Annual Pay Plan 2026

2026 Annual Uniform Pay Plan Review

PREPARED IN ACCORDANCE WITH STATE CIVIL SERVICE RULE 6.2 (A) Byron P. Decoteau, Jr., Director Louisiana State Civil Service

TABLE OF CONTENTS

EXECUTIVE BRIEF

ADMINISTRATIVE “AS” PAY SCHEDULE

Overview 5 Maintaining Market Competitiveness 6 Market Analysis 7 Recommendations 9

MEDICAL “MS” PAY SCHEDULE

Overview 11 Maintaining Market Competitiveness 12 Market Analysis 13 Recommendations 14

PROTECTIVE SERVICES “PS” PAY SCHEDULE

Overview 15 Maintaining Market Competitiveness 16 Market Analysis 17 Recommendations 18

SOCIAL SERVICES “SS” PAY SCHEDULE

Overview 19 Maintaining Market Competitiveness 20 Market Analysis 21 Recommendations 22

State Civil Service 2026 Annual Pay Plan Review

TABLE OF CONTENTS

TECHNICAL & SCIENTIFIC “TS” PAY SCHEDULE

Overview 23 Maintaining Market Competitiveness 24 Market Analysis 25 Recommendations 26

TECHNICIAN & SKILLED TRADES “WS” PAY SCHEDULE

Overview 27 Maintaining Market Competitiveness 28 Market Analysis 29 Recommendations 30

IMPACT OF HEALTH INSURANCE COSTS

APPENDICES

Appendix A: Definitions 35 Appendix B: Methodology 36

Appendix C: Market Analysis Results 39 Appendix D: Classified Benchmark Jobs 45 Appendix E: Historical Overview 50

REFERENCES & ACKNOWLEDGEMENTS

CONTACT INFORMATION

State Civil Service 2026 Annual Pay Plan Review

EXECUTIVE BRIEF Competitive compensation is essential for recruiting and retaining a diverse, high performing workforce needed to consistently provide state services. Accordingly, this report presents an assessment of the competitiveness of the classified pay range midpoints, as well as the actual salaries of classified employees for the six pay schedules. Recommendations provided in this report are grounded in the state’s philosophy to maintain market competitiveness within the boundaries of financial feasibility. 1 Consistent with the Louisiana Constitution, any recommendations impacting wages or hours that are adopted by the State Civil Service Commission become effective only after approval by the Governor. The Annual Uniform Pay Plan Review fulfills the State Civil Service Director’s responsibility to conduct appropriate research for the purpose of recommending a pay structure adjustment annually. 2 Based on this year’s analysis, the Director is recommending the following adjustments to improve competitiveness. The total estimated annualized implementation cost for all recommendations below will be approximately $5,991,527.96. 3

RECOMMENDATIONS

Administrative “AS” Pay Schedule 1. Increase maximums by 6.5% for pay grades AS-609, AS-610, and AS-611. 2. Add three new pay grades of AS-630, AS-631, and AS-632. Protective Services “PS” Pay Schedule 3. Increase minimums by 3.0% for all PS pay grades. This recommendation has an estimated annualized implementation cost of approximately $31,799.04. Technical & Scientific “TS” Pay Schedule 4. Increase minimums and maximums by 4.0% for all TS pay grades. This recommendation has an estimated annualized implementation cost of approximately $211,538.00. Technician & Skilled Trades “WS” Pay Schedule 5. Increase employee salaries by 2.0% in the WS pay schedule. This recommendation has an estimated annualized implementation cost of approximately $5,748,190.92.

1 See References section for specifics of SCS Rule 6.1. 2 See References section for specifics of SCS Rule 6.2. 3 The estimated annualized cost is base salary only and does not include the cost of related benefits.

State Civil Service 2026 Annual Pay Plan Review

INTRODUCTION

The pay structure is represented by the pay grades and pay ranges within the six pay schedules. Each pay schedule is analyzed separately in the report. Table 1 provides a summary of the results for 2026.

TABLE 1: SUMMARY RESULTS FOR THE 2026 MARKET ANALYSIS

SCS Market Position vs. Public Sector

SCS Market Position vs. Private Sector

Pay Schedule

Pay Schedule Midpoints

Employee Medians

Pay Schedule Midpoints

Employee Medians

AS MS PS SS

-3.2% 3.0% 2.5% 1.3% -3.1% 5.3%

-5.7

-9.5% -4.0% 9.8% -7.5% -9.0% -1.6%

-10.7% -6.9% -12.5% -7.8% -10.5% -16.6%

0.2%

-10.3% -3.6% -4.7% -11.6%

The report includes the following sections in the analysis for each pay schedule. OVERVIEW This section includes general information about the pay schedule and the types of jobs within it. Current counts of jobs and employees are provided, as well as graphical representation of the pay schedule grades and the employee pay distribution within those pay grades. MAINTAINING MARKET COMPETITIVENESS This section highlights the changes State Civil Service has implemented over the last year for the pay schedule. Changes to the pay grades and job assessments impacting pay grades are included. MARKET ANALYSIS This section includes details about the market position of the pay schedule. A review of the pay schedule midpoints and employee median salaries is included, as well as a graphical representation of the market position for those values over the last five years. A positive value for the market position indicates that the SCS figure being compared is above the market median. A negative value for the market position indicates that the SCS figure being compared is below the market median. RECOMMENDATIONS This section provides an assessment of the changes needed for the pay schedule, which may include recommendations to adjust the pay grades and/or employee salaries.

State Civil Service 2026 Annual Pay Plan Review

ADMINISTRATIVE PAY SCHEDULE (AS)

OVERVIEW

The AS pay schedule includes a variety of administrative roles, ranging from clerical office support to agency administrators. Jobs in this pay schedule perform duties involving accounting, auditing, budget, compliance, human resources, legal, procurement, program management, policy development, training, etc.

AS Schedule Pay Grades

AS Schedule Jobs

AS Schedule Employees

25 total 23 in use

713 total 571 in use

10,373 total

The AS pay schedule structure consists of 25 pay grades. Each pay grade contains a minimum, midpoint, and maximum salary. The minimum of the lowest pay grade is $10.50 per hour or $21,840.00 annually. The maximum of the highest pay grade is $104.54 per hour or $217,443 annually. Range spreads, from minimum to maximum, are approximately 71% for the AS-605 through AS-611 and approximately 96% for the AS-612 and up. Range minimums have a standard 7% progression from grade to grade that matches the percentage allowed for promotion under SCS Rule 6.7. Graph 1: AS Pay Schedule Structure Pay Grade Ranges with Minimums, Midpoints, and Maximums as of January 1, 2026

$275,000 $255,000 $235,000 $215,000 $195,000 $175,000 $155,000 $135,000 $115,000 $95,000 $75,000 $55,000 $35,000 $15,000

603 606 607 608 609 610 611 612 613 614 615 616 617 618 619 620 621 622 623 624 625 626 627 628 629

State Civil Service 2026 Annual Pay Plan Review

There are a total of 10,373 full-time, regular classified employees occupying 571 jobs and 23 pay grades in the AS pay schedule as of January 1, 2026. Graph 2 shows the distribution of these employees based on where their hourly rate of pay falls within their respective pay grades. Approximately 61.4% of employees in the AS pay schedule are paid at a rate between the minimum and the midpoint.

Graph 2: Distribution of Full-Time, Regular Classified Employee Salaries In the AS Pay Schedule as of January 1, 2026

2.5% at Minimum

17.9% Minimum - 1st Quartile

41.0% 1st Quartile - Midpoint

32.2% Midpoint - 3rd Quartile

5.9% 3rd Quartile - Maximum

0.5% at Maximum - Above

MAINTAINING MARKET COMPETITIVENESS

Over the last year, the AS pay schedule has experienced an adjustment to the pay structure as well as multiple job assessments that have helped to improve market competitiveness.

TABLE 2: PAY PLAN CHANGES FOR THE AS PAY SCHEDULE IMPLEMENTED IN 2025 Effective Date Jobs Impacted Description

All pay grade minimums increased by 5% and maximums increased by 5% for the AS-612 and up

3/3/2025 All AS jobs

3/3/2025 Accounting jobs

Eighteen pay grade changes

Compliance Investigations jobs

7/21/2025

One new job

7/21/2025 State Register jobs

Five new jobs

Twelve new jobs Ten pay grade changes

9/15/2025 Television jobs

State Civil Service 2026 Annual Pay Plan Review

ADMINISTRATIVE PAY SCHEDULE

MARKET ANALYSIS

This year, the market analysis for the AS pay schedule includes 6,354 classified employees and 162 benchmarked jobs, based on data as of January 1, 2026. The pay grade midpoints and the actual median salaries of the employees for the benchmarked jobs were compared to the corresponding public and private sector median salaries in the analysis. 4 The results for 2026 indicate that, on average, both pay grade midpoints and employee median salaries have a market position below the median salaries for the public and private sectors.

Review of Pay Grade Midpoints

The average market position of the AS pay grade midpoints for benchmarked jobs in 2026 is -3.2% compared to the public sector and -9.5% compared to the private sector, despite an adjustment to the AS pay structure implemented in 2025. 5 Graph 3 provides an overview of the average market position for pay grade midpoints of benchmarked jobs in the AS pay schedule over the last five years.

Graph 3: Average Market Position of AS Pay Schedule Midpoints for Benchmarked Jobs, 2022-2026

4 See Appendix C for the details of the market analysis for the AS pay schedule. 5 Refer to Appendix E for specifics on the 2025 structure adjustment for the AS pay schedule.

State Civil Service 2026 Annual Pay Plan Review

Review of Employee Median Salaries

The average market position of the actual median salaries of classified employees in benchmarked jobs for the AS pay schedule in 2026 is -5.7% as compared to the public sector and -10.7% as compared to the private sector. Graph 4 provides the average market position for actual median salaries of classified employees in benchmarked jobs for the AS pay schedule over the last five years.6

Graph 4: Average Market Position of AS Employee Median Salaries for Benchmarked Jobs, 2022-2026

6 Note that figures for 2022-2025 were recalculated from archived data based on the revised methodology. See Appendix B for details on the methodology.

State Civil Service 2026 Annual Pay Plan Review

ADMINISTRATIVE PAY SCHEDULE

RECOMMENDATIONS

Additional pay plan changes for jobs in the AS pay schedule will be implemented in 2026 7 and reflected in next year’s report. For this reason, the recommendations for this year will focus on making targeted adjustments to the AS pay schedule as follows: • Adjust pay grade maximums for the AS-609 to AS-611 To improve market competitiveness for jobs assigned to these three pay grades, the maximum of the AS-609 is recommended to be 14% above the maximum of the AS-608, and then the standard differential of 7% will apply to the maximums of the AS-610 and AS-611. This will result in maximums increasing by approximately 6.5% and midpoints increasing by approximately 4.15% for the three pay grades highlighted in the table below. The range spread of the three adjusted pay grades will be approximately 83%. There will be no immediate cost impact to implement these changes. TABLE 3: PAY PLAN CHANGES RECOMMENDED FOR EXISTING AS PAY GRADES Pay Grade Current Minimum Current Maximum Proposed Minimum Proposed Maximum

AS-608 AS-609 AS-610 AS-611 AS-612

$26,770 $28,642 $30,638 $32,781 $35,069

$45,864 $49,067 $52,499 $56,181 $68,806

No change No change No change No change No change

No change

$52,291 $55,952 $59,862

No change

• Add three new pay grades to include AS-630, AS-631, and AS-632 This change will extend the upper end of the AS pay schedule and provide space for the appropriate internal alignment for jobs that may warrant higher pay grades in the future. The range spreads and minimum differentials for the new pay grades will be consistent with the existing highest AS pay grade.

TABLE 4: PAY PLAN CHANGES RECOMMENDED TO ESTABLISH NEW AS PAY GRADES Pay Grade Current Minimum Current Maximum Proposed Minimum Proposed Maximum

AS-629 AS-630 AS-631 AS-632

$110,864

$217,443

No change

None None None

$118,622 $126,922 $135,803

$232,669 $248,955 $266,386

7 See General Circular 2025-061.

State Civil Service 2026 Annual Pay Plan Review

AS PAY SCHEDULE SPOTLIGHT

EMPLOYEES SHARED WHY PUBLIC SERVICE WAS MEANINGFUL TO THEM DURING STATE EMPLOYEE RECOGNITION WEEK 2026

Kim Adams, State Procurement Manager, Division of Administration, Office of State Procurement

“Being a state employee is meaningful to me because I want the work I do to have a real impact on people’s everyday lives. I take pride in contributing to something that supports my community and helps things run more smoothly and fairly. Even in small ways, I know the work matters to the people who rely on these services. That sense of purpose motivates me to show up, do my job well, and be part of something that makes a difference.”

Phillip Donagriche, Training & Development Program Manager, Department of Insurance “Being a state employee at the Louisiana Department of Insurance is meaningful to me because my work supports those who protect Louisiana’s consumers. I help equip employees with the knowledge and capability they need to serve the public. When employees are prepared, the impact extends beyond our agency. While my role is behind the scenes, that impact reaches

every citizen who depends on us.”

Latedra S. Drummond, HR Analyst, Department of Public Safety

“Working as a Human Resources Analyst with the Department of Public Safety has given me a deeper sense of purpose than I ever expected. I love my job because it allows me to support the people who dedicate their lives to protecting our state. When I show up to work each day, I know I’m contributing to something bigger than myself. For me, HR isn’t just paperwork, policies, or processes. It’s people.”

State Civil Service 2026 Annual Pay Plan Review

MEDICAL PAY SCHEDULE (MS)

OVERVIEW

The MS pay schedule includes a variety of classified medical roles, ranging from basic nursing care and laboratory support to pharmacy administration. Jobs in this pay schedule perform duties involving direct care services, health information management, laboratory services, etc.

MS Schedule Pay Grades

MS Schedule Jobs

MS Schedule Employees

30 total 28 in use

165 total 115 in use

2,666 total

The MS pay schedule structure consists of 30 pay grades. Each pay grade contains a minimum, midpoint, and maximum salary. The minimum of the lowest pay grade is $10.00 per hour or $20,800 annually. The maximum of the highest pay grade is $128.07 per hour or $266,386 annually. Range spreads, from minimum to maximum, are approximately 80% for all pay grades. Range minimums have a standard 7% progression from grade to grade that matches the percentage allowed for promotion under SCS Rule 6.7. Graph 5: MS Pay Schedule Structure Pay Grade Ranges with Minimums, Midpoints, and Maximums as of January 1, 2026

$275,000 $255,000 $235,000 $215,000 $195,000 $175,000 $155,000 $135,000 $115,000 $95,000 $75,000 $55,000 $35,000 $15,000

502 503 504 505 507 508 509 510 511 512 513 514 515 516 517 518 519 520 522 523 524 525 526 527 528 529 530 531

State Civil Service 2026 Annual Pay Plan Review

There are a total of 2,666 full-time, regular classified employees occupying 115 jobs in the MS pay schedule as of January 1, 2026. Graph 6 shows the distribution of these employees based on where their hourly rate of pay falls within their respective pay grades. Approximately 63.8% of employees in the MS pay schedule are paid at a rate between the minimum and the midpoint.

Graph 6: Distribution of Full-Time, Regular Classified Employee Salaries In the MS Pay Schedule as of January 1, 2026

1.3% at Minimum

16.0% Minimum - 1st Quartile

46.5% 1st Quartile - Midpoint

34.2% Midpoint - 3rd Quartile

1.8% 3rd Quartile - Maximum

0.1% at Maximum - Above

MAINTAINING MARKET COMPETITIVENESS

Over the last year, the MS pay schedule has experienced multiple job assessments that have helped to improve market competitiveness. TABLE 5: PAY PLAN CHANGES FOR THE MS PAY SCHEDULE IMPLEMENTED IN 2025 Effective Date Jobs Impacted Description

One new job Three pay grade changes Two new jobs Three pay grade changes

6/23/2025 Dental Assistant job series

6/23/2025 Nursing Assistant job series

In addition, the MS pay schedule structure adjustment of 2% to all minimums and maximums recommended in last year’s report has been approved. 8 However, since the effective date falls after January 1, 2026, the impact of this structure adjustment will be assessed in next year’s report. 8 See General Circular 2026-006 for the approved changes to the MS pay schedule. State Civil Service 2026 Annual Pay Plan Review 12

MEDICAL PAY SCHEDULE

MARKET ANALYSIS

This year, the market analysis for the MS pay schedule includes 1,224 classified employees and 49 benchmarked jobs, based on data as of January 1, 2026. The pay grade midpoints and the actual median salaries of the employees for the benchmarked jobs were compared to the corresponding public and private sector median salaries in the analysis. 9 The results for 2026 indicate that, on average, both pay grade midpoints and employee median salaries have a market position above the public sector but below the private sector.

Review of Pay Grade Midpoints

The average market position of the MS pay grade midpoints for benchmarked jobs in 2026 is 3.0% as compared to the public sector and -4.0% as compared to the private sector. Over the last two years, the average market position has declined following the structure adjustment implemented in 2023. 10 Graph 7 provides an overview of the average market position for pay grade midpoints of benchmarked jobs in the MS pay schedule over the last five years.

Graph 7: Average Market Position of MS Pay Schedule Midpoints for Benchmarked Jobs, 2022-2026

9 See Appendix C for the details of the market analysis for the MS pay schedule. 10 Refer to Appendix E for specifics on the 2023 structure adjustment for the MS pay schedule.

State Civil Service 2026 Annual Pay Plan Review

Review of Employee Median Salaries The average market position of the actual median salaries of classified employees in benchmarked jobs for the MS pay schedule in 2026 is 0.2% as compared to the public sector and -6.9% as compared to the private sector. Graph 8 provides an overview of the average market position of actual median salaries for classified employees in benchmarked jobs for the MS pay schedule over the last five years. 11

Graph 8: Average Market Position of MS Employee Median Salaries for Benchmarked Jobs, 2022-2026

RECOMMENDATIONS

No immediate changes are recommended for the MS pay schedule. State Civil Service will continue to monitor the MS pay schedule over the next year and assess the impact of the 2026 structure adjustment in next year’s report. “Being a state employee means I’m part of a structure that values consistency, fairness, and service. There’s pride in knowing I’m helping uphold those standards while also advocating for the people who need support the most.” Erica Aney, Associate to a Psychologist, Department of Health MS PAY SCHEDULE SPOTLIGHT

11 Note that figures for 2022-2025 were recalculated from archived data based on the revised methodology. See Appendix B for details on the methodology.

State Civil Service 2026 Annual Pay Plan Review

PROTECTIVE SERVICES PAY SCHEDULE (PS)

OVERVIEW

The PS pay schedule includes a variety of classified protective services roles, ranging from facility guards to corrections wardens. Jobs in this pay schedule perform duties involving firefighting, police patrol, investigations, security for correctional facilities, etc.

PS Schedule Pay Grades

PS Schedule Jobs

PS Schedule Employees

25 total 21 in use

170 total 147 in use

5,754 total

The PS pay schedule structure consists of 25 pay grades. Each pay grade contains a minimum, midpoint, and maximum salary. The minimum of the lowest pay grade is $12.00 per hour or $24,960 annually. The maximum of the highest pay grade is $123.19 per hour or $256,235 annually. Range spreads, from minimum to maximum, are approximately 102% for all pay grades. Range minimums have a standard 7% progression from grade to grade that matches the percentage allowed for promotion under SCS Rule 6.7. Graph 9: PS Pay Schedule Structure Pay Grade Ranges with Minimums, Midpoints, and Maximums as of January 1, 2026

$275,000 $255,000 $235,000 $215,000 $195,000 $175,000 $155,000 $135,000 $115,000 $95,000 $75,000 $55,000 $35,000 $15,000

103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 125 126 127

State Civil Service 2026 Annual Pay Plan Review

There are a total of 5,754 full-time, regular classified employees occupying 147 jobs in the PS pay schedule as of January 1, 2026. Graph 10 shows the distribution of these employees based on where their hourly rate of pay falls within their respective pay grades. Approximately 77.9% of employees in the PS pay schedule are paid at a rate between the minimum and the midpoint.

Graph 10: Distribution of Full-Time, Regular Classified Employee Salaries In the PS Pay Schedule as of January 1, 2026

0.2% at Minimum

11.8% Minimum - 1st Quartile

65.9% 1st Quartile - Midpoint

20.9% Midpoint - 3rd Quartile

1.2% 3rd Quartile - Maximum

0.1% at Maximum - Above

MAINTAINING MARKET COMPETITIVENESS

Over the last year, the PS pay schedule has experienced a job assessment that has helped to improve market competitiveness. TABLE 6: PAY PLAN CHANGES FOR THE PS PAY SCHEDULE IMPLEMENTED IN 2025 Effective Date Jobs Impacted Description

DOTD Enforcement job series One new job

3/3/2025

State Civil Service 2026 Annual Pay Plan Review

PROTECTIVE SERVICES PAY SCHEDULE

MARKET ANALYSIS

This year, the market analysis for the PS pay schedule includes 3,708 classified employees and 37 benchmarked jobs, based on data as of January 1, 2026. The pay grade midpoints and the actual median salaries of the employees for the benchmarked jobs were compared to the corresponding public and private sector median salaries in the analysis. 12 The results for 2026 indicate that, on average, pay grade midpoints have a market position above the public and private sectors, but employee median salaries have a market position below the public and private sectors.

Review of Pay Grade Midpoints

The average market position of the PS pay grade midpoints for benchmarked jobs in 2026 is 2.5% as compared to the public sector and 9.8% as compared to the private sector. Over the last year, the average market position has remained relatively stable with the public and private sectors following the structure adjustment implemented in August 2024. 13 Graph 11 provides an overview of the average market position for pay grade midpoints of benchmarked jobs in the PS pay schedule over the last five years.

Graph 11: Average Market Position of PS Pay Schedule Midpoints for Benchmarked Jobs, 2022-2026

12 See Appendix C for the details of the market analysis for the PS pay schedule. 13 Refer to Appendix E for specifics on the 2024 structure adjustment for the PS pay schedule.

State Civil Service 2026 Annual Pay Plan Review

Review of Employee Median Salaries The average market position of the actual median salaries of classified employees in benchmarked jobs for the PS pay schedule in 2026 is -10.3% as compared to the public sector and -12.5% as compared to the private sector. Graph 12 provides an overview of the average market position of actual median salaries for classified employees in benchmarked jobs for the PS pay schedule over the last five years. 14

Graph 12: Average Market Position of PS Employee Median Salaries for Benchmarked Jobs, 2022-2026

RECOMMENDATIONS • I ncrease minimums by 3% for all pay grades in the PS pay schedule

To bring the range spreads more in alignment with those of the other pay schedules, a small increase to the pay grade minimums is needed. Maximums will remain the same, resulting in an increase of approximately 1% to the midpoints. This change will move range spreads for all pay grades from approximately 102% to 96%. The small increase to the minimums will have an annualized cost of approximately $31,799.04 and will have minimal impact on salary compression for current employees.

14 Note that figures for 2022-2025 were recalculated from archived data based on the revised methodology. See Appendix B for details on the methodology.

State Civil Service 2026 Annual Pay Plan Review

SOCIAL SERVICES PAY SCHEDULE (SS)

OVERVIEW

The SS pay schedule includes a variety of classified social services roles, ranging from basic support for behavioral health clients to the administration of statewide programs for vulnerable populations. Jobs in this pay schedule perform duties involving case management, counseling, eligibility determinations, and the provision of services to eligible individuals.

SS Schedule Pay Grades

SS Schedule Jobs

SS Schedule Employees

25 total 22 in use

252 total 217 in use

6,011 total

The SS pay schedule structure consists of 25 pay grades. Each pay grade contains a minimum, midpoint, and maximum salary. The minimum of the lowest pay grade is $10.00 per hour or $20,800 annually. The maximum of the highest pay grade is $91.31 per hour or $189,925 annually. Range spreads, from minimum to maximum, are approximately 80% for all pay grades. Range minimums have a standard 7% progression from grade to grade that matches the percentage allowed for promotion under SCS Rule 6.7. Graph 13: SS Pay Schedule Structure Pay Grade Ranges with Minimums, Midpoints, and Maximums as of January 1, 2026

$275,000 $255,000 $235,000 $215,000 $195,000 $175,000 $155,000 $135,000 $115,000 $95,000 $75,000 $55,000 $35,000 $15,000

403 404 405 406 407 408 409 410 411 412 413 414 415 416 417 418 419 420 421 422 423 424 425 426 427

State Civil Service 2026 Annual Pay Plan Review

There are a total of 6,011 full-time, regular classified employees occupying 217 jobs in the SS pay schedule as of January 1, 2026. Graph 14 shows the distribution of these employees based on where their hourly rate of pay falls within their respective pay grades. Approximately 69.1% of employees in the SS pay schedule are paid at a rate between the minimum and the midpoint.

Graph 14: Distribution of Full-Time, Regular Classified Employee Salaries In the SS Pay Schedule as of January 1, 2026

0.8% at Minimum

19.4% Minimum - 1st Quartile

48.9% 1st Quartile - Midpoint

25.1% Midpoint - 3rd Quartile

4.0% 3rd Quartile - Maximum

1.8% at Maximum - Above

MAINTAINING MARKET COMPETITIVENESS

Over the last year, the SS pay schedule has experienced a job assessment that has helped to improve market competitiveness.

TABLE 7: PAY PLAN CHANGES FOR THE SS PAY SCHEDULE IMPLEMENTED IN 2025 Effective Date Jobs Impacted Description

One new job Six pay grade changes

6/23/2025 Veterans Assistance job series

In addition, the SS pay schedule structure adjustment of 2% to all minimums and maximums recommended in last year’s report has been approved. 15 However, since the effective date falls after January 1, 2026, the impact of this structure adjustment will be assessed in next year’s report.

15 See General Circular 2026-006 for the approved changes to the SS pay schedule. State Civil Service 2026 Annual Pay Plan Review

SOCIAL SERVICES PAY SCHEDULE

MARKET ANALYSIS

This year, the market analysis for the SS pay schedule includes 1,895 classified employees and 38 benchmarked jobs, based on data as of January 1, 2026. The pay grade midpoints and the actual median salaries of the employees for the benchmarked jobs were compared to the corresponding public and private sector median salaries in the analysis. 16 The results for 2026 indicate that, on average, pay grade midpoints have a market position above the public sector but below the private sector. Further, employee median salaries have a market position below both the public and private sectors in 2026.

Review of Pay Grade Midpoints

The average market position of the SS pay grade midpoints for benchmarked jobs in 2026 is 1.3% as compared to the public sector and -7.5% as compared to the private sector. Over the last two years, the average market position has declined following the structure adjustment implemented in 2023. 17 Graph 15 provides an overview of the average market position for pay grade midpoints of benchmarked jobs in the SS pay schedule over the last five years.

Graph 15: Average Market Position of SS Pay Schedule Midpoints for Benchmarked Jobs, 2022-2026

16 See Appendix C for the details of the market analysis for the SS pay schedule. 17 Refer to Appendix E for specifics on the 2023 structure adjustment for the SS pay schedule.

State Civil Service 2026 Annual Pay Plan Review

Review of Employee Median Salaries The average market position of the actual median salaries of classified employees in benchmarked jobs for the SS pay schedule in 2026 is -3.6% as compared to the public sector and -7.8% as compared to the private sector. Graph 16 provides the average market position for actual median salaries of classified employees in benchmarked jobs for the SS pay schedule over the last five years. 18

Graph 16: Average Market Position of SS Employee Median Salaries for Benchmarked Jobs, 2022-2026

RECOMMENDATIONS

No immediate changes are recommended for the SS pay schedule. State Civil Service will continue to monitor the SS pay schedule over the next year and assess the impact of the 2026 structure adjustment in next year’s report. “Being a state employee is meaningful to me because the work directly impacts people’s everyday lives in a way that truly matters. It’s not just about processing cases or meeting deadlines—it’s about helping families access food, stability, and support during some of their most difficult moments. ” Natalie Theriot, Economic Stability Supervisor, Department of Health SS PAY SCHEDULE SPOTLIGHT

18 Note that figures for 2022-2025 were recalculated from archived data based on the revised methodology. See Appendix B for details on the methodology.

State Civil Service 2026 Annual Pay Plan Review

TECHNICAL & SCIENTIFIC PAY SCHEDULE (TS)

OVERVIEW

The TS pay schedule includes a variety of technical and scientific roles ranging from basic technical support to executive leadership for statewide technical programs. Jobs in this pay schedule perform duties involving engineering, environmental science, technical inspections, managing natural resources, information technology, non-clinical laboratory analysis, etc.

TS Schedule Pay Grades

TS Schedule Jobs

TS Schedule Employees

26 total 23 in use

385 total 328 in use

4,505 total

The TS pay schedule structure consists of 26 pay grades. Each pay grade contains a minimum, midpoint, and maximum salary. The minimum of the lowest pay grade is $12.22 per hour or $25,418 annually. The maximum of the highest pay grade is $119.32 per hour or $248,394 annually. Range spreads, from minimum to maximum, are approximately 80% for all pay grades. Range minimums have a standard 7% progression from grade to grade that matches the percentage allowed for promotion under SCS Rule 6.7. Graph 17: TS Pay Schedule Structure Pay Grade Ranges with Minimums, Midpoints, and Maximums as of January 1, 2026

$275,000 $255,000 $235,000 $215,000 $195,000 $175,000 $155,000 $135,000 $115,000 $95,000 $75,000 $55,000 $35,000 $15,000

302 303 304 305 306 307 308 309 310 311 312 313 314 315 316 317 318 319 320 321 322 323 324 325 326 327

State Civil Service 2026 Annual Pay Plan Review

There are a total of 4,505 full-time, regular classified employees occupying 328 jobs in the TS pay schedule as of January 1, 2026. Graph 18 shows the distribution of these employees based on where their hourly rate of pay falls within their respective pay grades. Approximately 59.2% of employees in the TS pay schedule are paid at a rate between the minimum and the midpoint. Graph 14: Distribution of Full-Time, Regular Classified Employee Salaries In the TS Pay Schedule as of January 1, 2026

7.3% at Minimum

16.1% Minimum - 1st Quartile

35.8% 1st Quartile - Midpoint

33.7% Midpoint - 3rd Quartile

6.9% 3rd Quartile - Maximum

0.1% at Maximum - Above

MAINTAINING MARKET COMPETITIVENESS

Over the last year, the TS pay schedule has experienced job assessments that have helped to improve market competitiveness. TABLE 8: PAY PLAN CHANGES FOR THE TS PAY SCHEDULE IMPLEMENTED IN 2025 Effective Date Jobs Impacted Description 2/3/2025 Crime Lab Evidence job series Three new jobs

9/15/2025 Agriculture Specialist job series Six pay grade changes

9/15/2025 Architect job series

Eight pay grade changes

9/15/2025 Bridge Inspector job series

Five pay grade changes

Construction Inspector job series Engineering Technician job series

9/15/2025

Six new jobs

9/15/2025

Seven pay grade changes

9/15/2025 Land Technician job series

One new job

One new job Four pay grade changes

9/15/2025 Television Engineer job series

State Civil Service 2026 Annual Pay Plan Review

TECHNICAL & SCIENTIFIC PAY SCHEDULE

MARKET ANALYSIS

This year, the market analysis for the TS pay schedule includes 2,340 classified employees and 138 benchmarked jobs, based on data as of January 1, 2026. The pay grade midpoints and the actual median salaries of classified employees for the benchmarked jobs were compared to the corresponding public and private sector median salaries in the analysis. 19 The results for 2026 indicate that, on average, both pay grade midpoints and employee median salaries have a market position below the median salaries for the public and private sectors.

Review of Pay Grade Midpoints

The average market position of the TS pay grade midpoints for benchmarked jobs in 2026 is -3.1% as compared to the public sector and -9.0% as compared to the private sector. Over the last year, the average market position has declined following the structure adjustment implemented in 2024. 20 Graph 19 provides an overview of the average market position for pay grade midpoints of benchmarked jobs in the TS pay schedule over the last five years.

Graph 19: Average Market Position of TS Pay Schedule Midpoints for Benchmarked Jobs, 2022-2026

19 See Appendix C for the details of the market analysis for the TS pay schedule. 20 Refer to Appendix E for specifics on the 2024 structure adjustment for the TS pay schedule.

State Civil Service 2026 Annual Pay Plan Review

Review of Employee Median Salaries The average market position of the actual median salaries of classified employees in benchmarked jobs for the TS pay schedule in 2026 is -4.7% as compared to the public sector and -10.5% as compared to the private sector. Graph 20 provides an overview of the average market position for actual median salaries of classified employees in benchmarked jobs for the TS pay schedule over the last five years. 21

Graph 20: Average Market Position of TS Employee Median Salaries for Benchmarked Jobs, 2022-2026

RECOMMENDATIONS

• Increase minimums and maximums of all pay grades in the TS pay schedule by 4% To improve market competitiveness, an adjustment of 4% to the pay structure is needed. The modest increase to the minimums will have an annualized cost of approximately $211,538.00 and will have minimal impact on salary compression for current employees.

TS PAY SCHEDULE SPOTLIGHT

“Being a state employee is meaningful to me because when I go back to establishments to conduct another inspection, I can see how much my work has helped them improve and how much pride they take in

keeping the community safe through their own efforts.” Cynthia Geary, Sanitarian, Department of Health

21 Note that figures for 2022-2025 were recalculated from archived data based on the revised methodology. See Appendix B for details on the methodology.

State Civil Service 2026 Annual Pay Plan Review

TECHNICIAN & SKILLED TRADES PAY SCHEDULE (WS)

OVERVIEW

The WS pay schedule includes a variety of classified labor, maintenance, and trades roles, ranging from custodians to the administration of statewide facility maintenance and construction activities. Jobs in this pay schedule perform duties involving mobile equipment operations, construction, food service, buildings/grounds maintenance, communications, vehicle/equipment maintenance, etc.

WS Schedule Pay Grades

WS Schedule Jobs

WS Schedule Employees

24 total 18 in use

251 total 213 in use

5,766 total

The WS pay schedule structure consists of 24 pay grades. Each pay grade contains a minimum, midpoint, and maximum salary. The minimum of the lowest pay grade is $10.00 per hour or $20,800 annually. The maximum of the highest pay grade is $85.34 per hour or $177,507 annually. Range spreads, from minimum to maximum, are approximately 80% for all pay grades. Range minimums have a standard 7% progression from grade to grade that matches the percentage allowed for promotion under SCS Rule 6.7. Graph 21: WS Pay Schedule Structure Pay Grade Ranges with Minimums, Midpoints, and Maximums as of January 1, 2026

$275,000 $255,000 $235,000 $215,000 $195,000 $175,000 $155,000 $135,000 $115,000 $95,000 $75,000 $55,000 $35,000 $15,000

202 203 204 205 206 207 208 209 210 211 212 213 214 215 216 217 218 219 220 221 222 223 224 225

State Civil Service 2026 Annual Pay Plan Review

There are a total of 5,766 full-time, regular classified employees occupying 213 jobs in the WS pay schedule as of January 1, 2026. Graph 22 shows the distribution of these employees based on where their hourly rate of pay falls within their respective pay grades. Approximately 90.2% of employees in the WS pay schedule are paid at a rate between the minimum and the midpoint. Graph 14: Distribution of Full-Time, Regular Classified Employee Salaries In the TS Pay Schedule as of January 1, 2026

7.6% at Minimum

51.4% Minimum - 1st Quartile

31.2% 1st Quartile - Midpoint

9.4% Midpoint - 3rd Quartile

0.3% 3rd Quartile - Maximum

0.1% at Maximum - Above

MAINTAINING MARKET COMPETITIVENESS

Over the last year, the WS pay schedule has experienced job assessments that have helped to improve market competitiveness. TABLE 9: PAY PLAN CHANGES FOR THE WS PAY SCHEDULE IMPLEMENTED IN 2025 Effective Date Jobs Impacted Description 5/12/2025 Park Technician job series Four new jobs

Four new jobs Two pay grade changes

Warehouse Technician job series

9/15/2025

State Civil Service 2026 Annual Pay Plan Review

TECHNICIAN & SKILLED TRADES PAY SCHEDULE

MARKET ANALYSIS

This year, the market analysis for the WS pay schedule covers 4,166 classified employees and 68 benchmarked jobs, based on data as of January 1, 2026. The pay grade midpoints and the actual median salaries of classified employees for the benchmarked jobs were compared to the corresponding public and private sector median salaries in the analysis. 22 The results for 2026 indicate that, on average, pay grade midpoints have a market position above the public sector but below the private sector. Further, employee median salaries have a market position below both the public and private sectors in 2026.

Review of Pay Grade Midpoints

The average market position of the WS pay grade midpoints for benchmarked jobs in 2026 is 5.3% as compared to the public sector and -1.6% as compared to the private sector. Over the last two years, the average market position has declined following the structure adjustment implemented in 2023. 23 Graph 23 provides an overview of the average market position for pay grade midpoints of benchmarked jobs in the WS pay schedule over the last five years.

Graph 23: Average Market Position of WS Pay Schedule Midpoints for Benchmarked Jobs, 2022-2026

22 See Appendix C for the details of the market analysis for the WS pay schedule. 23 Refer to Appendix E for specifics on the 2023 structure adjustment for the WS pay schedule.

State Civil Service 2026 Annual Pay Plan Review

Review of Employee Median Salaries The average market position of the actual median salaries of classified employees in the benchmarked jobs for the WS pay schedule in 2026 is -11.6% as compared to the public sector and -16.6% as compared to the private sector. Graph 24 provides the average market position for actual median salaries of classified employees in benchmarked jobs for the WS pay schedule over the last five years. 24 Graph 24: Average Market Position of WS Employee Median Salaries for Benchmarked Jobs, 2022-2026

RECOMMENDATIONS

A general increase is recommended for the WS pay schedule as follows. • 2% General Increase

The General Increase is recommended for the employees of the WS pay schedule due to the large percentage of employees below their respective midpoints and concerns related to the market position of employee median salaries in 2026. The 2% General Increase for WS employees statewide will have an annualized cost of approximately $5,748,190.92.

24 Note that figures for 2022-2025 were recalculated from archived data based on the revised methodology. See Appendix B for details on the methodology.

State Civil Service 2026 Annual Pay Plan Review

IMPACT OF HEALTH INSURANCE COSTS

An assessment of health insurance costs is provided since health insurance premiums are generally consistent across state agencies. This aspect of benefits is important to consider in the overall market competitiveness of the classified system because if employees cannot afford health coverage, they may seek opportunities with other employers. HEALTH INSURANCE PARTICIPATION The Office of Group Benefits offers five health plan options for employees in 2026 25 . The participation rates in Table 10 are based on a total of 28,064 classified employees who are primary subscribers or dependents. The Magnolia Local Plus plan has the highest participation rate at 79.6%. TABLE 10: CLASSIFIED EMPLOYEE PARTICIPATION RATES OGB Health Plans, 2026 Pay Schedule Magnolia Open Access Magnolia Local Magnolia Local Plus Pelican 1000 Pelican 775 All Plans

31.0%

AS MS PS SS

1.5% 0.4% 0.5% 0.8% 0.7% 0.5%

0.8% 24.4% 1.8%

2.5% 0.4% 0.6% 0.8% 2.2% 1.3%

7.5%

0.1%

6.2%

0.4%

16.5% 17.4% 14.5% 13.2%

0.2% 14.3% 1.0%

0.3% 14.1%

1.4%

0.4% 10.4% 0.8% 0.2% 10.2% 1.0% 2.1% 79.6% 6.3%

Statewide 4.3%

7.8% 100.0%

Source: Office of Group Benefits; based on a total of 28,064 enrollees as of January 1, 2026.

25 OGB also offers LSU First, but this health plan is not available to all state employees.

State Civil Service 2026 Annual Pay Plan Review

According to the Office of Group Benefits, there are 22,326 classified employees who are covered by the Magnolia Local Plus plan in 2026. Most of these employees have selected “Employee Only” coverage. Table 11 provides an overview of the participation rates for the various coverage types. TABLE 11: CLASSIFIED EMPLOYEE PARTICIPATION RATES BY COVERAGE TYPE Magnolia Local Plus Plan, 2026 Pay Schedule Employee Only Employee + Child(ren) Employee + Spouse Family All Coverages AS 18.0% 7.6% 2.2% 2.9% 30.6% MS 3.8% 2.1% 0.6% 1.3% 7.8% PS 10.7% 4.5% 1.1% 1.6% 17.9% SS 10.7% 5.0% 0.8% 1.2% 17.8% TS 6.4% 3.3% 1.0% 2.4% 13.1% WS 8.2% 1.9% 1.4% 1.3% 12.8% Statewide 57.8% 24.4% 7.1% 10.7% 100.0% Data as of January 1, 2026. Percentages based on a total of 22,326 classified employees. HEALTH INSURANCE PREMIUMS AS A PERCENTAGE OF EMPLOYEE SALARIES Health insurance premium deductions can make up a significant percentage of employee salaries. Since 2020, premiums for the Magnolia Local Plus plan have increased annually with rates ranging from 4.50% to 7.75% higher each year. Overall, premiums have risen by over 59% for both employees and employer since the Magnolia Local Plus plan was first offered in 2016. Currently, the state provides an employer-paid benefit for employees by paying 75% of the total premium cost for Employee Only coverage, 70% for Employee + Child(ren) coverage, 61% for Employee + Spouse coverage, and 61% for Family coverage. Table 12 illustrates how increases in health insurance can impact an employee’s salary for the Magnolia Local Plus plan, Employee Only coverage. For example, based on a salary of $1,733.33 per month (full-time at $10.00 per hour), the employee would contribute 14.45% of that monthly salary towards the healthcare premium in 2026. TABLE 12: EMPLOYEE PREMIUMS AS A % OF FULL-TIME MONTHLY SALARY Employee Only Coverage, Magnolia Local Plus

Employee Premium $

$1733.33/month ($10.00/hour)

$2600.00/month ($15.00/hour)

$3466.66/month ($20.00/hour)

Year

2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026

157.10 168.88 168.88 168.88 177.32 187.08 196.44 205.28 217.90 232.40 250.42

9.10% 9.70% 9.70% 9.70% 10.20% 10.80% 11.30% 11.80% 12.60% 13.40% 14.45%

6.00% 6.50% 6.50% 6.50% 6.80% 7.20% 7.60% 7.90% 8.40% 8.90% 9.63%

4.50% 4.90% 4.90% 4.90% 5.10% 5.40% 5.70% 5.90% 6.30% 6.70% 7.22%

State Civil Service 2026 Annual Pay Plan Review

Table 13 illustrates how increases in health insurance can impact an employee’s salary for the Magnolia Local Plus plan, Family coverage. For example, based on a salary of $1,733.33 per month (full-time at $10.00 per hour), the employee would contribute 50.27% of that monthly salary towards the healthcare premium in 2026.

TABLE 13: EMPLOYEE PREMIUMS AS A % OF FULL-TIME MONTHLY SALARY Family Coverage, Magnolia Local Plus

Employee Premium $

$1733.33/month ($10.00/hour)

$2600.00/month ($15.00/hour)

$3466.66/month ($20.00/hour)

Year

2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026

546.74 587.74 587.74 587.74 617.12 651.06 683.62 714.38 758.32 808.74 871.42

31.50% 33.90% 33.90% 33.90% 35.60% 37.60% 39.40% 41.20% 43.70% 46.70% 50.27%

21.00% 22.60% 22.60% 22.60% 23.70% 25.00% 26.30% 27.50% 29.20% 31.10% 33.52%

15.80% 17.00% 17.00% 17.00% 17.80% 18.80% 19.70% 20.60% 21.90% 23.30% 25.14%

State Civil Service 2026 Annual Pay Plan Review

The cost of Family coverage is an especially significant expense for lower-wage earners. Considering the financial impact of Family coverage, the reality may be that employees needing this coverage may not be able to afford it. As a result, lower-wage earners may seek Medicaid coverage as an alternative or seek another job with a competing employer. MEDICAID PARTICIPATION According to the Louisiana Department of Health, there are 1,607 classified employees participating in Medicaid as of January 2026. The AS pay schedule has the highest Medicaid participation at 429 employees and the TS pay schedule has the lowest Medicaid participation at 38 employees. Overall, Medicaid participation for all pay schedules has decreased since last year, with the SS pay schedule showing the largest decrease at 89 fewer employees. Graph 25 provides an overview of Medicaid participation counts by pay schedule over the last two years.

Classified Employees on Medicaid 2025-2026

State Civil Service 2026 Annual Pay Plan Review

APPENDIX A - DEFINITIONS BENCHMARK JOB A job commonly found throughout all industries that is used as a reference point to make pay comparisons between employers. MARKET The relevant labor market from which an organization gains or loses employees. MARKET POSITION The position of the assessed value relative to the market rate. The assessed values in this report are the classified midpoints and employee median salaries. MARKET RATE The prevailing rate of compensation that other employers are paying for a job. For the purposes of this report, it is an average of the actual median salaries for a group of similar benchmark jobs in either the public or private sector. MEDIAN SALARY The middle value in a set of data responses that are ranked from lowest to highest and representative of actual salaries. MIDPOINT The middle value in a defined pay range. It is commonly used to adjust an organization’s competitive position against the market rate for a given job. PAY RANGE A salary range that an organization is willing to pay for a given job. A pay range consists of a minimum and maximum salary. PRIVATE SECTOR Organizations with a “for profit” status that participated in third-party salary surveys for the relevant labor market area consisting of Alabama, Arkansas, Kentucky, Louisiana, Mississippi, Oklahoma, Tennessee, and Texas. PUBLIC SECTOR Governmental entities and not-for-profit organizations that participated in third-party salary surveys for the relevant labor market area consisting of Alabama, Arkansas, Kentucky, Louisiana, Mississippi, Oklahoma, Tennessee, and Texas.

State Civil Service 2026 Annual Pay Plan Review

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