COMPENSATION SURVEY PRACTICES
This section of the report describes the process used for the analysis of the pay structures. Certified Compensation Professionals at SCS conducted this analysis according to the practices as recommended by WorldatWork. Founded in the U.S. in 1955, WorldatWork is a nonprofit professional association dedicated to knowledge and leadership in the areas of compensation and total rewards.
The analysis of the pay structures is accomplished by comparing classified pay range midpoints with median salaries for similar jobs within a relevant geographic area. The midpoint of a pay range typically represents an organization’s preferred position or “control point” relative to the market for the jobs assigned to that pay range. In other words, it is the level at which an organization chooses to set its pay for the purpose of recruiting and retaining personnel in comparison to other employers who compete for the same talent (WorldatWork, 2024, p. 126).
BENCHMARKS
First, benchmark jobs are identified for comparison. Benchmark jobs are used as reference points to make pay comparisons between employers within a geographic area. The benchmarking process identifies jobs that are common throughout all industries. Examples include jobs such as administrative assistant, accountant, engineer, registered nurse, electrician, etc. Benchmark jobs typically have broad usage within the relevant market in order to allow for the application of statistically significant sampling methods. Benchmark jobs are used to represent multiple levels within occupations. This allows for the analysis of a “cross- section” of an occupation throughout the job market in order to make pay comparisons of entry-level to entry- level, up through supervisor to supervisor and beyond. For example, a comparison using this method would include the following job titles: • Accountant Technician • Accountants 1, 2, and 3 • Accountant Supervisor • Accountant Manager • Accountant Administrator Benchmark comparisons for hundreds of classified jobs are utilized in this report. A complete listing is provided in Appendix A.
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State Civil Service 2025 Annual Pay Plan Report
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