CONCLUSION
COMPETITIVE PAY RANGES
SCS has assessed that, on average, some of the state’s classified pay schedule midpoints for benchmarked jobs continue to lag behind public and private sector median salaries. • As compared to the public sector, midpoints of the AS and TS pay schedules lag by -7.0% and -0.7% respectively. In contrast, midpoints of the MS, PS, SS, and WS pay schedules lead public sector medians by amounts ranging from 2.8% (SS) to 10.7% (WS). • As compared to the private sector, midpoints of the AS, MS, SS, and TS pay schedules lag by amounts ranging from -1.6% (MS) to -14.6% (AS). In contrast, midpoints of the PS and WS pay schedules lead private sector medians by 6.7% and 0.4% respectively. SCS has found that market competitiveness has varied since last year relative to the midpoints of the classified pay schedules. The increases in market competitiveness for the PS and TS pay schedule midpoints in 2025 can be attributed to the adjustments to these pay schedules that occurred in 2024. • As compared to the public sector, the midpoints of the PS and TS pay schedules have increased market competitiveness by +12.4 and +3.4 percentage points respectively, while the midpoints of the AS, MS, SS, and WS pay schedules have decreased market competitiveness by amounts ranging from -1.8 (WS) to -4.4 (SS) percentage points. • As compared to the private sector, the midpoints of the PS and TS pay schedules have increased market competitiveness by +7.1 and +2.0 percentage points respectively, while the midpoints of the AS, MS, SS, and WS pay schedules have decreased market competitiveness by amounts ranging from -2.5 (AS) to -4.4 (WS) percentage points.
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State Civil Service 2025 Annual Pay Plan Report
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