COMPETITIVE PAY SOLUTIONS So far, three of the four elements of maintaining market competitiveness have been considered in this report through a review of the pay range structures, a review of actual employee salaries, and a targeted review of classified jobs. The fourth element involves applying the compensation philosophy when providing recommendations to appropriately and conservatively meet the human capital needs of state agencies. These recommendations will be discussed in the next section. The targeted review of benchmarked jobs has assisted in maintaining market competitiveness by providing insight as to what adjustments may be needed for specific jobs to improve lags. • Although lags persist for the AS and TS pay schedules as compared to both public and private sector median salaries in 2025, SCS is currently working on solitions to improve the lags of jobs in these pay schedules. • SCS has completed multiple job assessments over the last year, which has helped to improve market competitiveness for specific jobs in the AS, TS, and PS pay schedules. COMPETITIVE JOBS • In 2018, 68.5% of classified employee salaries fell between the minimums and the midpoints of their respective pay ranges. By 2023, that number had fallen to 55.5%. • In 2024, the percentage of employees paid below the midpoints of their respective pay ranges increased to 68.6%. In 2025, this number has risen even higher to 73.1%.
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State Civil Service 2025 Annual Pay Plan Report
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