You are here

Home » State Human Resources » Compensation & job classes » Tools & services » Current status of IT classification & compensation restructure (as of June 2019)

Current status of IT classification & compensation restructure (as of June 2019)

The IT Professional Structure will be effective July 1, 2019.

Current activities

  • The new class descriptions and ITPS salary schedule will be posted on the State HR website on the effective date, July 1, 2019.
  • The Governor signed the state budget on May 21, 2019.  This budget included the funding for the IT Professional Structure implementation.
  • The last statewide evaluation teams completed IT position description reviews the week of May 13, 2019.
  • State HR initiated a moratorium on May 17, 2019 on any IT position evaluation changes. This provides thirty working days to update the human resource management system with the new IT Professional Structure job classes and pay schedules. This is not a hiring moratorium. The purpose is strictly limited to ensuring positions are systematically transferred to the new structure and employers have time to validate and ensure accurate pay.
  • The IT Professional Structure classification and compensation was adopted by the Director at the June 13, 2019 Director's Meeting for the July 1, 2019 effective date. 
  • The new and/or revised rules resulting from the new structure were proposed for permanent adoption at the May 9, 2019 Director's Meeting and will be effective July 1, 2019.
  • We have established the statewide IT Professional Structure Coordinator's group. The new ITPS Coordinator role is included in proposed new rules (WAC). This function will be very similar to the current WMS Coordinator. The ITPS Coordinator must be a human resource professional that will serve as the agency’s/higher education institution’s subject matter expert and point of contact for the ITPS. The role of the ITPS Coordinator is to:
    • Act as the liaison between the agency/institution and State Human Resources for matters related to the ITPS.
    • Support the IT Governance Committee.
    • Provide internal training to evaluation committee members.
    • Lead agency/institution ITPS evaluation committee.
  • A statewide workgroup of agency and higher education HR and IT professionals is developing a governance framework for the new IT Professional Structure.  Once the framework for governance is finalized, anticipate the formation of a permanent Governance Committee in the Fall of 2019. 


Existing appeal rights in rule and contract have not changed for represented and non-represented employees impacted by the implementation of the IT Professional Structure.   If you disagree with the position allocation decision, you may request a Director’s Review in accordance with WAC 357-13-080. Your request must be in writing and received by the OFM Director’s Review Program within thirty (30) calendar days from the date of being provided the allocation decision.

Information on submitting an appeal is on the OFM State HR website under Reviews and Appeals, Director’s Reviews.  Additionally, the Director’s Review Program has implemented a new online submission process on the Director’s Reviews webpage.

What can be appealed?

  • Washington General Service (WGS) employees: If your position is placed in the new IT Professional Structure and you wish to appeal the placement, you can appeal job level, job family and inclusion into the new IT Professional Structure. If the position is not placed into the new IT Professional Structure, you may appeal exclusion from the new IT Professional Structure and/or new classification
  • Washington Management Service (WMS) employees: You can appeal either the inclusion or exclusion of your position from WMS.  Additionally you can appeal the job family and/or job level of the position.

 Employees should contact their organizations HR Office for information and support.

IT professional structure profile for July 1, 2019 implementation

This table shows the number of classified general government and higher education positions by job family (rows) and job level (columns) based on data as of June 3, 2019:

Job family Entry Journey Senior / Specialist Expert IT Manager IT Senior Manager Total number by job family
Application Development 176 629 190 6 34 4 1,039
IT Architecture N/A 17 98 11 22 6 154
IT Business Analysis 53 307 44 - 12 1 417
IT Customer Support 374 243 12 N/A 25 N/A 654
IT Data Management 39 254 79 - 23 1 396
IT Policy & Planning 1 10 18 - 35 37 101
IT Project Management 5 132 61 1 25 7 231
IT Quality Assurance 61 130 12 - 3 - 206
IT Security N/A 76 49 3 9 6 143
IT System Administration 145 573 141 1 18 3 881
IT Vendor Management 4 5 3 - 3 1 16
Network & Telecommunications 47 190 95 - 14 7 353
Total number by job level 905 2,566 802 22 223 73 4,591

N/A = job level does not exist in that job family.


    Classification structure

    The new classification structure consists of 12 job families and six levels of work, as represented in the table below. The cells with "x" indicate a level that does not exist in the specific job family. Benefits of this structure are:

    • Aligns with the industry, both in the private and public sectors
    • Flexible (potential to add job families) and sustainable
    • Enhanced career progression — you don’t need to supervise to be promoted through first four levels and can move between job families
    • Ability to benchmark with compensation surveys to identify market competitiveness by family and level
    • Equity across the enterprise

    The effective date of the new structure is July 1, 2019.

    Job Family



    Senior/ Specialist


    IT Manager

    Senior IT Manager

    Application Development






    Customer Support






    Data Management






    IT Architecture






    IT Business Analyst






    IT Policy and Planning






    IT Project Management






    IT Security






    IT Vendor Management






    Network & Telecommunications






    Quality Assurance






    System Administration






    When will the intial results for positions be final?

    Organizations must provide incumbents with official notification of their positions allocation.  These notifications will be happening prior to, and after, the July 1, 2019 effective date of the structure.  The following steps have all been completed:

    • Agencies, institutions and State HR have reviewed their results and addressed concerns.
    • Bargaining with the unions has been completed.
    • The collective bargaining package that includes the IT Professional Structure is funded by the Legislature.
    • Formal adoption of the classification and compensation structure by the State HR director has occurred.

    Compensation structure

    When do we get to see the new compensation structure?

    The salary schedule for the IT Professional Structure will be posted on July 1, 2019, the effective date of the new structure.  The ITPS salary schedule will be posted under the 'Special Salary Ranges' section on the State HR Salary Schedules web page.

    Additional information on the IT Professional Structure:

    Interim process

    Will my agency/institution be conducting internal evaluations?

    Agencies and institutions will conduct their own internal evaluations post July 1, 2019.

    What is the purpose of an interim process?

    The effective date of the new structure is July 1, 2019. This means that if there are positions changes such as establishments or reallocations that need to be made, they will be done under current rules and procedures. An interim process is being established to ensure that any changes are captured and updated in the proposed new structure to ensure that everything will be current when it goes live. The interim process will not supersede or affect current rules, processes or timeframes.

    The goal here is to avoid the need to re-write and re-evaluate all IT position descriptions as we get closer to the anticipated implementation date. Once new positions are established or reallocations are completed under the current structure, they will be submitted through the established quarterly review process. Teams of trained HR and IT evaluators will conduct evaluations on IT position descriptions and the results will be captured in the IT Position Evaluation Tool and communicated to the agency or institution. Positions will have “dual citizenship” — allocated placement in the current structure and evaluated placement in the proposed new structure.

    HR/IT Advisory Committee

    An HR/IT Advisory Committee has been formed to advise OFM on policy decisions for implementation of the new IT structure. The committee is composed of HR managers and CIOs from 20 organizations and OFM (Class & Comp, Rules, Labor Relations) staff, including the OFM deputy director. The committee has representatives from general government and higher education as well as large and small organizations. It meets monthly.


    Send us any questions you have via this online survey. While we won’t be able to respond directly, or may not be able to answer your question specifically, we’ll answer common questions here on the website as the implementation progresses.

    Last updated
    Tuesday, June 18, 2019