Information Technology (IT) Classification & Compensation Structure Implementation

The Office of Financial Management (OFM) State HR in partnership with the Office of the Chief Information Officer (OCIO) conducted a class study for Information Technology (IT) classifications.  The purpose of the study was to:

  • Provide insight and recommendations as to the most effective classification structure that defines the body of work and to meet business needs.
  • Provide insight and recommendations as to whether the state’s current compensation structure, policies and practices are effective or in need of adjustment.
  • Include the evaluation of the job descriptions and improve the utility of the documents as primary sources of information for talent management, performance appraisal, recruitment and retention

The study recommendations were submitted to executive management and approved for implementation in February 2017. The study recommendations were submitted to executive management and approved for implementation in February 2017. The target implementation date for the new structure was July 1, 2018. The creation of the new IT classification and compensation structure will address:

  • Market Competitiveness to address IT workforce recruitment and retention concerns
  • Ability to respond to IT workforce issues by providing more detailed classification data by level and job family
  • Internal Alignment and Equity
  • Sustainable structure that can adapt to changes in the technology industry while balancing fiscal constraints

This multi-year project affects both general government agencies and higher education institutions. They are actively involved in working with State HR to implement the new structure. 

During July and August 2017 Statewide IT Position Evaluation teams evaluated over 4,000 IT position descriptions for placement in the new structure.  The project team is currently working with agency and institution HR offices to validate the initial evaluation results.  Additionally, scheduling of evaluations is in process for a number of positions that did not go through the evaluation process conducted during the formal evaluation sessions this summer. 

The remaining work to validate the initial evaluation results and finalize the compensation structure will not be completed in time to meet the statutory deadline of October 1st for a supplemental budget request.  As a result, the planned implementation date must be extended beyond July 2018. The change in the timeline will result in the implementation date moving forward one year to July 2019. This extension allows for ongoing engagement with stakeholders, assessment of impacts and sufficient time for labor engagement.

State HR will work with agency staff on the interim process for maintaining position descriptions in the current classification structure as we work toward July 2019.  There is no requirement to re-write and re-evaluate position descriptions because of the extension.  

Links to Study Information