[NCASG] [EXTERNAL] NCASG Member PayScale Usage

Thu Jun 18 14:11:14 MDT 2020

Thanks, Sheena, indeed we do. I have included my thoughts below.

  1.  Do you use PayScale?

  *   Yes, it was in place before I arrived at the state in April 2018. I’ve used similar systems before now; this is my first time with PayScale’s product. We are in year 3 of our current contract with them. I expect to renew it.

  1.  How did you change past processes to accommodate this tool?

  *   Up until 2018, it had been used here to load a variety of surveys and only 28 benchmark jobs were identified and formally matched/market-priced out of 1,400 job classifications.
  *   In 2019-20, we began to focus on increasing the benchmarks and now have over 600 benchmark jobs market priced in this system representing about 70% of all positions.
  *   The other 800 non-benchmarks, representing the remaining 30% of positions, are slotted but we are continuing to identify market data to further increase benchmark matches in 2020-21.
  *   We sought to ensure benchmark representation in every agency, every job family, and every pay grade. We also asked our agencies to identify hard-to-fill jobs and key/critical jobs where market data was needed for decision-making.
  *   We analyzed survey utilization to identify gaps and purchased/participated in additional surveys, and abandoned others (unless they were from NCASG colleagues, of course), based on that gap analysis and our survey budget. We remain skeptical of loading “association surveys” and PayScale’s own “company-sourced” data.
  *   We don’t force matches but we do seek to have between 2 and 5 valid survey matches sourced from different surveys for each benchmark.
  *   We have automated feeds of position/employee files from our HRIS to PayScale. We retain control of the Job files in OSHR because that works better with our processes. PayScale will work with you on the file feeds, or doing mass changes with you if you need them to. Very good support delivered with their product.
  *   Their commitment for loading surveys for us is a ten day turnaround; it is normally less.

  1.  Do you have any advice for a government entity that may be looking to implement this tool?

  *   Up until this calendar year, we did not utilize the full functionality of the system. We used their online training courses to learn different features, but we felt a strong need for in-person training by PayScale. We worked with them to develop a basic/intermediate training program for us and our entire team participated in that training on site (pre-COVID). It opened us up to many more possibilities for using the system without fear of mismanaging our data. I highly recommend the in-person training. The trainer, like the support we’ve always received from PayScale, is great.
  *   We are now using the system to model and build new pay plans/salary structures.
  *   We are seeking to budget for the advanced in-person training (post-COVID) to grow even deeper in our use of the MarketPay system (tableau reporting tool, equity analysis, etc.). It is a very robust analytical tool and we know we are not yet using it to its full potential.
  *   Our team first approached it from different technology knowledge levels; i.e., only a few using it. Now I see every team member moving up in their comfort zone with their market data analysis roles. I expect them to use that system in their agency consultations in sharing trends and conveying classification recommendations/decisions.
  *   We tend to create monster Excel files; I can see a future where we do most of that work in MarketPay.

4. Has this tool been a good investment?

  *   Absolutely. And no, I do not own stock in the company, have relatives who work for PayScale, or any other personal/professional relationship with them.
  *   My only criticism is in a pricing practice for loading surveys that we experienced last year. We were invoiced for loading a vendor’s survey suite as one survey, but another vendor’s suite was invoiced for each of the six surveys in the suite. I fully expected the latter, so I didn’t raise flags about the former or the seeming inconsistency. Waiting to see how that is handled this year.

From: Sheena Buffi <Sheena.Buffi at dhr.idaho.gov>
Sent: Thursday, June 18, 2020 11:59 AM
To: Rena Bigby <Rena.Bigby at omes.ok.gov>; Meghan Connor <meghan.connor2 at wyo.gov>; dhr_ncasg_survey_list at admws.idaho.gov
Subject: Re: [NCASG] [EXTERNAL] NCASG Member PayScale Usage

CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov<mailto:report.spam at nc.gov>

Good Morning Meghan & Rena’,

Idaho does not use PayScale. But if I remember correctly, Joe in North Carolina does.  :)

Sheena Buffi // Compensation Manager
Idaho Division of Human Resources
304 North 8th Street
P.O. Box 83720 // Boise, Idaho 83720-0066
office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov<mailto:sheena.buffi at dhr.idaho.gov>
[DHR]

Providing quality customer service is important to us.  If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov<mailto:ashleigh.lopez at dhr.idaho.gov>.

From: Rena Bigby <Rena.Bigby at omes.ok.gov<mailto:Rena.Bigby at omes.ok.gov>>
Sent: Thursday, June 18, 2020 9:54 AM
To: Meghan Connor <meghan.connor2 at wyo.gov<mailto:meghan.connor2 at wyo.gov>>; dhr_ncasg_survey_list at admws.idaho.gov<mailto:dhr_ncasg_survey_list at admws.idaho.gov>
Subject: Re: [NCASG] [EXTERNAL] NCASG Member PayScale Usage

Good morning! Oklahoma recently came to an agreement with Payfactors. We have our kickoff meeting next week. I am interested to see other states’ responses to your questions. Thank you and good luck!

Thank you,
Rena’ Bigby, IPMA-SCP | Director of Classification and Compensation
Human Capital Management | Office of Management and Enterprise Services
p. 405-522-6109
Oklahoma.gov [oklahoma.gov]<https://urldefense.com/v3/__https:/oklahoma.gov/__;!!HYmSToo!LwW8xYB_GZMZ3kVk-vps2-341ixaEF1gZihPu_8tmHmBKUwXE0E65HTgDA_aNZp4$> | omes.ok.gov [omes.ok.gov]<https://urldefense.com/v3/__http:/omes.ok.gov/__;!!HYmSToo!LwW8xYB_GZMZ3kVk-vps2-341ixaEF1gZihPu_8tmHmBKUwXE0E65HTgDN4CotEk$>
[cid:e619dfc0-7eb0-42b8-9065-e08357e75578]

From: Meghan Connor <meghan.connor2 at wyo.gov<mailto:meghan.connor2 at wyo.gov>>
Sent: Thursday, June 18, 2020 8:49 AM
To: dhr_ncasg_survey_list at admws.idaho.gov<mailto:dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [EXTERNAL] [NCASG] NCASG Member PayScale Usage

Good morning,

Wyoming is considering the addition of PayScale as a compensation tool but wanted to reach out for some advice first:

1. Do you use PayScale?
2. How did you change past processes to accommodate this tool?
3. Do you have any advice for a government entity that may be looking to implement this tool?
4. Has this tool been a good investment?

Thank you for your time,

Meghan

--
Meghan Connor
Compensation Coordinator
Department of Administration and Information
2001 Capitol Ave. Rm 124
Cheyenne, WY 82002

E-Mail to and from me, in connection with the transaction
of public business, is subject to the Wyoming Public Records
Act and may be disclosed to third parties.

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