be completed by the end of the summer. We are also in the process of developing new classifications and should have these set up by the end of 2015. Updated salary administration policies will be put in place in 2016.
Project consolidates job classes June 3, 2015 Employees subject to the State Human Resources Act fall primarily under two compensation systems, both of which need updating. About two-thirds of state agency employees are in the “graded” system and one-third are in the “banded” system (university system employees are all banded). The Statewide Compensation System Project will create one unified system with one set of salary administration policies for all positions at all agencies. Some of the goals of the Project include: · Enact salary structures more aligned with labor market data · Allow for more consistent means to progress within a level · Reduce the number of classifications for easier administration · Update the classification/occupational structure (job families and branches) · Introduce salary polices that will allow for market-based increases and performance pay · Collect current position description information in order to make classification decisions in the new system · Modernize the collection and analysis of position descriptions using new technology · Modernize the collection and analysis of labor market data at OSHR using new technology Agencies have already begun collecting updated position descriptions using the technology tool, PeopleAdmin, and will continue to do so through the end of the summer. New salary structures are being developed using the market analysis tool, MarketPay, and these should also be completed by the end of the summer. We are also in the process of developing new classifications and should have these set up by the end of 2015. Updated salary administration policies will be put in place in 2016.
