Q & A about IT classification & compensation restructure
The answers to the questions identified here are general in nature. For answers to specific situational questions, contact your agency human resources office. 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.
- Why do some job families have all six levels of work (entry, journey, etc.) and some don’t?
The new structure is designed to align the levels of work with the current industry and not with historical state practices. For example, there would not be an expert level within the Customer Support job family as there are no comparables or compensation benchmarks in the local public or private sectors.
- Was there any effort to separate different types of jobs within a job family? For example: A mainframe developer, ASP.NET developer, Java enterprise application developer.
Yes, early in the development of the new classification structure, discussion occurred with both IT and HR communities. After initial analysis, it was determined the separation of specific job types was not feasible for this project. The new structure is such that there is the potential for it to evolve in the future.
- Why are you not using people with IT understanding and experience on all of your work groups to evaluate the level of IT experience and expertise required to reach a certain level?
Engagement of the IT community and subject matter experts has been a priority for this project. IT executives, managers and staff have all been actively engaged in all phases of the project, including the evaluation of positions. Subject matter expertise has been critical to ensuring consistency and information quality. This engagement has been important for us during the project and remains an important factor as we move forward with implementation.
- Why are we so far below the national and state average? See the Dice Tech Salary Survey 2018.
Because our job classes are so generic in the current classification structure (IT Specialist 1-6), we are unable to compare our jobs to the market. Our inability to benchmark to the market and determine our compensation standing is one of the reasons for this change. Under the current structure, we do not know what our true standing is in the market.
Typically, online recruiting/compensation companies base their analyses on employee reported salaries rather than employer reported compensation plans. They have limited validation of the data they receive and may not include all true compensation factors (base salary, job level, benefits, experience, educational requirements, or geographical location). To compare the state’s standing to the market requires the use of compensation surveys with the level of validated data available to conduct a true comparison.
- Why does the implementation date keep getting pushed out? Will it be pushed out again?
This classification change is the most significant workforce change the state has initiated in 25 years. With no precedents to follow, an initial timeline was developed. Implementing a change of this magnitude requires extensive research and stakeholder outreach. Throughout the project, we have gained knowledge on the level of effort as well as the residual impacts to address. Additionally, the dependencies on stakeholders and state business cycles has meant we are not always able to hit the initial deadlines. While the goal is to fully implement the new structure July 2019, this deadline is dependent on the collective bargaining process and the Legislature.
- Looking at this new structure, I can safely say that in my team of 10, all of us fall into at least two “families” and many of us have primary responsibilities in up to 5 ”families”. How will you deal with situations like that?
- If my position is evaluated to a specific job family, will I no longer be able to perform duties from another job family?
- What if our position crosses two job families, and we must maintain our education in both fields to remain relevant. Is that two for the price of one?
Most IT positions may perform duties across one or more job families as a regular part of their work. If the work of the position covers two job families and qualifications for the position require education in both job families, it is not two for the price of one.
To identify the core purpose of a position for placement in the new structure, the primary job family is designated by the position supervisor. The designation of the primary job family is based on the essential functions, qualifications and alignment with the appropriate job family descriptor. Most positions also have an identified secondary job family. All classified IT position descriptions (4,600+) have been evaluated and none have been found where the work is so broad-based that a primary and secondary job family could not be identified.
- What does EEO mean in the job classification?
EEO stands for Equal Employment Opportunity and is a term that is used to describe federal and state requirements regarding non-discrimination and equal employment opportunity practices in employment. For federal reporting purposes, the HR office will identify the appropriate EEO category on the position description form and in the human resource management system.
- Given this further delay, is there any intent to pay “back pay” to those who should be receiving a higher rate of pay?
No. The state is establishing a new compensation structure based on a new classification structure for this workforce segment. The compensation will be effective upon implementation of the new structure. If implemented as currently anticipated, that would be July 2019.
- What will happen to my position if it has been determined it does not fit into the new IT professional structure?
The agency/institution will determine the appropriate job class for all positions that do not meet the criteria for the new professional IT structure. Work is in progress to revise some existing job classifications and to create some new job class series to address identified gaps for those excluded from the new structure.
- For people currently working in their highest paid job and are getting close to retirement, will the change to the IT pay be used in the retirement calculation?
The new IT structure is planned to go into effect on July 1, 2019. Employees retiring prior to that date will have their current salaries used for the retirement calculation, while employees working from that date forward will have the new compensation structure in place for retirement calculation purposes. Please note you will need to contact the Department of Retirement Systems directly for questions regarding your specific retirement calculation.
- If I reallocate or promote before July 2019, will my position need to be re-evaluated and fill out another position description for my new position?
Position descriptions are evaluated, not the incumbents. The interim process requires that all IT positions be kept current and up-to-date prior to implementation. Your HR office will work with OFM State HR to ensure all IT Position descriptions are reevaluated following significant changes in duties because of promotions or other personnel and/or position actions.