It is necessary that SCS conduct a targeted review of classified occupations as needed to ensure that the pay ranges continue to be appropriate as jobs evolve and the market for those jobs change. A targeted review considers specific jobs and their pay levels in order to have a positive impact on the market competitiveness for the pay schedule. Additionally, a review of specific jobs may result in a cost savings in the overall administration of a uniform classification and pay plan by providing a focus on those areas that are causing the greatest lags. Although market lags persist for the midpoints of the Administrative “AS” pay schedule as well as the Technical & Scientific “TS” pay schedule as compared to both public and private sector medians in 2025, SCS is currently working on solutions to improve market competitiveness for jobs in these pay schedules. Accordingly, SCS will continue to monitor the six pay schedules over the next year to determine if additional adjustments to the pay grades of specific jobs are needed. TARGETED REVIEW OF CLASSIFIED JOBS SCS has implemented multiple job assessments over the last year, from January 2024 to January 2025. The job assessments with new jobs and/or pay grade changes implemented during this time frame are listed below. IMPROVEMENTS TO MARKET COMPETITIVENESS SINCE LAST YEAR
In addition, SCS works to improve market competitiveness by adjusting the pay structures when needed. The following changes have been implemented over the last year. • The PS pay schedule was amended effective August 19, 2024. This pay plan change involved raising the maximum of the lowest pay grade up by 12.4% and then raising the other pay levels in this pay schedule to maintain a 7% midpoint differential to align with current market standards. Although minimums did not change, midpoints increased by an average of 7.97% and maximums increased by an average of 12.40%. Changes to the pay grades and pay schedules tend to have a larger impact on the pay schedule midpoints than actual employee salaries. This is because only employees with a rate of pay that is below the minimum of their respective pay grade receive a pay increase to be brought up to the new minimum when these types of changes are implemented. This approach may cause pay compression issues over time if frequent structure adjustments are needed to maintain pace with the market. Pay compression can exist when new hires are hired at levels similar to employees who have been with the state for several years. Agencies may address pay compression issues for permanent employees under SCS Rule 6.16.2, Optional Pay for Compression, if funding is available for this purpose. State Civil Service 2025 Annual Pay Plan Report
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