Updates to Classification Specifications

On March 13, 2023, Governor Roy Cooper signed Executive Order 278, Recognizing the Value of Experience in State Government. Currently, most state job classifications allow experience to be substituted for education or do not require a higher education degree.  OSHR is currently working with state agencies to evaluate the minimum education and experience requirements in all state job classifications.  As a part of this process, it may be necessary to update some classification specifications. To learn more about the Order, visit EO 278 FAQs.

The OSHR Classification and Compensation Section is responsible for designing and administering the state’s programs and systems and serves as a consultant with state agencies and the UNC System Office to determine appropriate strategies and solutions in meeting classification and compensation objectives.  To accomplish this, we:

  • Establish compensation and classification policies, procedures and guidelines that provide consistency, appropriate levels of flexibility for agencies to manage their business, and paths for employee career development;
  • Conduct extensive classification and compensation labor market research and studies; 
  • Monitor internal practices and emerging trends on substantive classification and compensation matters in external labor markets;
  • Measure the competitive posture of our salary structures and recommend adjustments accordingly;     
  • Establish, revise, consolidate, or eliminate classes of work and determine pay grade levels in accordance with the State Human Resources Act;   
  • Train agency classification and compensation employees in the processes of developing and documenting job analysis, conducting desk audits, and writing position descriptions; 

Class and Comp staff sitting around a conference table with representatives from Mercer.

  • Perform audits to ensure agencies are properly interpreting and applying class specifications;  
  • Interpret and communicate relevant federal, state and local laws and regulations;
  • Partner with the Office of State Budget and Management, the Office of the State Controller, and the Fiscal Research Division of the Office of the Governor regarding data integrity, sustainability and fiscal viability of existing and proposed programs; 
  • Develop recommendations for positions exempt from the State Human Resources Act; and
  • Present recommendations to the State Human Resources Commission for approval by the Office of the Governor.