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Current status of IT classification & compensation restructure (as of July 2018)

The IT restructure implementation is currently meeting the timeline. Bargaining with unions representing classified IT staff began mid-March.

We've now posted responses to many of the questions submitted via the online survey at the bottom of this page. If you do not see a response to a question you submitted, it means we are not able to publish a response at this time. Unanswered questions will be kept and, as information becomes available, updates will be made to the FAQ.

Classification structure

The proposed 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


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







Compensation structure

When do we get to see the new compensation structure?

State HR is creating a new compensation structure for these IT classifications, which will affect represented and nonrepresented employees. Compensation is a mandatory subject of bargaining and must be bargained before specific information can be shared with employees. It will likely be late fall 2018 before specific compensation information will be available.   

How will the compensation structure change? 

The state does not follow a pure market approach to setting pay. However, the use of market data, as proposed here, will provide more credible and accurate information that will allow us to determine our market standing by job level and job family. This is a major milestone for managing IT job classification compensation. In the current structure, we lack the ability to compare specific IT disciplines to the market. Current state classifications compensate by the level of work, regardless of the specialty or job family. The market compensates based on level of work and specialty. This means that current state job classes cannot be benchmarked to industry compensation surveys. The new classification structure allows for more-specific comparison by job level and job family to the market and will allow us to understand the state’s market competitiveness.

The market data will be used to guide the development of the compensation structure.  Below is a high-level overview of the compensation methodology:

  • current state: ITS 5 is paid at range 66, regardless of positions focus – Application Development, Data Management, Security, etc. Using the ITS series as an example (ITS 1-6), there are six potential pay ranges.
  • future state: Each job level + job family determines the salary range. For example, a Journey Application Developer position may not be in the same salary range as a Journey Security position. The new compensation structure has the potential for more than six salary ranges.

Initial evaluation results meetings

What's the purpose of these meetings?

State HR is meeting with each organization’s HR and IT managers to discuss concerns about their initial evaluation results. The goal is to address unintended consequences such as inversion or alignment issues. 

Why can’t employees see the results for their positions?

These initial results will not become final until the following steps have been completed:

  • Agencies, institutions and State HR have reviewed their results and addressed concerns.
  • Bargaining with the unions has been completed.
  • Any additional funding requests have been considered by the Legislature.
  • Formal adoption of the classification and compensation structure by the State HR director has occurred.

Interim process

Will my agency/institution be conducting internal evaluations?

Not until the new structure is officially adopted. In the interim period, State HR will continue to manage the evaluation process using statewide evaluation teams. We will coordinate this effort with agencies and institutions.

What is the purpose of an interim process?

The current class structure will be used until the new structure is legally adopted, which is anticipated in July 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.

Publication Date: 
Monday, July 2, 2018