Meet and Confer General Professional System Maintenance Study DPA/DHR April 2016
What is a System Maintenance Study? System Maintenance Study: The process used to determine classes and/or pay grades and to properly place all affected positions into new classes. Job Evaluation System: Methodology used to assign positions to levels within The State’s classification framework.
Why the General Professional Series? • In 2014, the Department of Personnel & Administration (DPA) received a recommendation from the State Auditor to refine the generic classifications for General Professional to improve the precision of market comparisons when establishing pay ranges. • This comparison is critical to the maintenance of the State’s compensation structure and ultimately our ability to ensure State employee pay is aligned with prevailing market pay.
Why the General Professional Series? • Consultation with a private-sector compensation vendor confirmed that a deconsolidation of classes could provide for a more precise comparison of state jobs to the market. • As a result, a deconsolidation of the General Professional class series will occur in two phases.
Phase I • DPA Compensation Unit created class series specific for professions. • All General Professional positions placed in appropriate new job classes using the most recent job description. • The official change of job title will occur on July 1, 2016.
• This phase will have NO impact on pay ranges, on individual employee salaries or on working titles.
Phase I • Example: CURRENT
GP III – Marketing Professional
NEW
Marketing Communications Specialist III
• Crosswalk available online at the DHR website.
What does this mean for you? • A new job title. • Pay will be evaluated and reflective of your specific profession.
Phase II • Evaluate pay ranges for the newly created class series. • Annual salary survey process: DPA will continue to gather the necessary market data to determine if changes to pay ranges for any of the new class series are necessary to maintain prevailing pay.
Phase II • Recommendations for pay range changes, if any, will be made in August of 2016 for implementation on July 1, 2017 and each year thereafter, as appropriate. • As is true each year, such recommendations are subject to available funds and must be approved by both the Governor and the state legislature.
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